Job Analysis Quiz

Procedures for conducting job analysis

• Job analysis is a family of procedures to identify the content of a job in terms of the activities it involves and the attributes or requirements necessary to perform those activities.

• The process of job analysis involves gathering information about the duties of the incumbent, the nature and conditions of the work, and basic qualifications.

• Job analysis is crucial for helping individuals develop their careers and organizations develop their employees to maximize talent.

• Job analysis outcomes are key influences in designing learning, developing performance interventions, and improving processes.

• Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers trained by and supervised by I-O psychologists.

• Job analysis was first introduced by Morris Viteles in 1922 using job analysis to select employees for a trolley car company.

• The purpose of conducting job analysis is to prepare job descriptions and job specifications to hire the right quality of workforce into an organization.

• Job analysis is performed as a basis for later improvements, including developing performance appraisals, personnel selection, training needs assessment, legal defense of selection processes, and compensation plans.

• There are two ways to approach building a theory of behavior for a job in question: task-oriented and worker-oriented.

• The Fleishman Job Analysis System (F-JAS) developed by Edwin A. Fleishman represents a worker-oriented approach.

• Job analysis methods include observation, interviews, critical incidents and work diaries, questionnaires and surveys, the Position Analysis Questionnaire (PAQ), and checklists.

• The six steps to conducting a job analysis are planning, collecting data, analyzing data, verifying data, developing a job description, and communicating the results.Job Analysis: Definition, Methods, and Modern Trends

• The Job Analysis of Structured Reality (JASR) method is a reliable and proven method that helps analysts complete a job analysis of a typical job with a group of subject matter experts and managers in two to three hours.

• O*NET is an online resource that lists job requirements for a variety of jobs and is considered basic, generic, or initial job analysis data.

• O*NET provides links to salary data at the US national, state, and city level for each job.

• The six domains and categories within them include worker characteristics, worker requirements, experience requirements, occupational requirements, occupation-specific information, and work context.

• The concept of job analysis has been changing dramatically as jobs are becoming more amorphous and difficult to define.

• The trend is towards dehubbing, which means broadening the responsibilities of the company's jobs and encouraging employees not to limit themselves to what's on their job descriptions.

• Dejobbing is a result of the changes taking place in business today, such as rapid product and technological changes, and a shift to a service economy.

• Organizations need to be responsive, flexible, and generally more competitive, which has helped weaken the meaning of a job as a well-defined and clearly delineated set of responsibilities.

• Most firms today continue to use job analysis and rely on jobs as traditionally defined.

• More firms are moving toward new organizational configurations built around jobs that are broad and could change daily.

• Modern job analysis and job design techniques could help companies implement high-performance strategies.