Job analysis-fisher sp

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Alpha defense System Alpha Electric

Military computer

components for use in

highly sophisticated

weapons system

Adapt its weapon-

systems technology to

manufacture for high-

tech communications

system

They are moving into an -

- extremely competitive business environment

where product life cycles are short andinnovation, customer orientation,

- high quality, and cost-effectiveness are

necessary to succeed.



Redesign Manufacturing Process

1. Assembly-line jobs will be relatively similar to those in the old

manufacturing process.2. Warehousing, shipping and receiving, and most other jobs

within the plant will be converted to a team-based approach.

3. The organizational structure will be flattened, and employees

will be given more responsibility and broader powers to dotheir jobs.

1. What jobs will have to be performed in the new plant

environment?

2. Who does what job?

3. Do traditional jobs still exist? (as many areas of work )

Problems that Alpha Faces



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Traditional Job Analysis:

Definition- “as the process of obtaining information about jobs.”

A job has been using four concepts that have a hierarchicalrelationship to one another, are-

* Tasks – A task is “a meaningful unit of work activity generally performed on the job by one worker within some limited timeperiod. It is a discrete unit of activity and represents a composite

of methods, procedures, and techniques.* Duty – A duty is a loosely defined area of work that contains

several distinct tasks that are performed by an individual

* Position – A position is the set of tasks and duties performed by a

single individual in an organization. Each person in anorganizations has a position.

* Job – A job is a group of positions that are identical with respectto their major or significant tasks and sufficiently alike to justify their covered by a single analysis



The Job Analysis Process

Job Analysis is the process by which the duties of a position andthe characteristics of the people to hire for that position aredetermined.

Job Analysis procedures information is used for written

- Job Descriptions (a list of what the job entails) and

- Job Specifications (what kind of people to hire for the job).

Job Descriptions Job Specifications

Job Analysis



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The Job Analysis Process:

The basic job analysis process consists of ten steps, which can be

grouped into four major phases as follows

Phase-1 Scope of the project:

Phase-2 Methods of job analysis

Phase-3 Data collection and analysis

Phase-4 Assessing job analysis methods



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Phase-1: The Scope of Job Analysis

1. Uses of job analysis:

Research showed that there are direct links between the duties thatemployees perform on their jobs and the knowledge, skills, andabilities that are assessed in selection procedures.

a. Job analysis data can provide realistic information about what jobs will be like. (Studies showed that realistic job previews reduce

applicants’ unrealistically high expectations about jobs and thusreduce early employee dissatisfaction and turnover.)

b. Provide the information needed to develop job-relevant training programs and performance appraisal systems.

c. Used to determine the similarity of jobs and thus the feasibility of transfers between jobs.

d. Used in the area of job evaluation, to determine the relative worthof jobs

e. Used to design jobs for maximum efficiency



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Phase-1: The Scope of Job Analysis

2. Determine which jobs to analyze:

Jobs that are critical to the success of an organization Jobs that are difficult to learn and perform and thus require extensive

training

Jobs for which the organization is constantly having to hire new

employees Jobs that have few minority or female employees should be analyze

to make sure that illegal discrimination is not occurring in hiring process

Jobs should be analyze when new technology or other circumstancesto be change

When completely new jobs are added

When some jobs are eliminated and their duties distributed to otherjobs within the organization



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Phase-2: The Methods of job analysis

3. The types of data to collect:

Several types of data can be collected in a job analysis project, which datarelate to various work activities and human abilities as well as to other jobcharacteristics and information about the equipment used on the job.

Three levels of work activities are-

Foundation work activities are free of technological content andapplicable to wide range of occupations. Exe. “how much responsibility for people do you have on your job?”

Intermediate work activities have some technological content but are

applicable across a reasonably wide range of occupations. Exe. “how much of your time is spent teaching people?”

Area work activities are technologically oriented and quite specific toparticular occupational groups. Exe. “ how much time do you spendcleaning surgical equipment?”



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Taxonomies of human abilities that are widely used in job analysis-

Psychomotor abilities, such as manual dexterity and arm/handsteadiness

Physical abilities, such as strength and stamina

Cognitive abilities, such as intelligence and verbal comprehension

Situational abilities, such as ability to work under time pressure andthe ability to work alone

Data to be collected-

-Qualitative data are narrative descriptions of the work activities, andor

-Quantitative data are numerical values that indicate the extent to which the work activities are involved.



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4. The sources of information from which to get the data

Job incumbent Supervisors

Subject matter expert (SMEs)

Other job experts

Non-human sources-

Job descriptions

Equipment maintenance records

Films of employees working Architectural blueprints



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5. Job Analysis Procedures

a) Narrative Job Descriptionsb) Engineering Approaches

c) Structured Job Analysis Procedures

a. Narrative Job Descriptions: It is the simplest form of jobanalysis.

It includes-

job title; job identification number; name of the department or

division; Name of the job analyst Brief written summary of the job; list of the jobs major duties

Description of the skills, Knowledge (including education), andabilities;

List of the machines, tools, and equipment used on job

Explanation of the job relates to other jobs in the organization



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b. Engineering Approaches: It involves an examination of thespecific body movements and or procedural steps that are used toperform a particular task.

Micromotion studies are a particular type of engineering approach which used to analyze job that contain very short-cycle, repetitivetasks.

It lists all the basic body motions and uses it to analyze all the tasksincluded in the study



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c. Structured Job Analysis Procedures:

1) Critical Incidents Technique (CIT): It lists the behaviors that are criticalto job performance.

This procedure consists of four steps: A panel of experts provides written examples of behaviors that represent

effective and ineffective performance on the job.

All the examples generated in step-1 are then sorted into groups of similarbehaviors

The categories identified in step 2 are then defined and named The job behaviors categories are rated according to how critical or

important they are for job performance.



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Structured Job Analysis Procedures:

2) Functional Job Analysis (FJA): here, trained job analysts review written

materials, observe workers performing the job, and interview jobincumbents and supervisors for information. Then review all theinformation to ensure its validity and reliability.

This procedure consists of four steps:

The job analyst and top management decide on the goals, purposes, andobjectives of the FJA project.

Identify and describe the tasks performed on the job in a standardized written format, outlining what action occurs, to what purpose, and under what specific conditions.

Job analyst analyze each task using three worker function scales. Job analyst write performance standard

Job analyst identify the training needed by the employee to perform thejob.



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Phase-2: The Methods of job analysis3) Managerial Job Analysis Procedures:

Management position description questionnaire (MPDQ), is a

208-item questionnaire that is used to describe manager’s jobs. MPDQis completed by incumbent managers, who use a six-point scale to rateeach item.

Professional and managerial position questionnaire (PMPQ),consists of 93 items, divided into three major sections:

Job activities Planning and scheduling activities, Processing information andideas, Exercising judgment, Communicating, interpersonal

activities and relationship, and Technical activities.

Personal

requirements

Education, training, and experience.

Other

information

Personnel supervised by the employee, member of

Professional organizations, professional license or certification,

and salary of the employee.



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Phase-3: Data Collection and Analysis

Collecting Job Data:

a. Getting the Organization Ready

make sure that members of the organization understand and arecommitted to the project

Top management should be involved closely in the development of the project

There must be a clearly stated rationale and set of goals for theproject that is provided who participate in the project.

b. Sources of Bias: job data must be accurate, up-to date, andrepresentative picture of work activities.

c. Job Analysis Interviews: interviewing is a skill that must be developed

through practice

Analyzing Job Data:

Reporting and Rechecking Job Data



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Phase-4: Assessing Job Analysis Methods

Table 4.6

Job-descriptive inference Job-specification inference (KSAOs)

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