job analysis staffing
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Job Analysis
Staffing the Organization
27th June 2006
Job Analysis – A definition
A process for determining the duties/tasks/responsibilities of a a given role in an organization & determining characteristics/attributes of the people who can perform the role.
Outputs of the Job Analysis process– Job Description– Job Specification
Steps in Job Analysis
Define end purpose of Job Analysis– Determine Data required– Determine How it will be collected?
E.g. Interviewing employee is good for writing job descriptions and employee selection
E.g. Position Analysis for Job Comparisons
Steps in Job Analysis
Collect Background Information– Org Charts
Shows role relevance
– Work Flow Charts Captures contribution of role in organizational processes E.g. Account Manager role in Payment process
– Existing JD’s if any
Steps in Job Analysis
Analyze the job– Job Activities– Job Responsibilities & Accountabilities (KRA’s)– Job Performance (KPI’s)– KSAP ( Knowledge, Skills, Abilities & Personal
Profile)– Working conditions ( Shift working )
Steps in Job Analysis
Verify the information with the incumbent and/or immediate supervisor/manager– Customers/Clients can also be roped in the job
Analysis process
Develop the Job Description and Job Specification
Methods of Collecting Information
Interviews General Questionnaires Structured Quantitative Questionnaires Observations
Interviews – Benefits & Drawbacks
Benefits– Simple, direct and quick– Brings out qualitative aspects– New insights
Drawbacks– Distortion due to misunderstanding, personal
motives– Exaggeration
Position Analysis Questionnaire
The Position Analysis Questionnaire (PAQ) developed by McCormick, Jeanneret, and Mecham (1972) is a structured job analysis instrument to measure job characteristics and relate them to human characteristics. It consists of 195 job elements that represent in a comprehensive manner the domain of human behavior involved in work activities. The items that fall into five categories:
– Information input (where and how the worker gets information), – Mental processes (reasoning and other processes that workers use), – Work output (physical activities and tools used on the job), – Relationships with other persons, and – Job context (the physical and social contexts of work).
Good for Comparing jobs quantitatively Good Use In Mergers & Acquistions – combining the jobs of two
organizations and also in any Organization Redesign
Capgemini – E&Y Merger
E&Y – A US Based limited liability firm (partnership) with 1000+ partners
Capgemini – A public limited European Company with a Management board and several executives
E&Y – A Big Five Consulting Firm while Capgemini was an IT outsourcing major
Acquisition of E&Y by Capgemini resulted in a severe conflict of roles and job definitions
Resulted in erosion of market share, dilution of brand image for E&Y and combined entity, exodus of talent
Job Analysis – Who should do it?
Are external consultants required for Job Analysis? When is a consultant needed for Job Analysis?
External consultants– provide more independent (unbiased) analysis– Required for analyzing large number of jobs – Provide Dedicated Focus
Challenges in Traditional Job Analysis
Work is no longer specialized– Often Jobs are getting merged
Process re-design Optimization, Improved productivity Reduce linkages
Work is dynamic– Flexibility and adaptability become key attributes
Fit to Organization– Work/Culture fit must be part of the job analysis
Building for Quality & Success
Define Core attributes across jobs in an organization
Use personality tests to ensure culture fit Analyze jobs inline with its vision and
strategic goals and the required organizational attributes
Strive for flexible & lean organization
A process model for Job Analysis
Worker
Supervisor
Team Member
Customer
Benchmark data from other org
Job Description
Profile of Imp Attributes
Selection tools and method
KSAP’s
Prioritized
Attributes
Work details
Team Members
Supervisors
Applicants
Future Changes
Attributes needed for sucess
Suppliers AnalysisInput CustomersOutput
Understanding KSAP’s
Knowledge – Concepts e.g. Micro-Economics, Semi-conductor Design
Skills - Proficiency in application of knowledge e.g. Test lab creation, use of spectrum
analyzer Abilities – Cognitive/ physical aspects e.g.
problem solving, reasoning Personal Profile - Values, Interests, Motivation
etc
Identifying KSAP’s
Work and Organization Analysis The Critical Incident Method
Work and Organization Analysis
Focus on the work to be done
Two Key Questions What does the person need to do in the work
process? What attributes (KSAP’s) must the worker
possess to perform the responsibilities?
Challenges in Work/Org Analysis
Availability of Subject Matter Experts who can provide the information
Understanding of improvement/quality initiatives
Anticipating changed needs
Critical Incident Method
What Critical Behavior distinguish effective from ineffective employees?
Steps– Identify incidents of good/bad performance– Setting or circumstances that led up to the incident– Identify the actions (underlying behavior) that was effective or
ineffective– Results of the behavior– Group CI’s in Performance Dimensions or Attributes– Reveal important KSAP’s
Robert Mager Methodology
Segregate the best and worst employees Identify the characteristics distinguishing
between the two groups Translate into KSAP’s
Writing Job Specifications
Define Specific KSAP’s Ensure that KSAP’s are important to Job
performance Ensure all aspects of job are covered Ensure that KSAP’s are needed for hire
Specific Attributes
Most Specifications are General E.g. Good Communication Skill, Dedicated,
Sincere, Motivated OR Mech. Engineer with 3-5 years of exp
Detailing Specifications
Good Communication
Oral Written
Reports PresentationsGroup Listening Presentation
Customers
Employees
Relevance of KSAP to Job/Org
Performance Culture Fit Strategic Goals Other initiatives e.g. Quality
Discussion
Why is Job Analysis rarely performed in IT organization?
What are the future trends in Job Analysis?
Group Assignments
You are setting up a new campus of SCMHRD. Define all the roles required to run the campus and create a detailed job profile for these 3 roles
– Director– Faculty co-ordinator– Facilities Manager– Accounts Manager– IT Manager
Use the interview method and create a Job Analysis Form
Individual Assignment
Identify and elaborate on the key attributes (as part of their jobs), Indian managers need to have to succeed in the Global Market place.
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