Job AnalysisJob Analysis

MANA 3320 MANA 3320

Dr. Jeanne MichalskiDr. Jeanne Michalski

Job AnalysisJob Analysis

Systematic process for collecting information Systematic process for collecting information on the important work-related aspects of a on the important work-related aspects of a job.job.

1.1. Work activities – what the worker does, how and Work activities – what the worker does, how and why these activities are conducted.why these activities are conducted.

2.2. Tools and equipment used in performing work Tools and equipment used in performing work activities.activities.

3.3. Context of the work environment, such as work Context of the work environment, such as work schedule or working conditions.schedule or working conditions.

4.4. Requirements for performing the job – KSA’s.Requirements for performing the job – KSA’s.

Essential Job FunctionsEssential Job Functions

Essential FunctionsEssential Functions Statements in the job description of job duties Statements in the job description of job duties

and responsibilities that are critical for success and responsibilities that are critical for success on the job.on the job.

A job function is essential if:A job function is essential if: The position exists to perform the function.The position exists to perform the function. A limited number of employees are available to A limited number of employees are available to

perform the function.perform the function. The function is specialized, requiring needed The function is specialized, requiring needed

expertise or abilities to complete the job.expertise or abilities to complete the job.

Job AnalysisJob AnalysisGather and analyze job information through:Gather and analyze job information through:

Interviews:Interviews: QuestionnairesQuestionnaires Observation: motion study Observation: motion study Diaries: time studyDiaries: time study O*NetO*Net

Task StatementsTask Statements

Characterize activities with action verbs.Characterize activities with action verbs. Tasks have identifiable beginnings and Tasks have identifiable beginnings and

endings.endings. Identifiable outputs or consequences.Identifiable outputs or consequences. Mean the same thing to all respondents.Mean the same thing to all respondents. Non-trivial but complete.Non-trivial but complete. What the worker does, how they do it, to What the worker does, how they do it, to

who or what and why?who or what and why?

KSA’s DefinedKSA’s Defined

KnowledgeKnowledge: A body of information (typically of a : A body of information (typically of a factual or procedural nature) that required for factual or procedural nature) that required for successful completion of a task.successful completion of a task.

SkillSkill: An individual’s level of competency or : An individual’s level of competency or proficiency in performing a specific task. Usually proficiency in performing a specific task. Usually be expressed in numerical terms.be expressed in numerical terms.

AbilityAbility: A more general, enduring trait or : A more general, enduring trait or capability an individual possesses when he or she capability an individual possesses when he or she first performs a task.first performs a task.

KSA’s DefinedKSA’s Defined

Knowledge: Knowledge: Various engineering fields and terms.Various engineering fields and terms. DOT regulationsDOT regulations

Skills:Skills: Typing 50 words per minute without error.Typing 50 words per minute without error. Basic PC operations including email.Basic PC operations including email.

Abilities:Abilities: Writing and edit business correspondence.Writing and edit business correspondence. Interviewing clients for marketing information.Interviewing clients for marketing information.

Job DescriptionsJob Descriptions

Identifying Identifying InformationInformation

Job TitleJob Title Exempt or Non-Exempt or Non-

exempt exempt Full-time or Part-time Full-time or Part-time Gender neutralGender neutral

Job SummaryJob Summary Brief descriptionBrief description Place in org. structurePlace in org. structure

Job DescriptionsJob Descriptions

Duties and Responsibilities (Essential Duties and Responsibilities (Essential Functions)Functions)

What does the person do?What does the person do? How do those tasks get done?How do those tasks get done? Under what conditions?Under what conditions? Using what materials?Using what materials?

SpecificationsSpecifications KSA’sKSA’s Certifications or degreesCertifications or degrees

Job Description for an Employment Assistant

Job Description for an Employment Assistant (cont’d)

Job Description for an Employment Assistant (cont’d)

O*NET and Job AnalysisO*NET and Job Analysis Dictionary of Occupational TitlesDictionary of Occupational Titles ( (DOTDOT))

A systematic occupational classification structure A systematic occupational classification structure based on interrelationships of job tasks and based on interrelationships of job tasks and requirements.requirements.

Contains standardized and comprehensive Contains standardized and comprehensive descriptions of twenty-thousand jobs.descriptions of twenty-thousand jobs.

O*NET DatabaseO*NET Database A online database of all DOT occupations plus an A online database of all DOT occupations plus an

update of over 3,500 additional DOT occupations.update of over 3,500 additional DOT occupations. Data are collected and published continuously.Data are collected and published continuously.

http://online.onetcenter.org/

Problems with Job DescriptionsProblems with Job Descriptions

1.1. If poorly written, they provide little guidance If poorly written, they provide little guidance to the jobholder.to the jobholder.

2.2. They are not always updated as job duties They are not always updated as job duties or specifications change.or specifications change.

3.3. They may violate the law by containing They may violate the law by containing specifications not related to job success.specifications not related to job success.

4.4. They can limit the scope of activities of the They can limit the scope of activities of the jobholder, reducing organizational flexibility.jobholder, reducing organizational flexibility.