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Purpose[ edit ] One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed.
Job and task analysis is performed as a basis for later improvements, including: When a job analysis is conducted for the purpose of valuing the job i.
Why does the job exist? What physical and mental activities does the worker undertake? When is the job to be performed? Where is the job to be performed?
Under What conditions it is to be performed? Procedures[ edit ] As stated before, the purpose of job analysis is to combine the task demands of a job with our knowledge of human attributes and produce a theory of behavior for the job in question.
There are two ways to approach building that theory, meaning there are two different approaches to job analysis.
The job analyst then develops task statements which clearly state the tasks that are performed with great detail. After creating task statements, job analysts rate the tasks on scales indicating importance, difficulty, frequency, and consequences of error.
Based on these ratings, a greater sense of understanding of a job can be attained. For example, the job analysts may tour the job site and observe workers performing their jobs. During the tour the analyst may collect materials that directly or indirectly indicate required skills duty statements, instructions, safety manuals, quality charts, etc.
Developed by Fine and Cronshaw inwork elements are scored in terms of relatedness to data 0—6people 0—8and things 0—6with lower scores representing greater complexity.
Incumbents, considered subject matter experts SMEsare relied upon, usually in a panel, to report elements of their work to the job analyst.
Using incumbent reports, the analyst uses Fine's terminology to compile statements reflecting the work being performed in terms of data, people, and things.
Knowledge is the information people need in order to perform the job. Skills are the proficiencies needed to perform each task. Abilities are the attributes that are relatively stable over time. Other characteristics are all other attributes, usually personality factors.
In a worker-oriented job analysis, the skills are inferred from tasks and the skills are rated directly in terms of importance of frequency.
This often results in data that immediately imply the important KSAOs. However, it can be hard for SMEs to rate skills directly.
Fleishman represents a worker-oriented approach. Fleishman factor-analyzed large data sets to discover a common, minimum set of KSAOs across different jobs. His system of 73 specific scales measure three broad areas: JobScan is a measurement instrument which defines the personality dynamics within a specific type of job.
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