ÿþChap 3  

I. Job definition  

" Element: The smallest unit into which work can be divided without motion/movement/process analysis.  

" Task: grouping of elements that define a work activity  

" Task dimension: grouping of similar tasks. E.g.,. a responsibility or duty area.  

" Position: Grouping of tasks that define work of one employee; the number of positions matches the number of employees.  

" Job: Grouping of positions similar in tasks.  

" Job family: Grouping of all jobs by (for e.g.,.) function  

" Job category: Grouping of jobs by generic title or occupation (e.g.,. sales or clerical). Can be within or across job family.  

II. Job analysis  

1. Definition  

Process of studying job to gather, analyze, synthesize, and report information about job requirements and job rewards.  

è Information needed to gather:  

" Information on mission, responsibilities, activities, and related relation needed to carry out the task.  

" Information on machinery, equipments, tools, materials needed.  

" Information on working conditions, work safety, working time  

" Information on work requirements to person who carry out the task (KSAOs).  

2. Contents of job analysis  

a. Job description  

b. Job requirements  

c. Job implementation standards  

a. Job description  

An explaination on mission, responsibility, working conditions and other things related to one certain job.  

* Contents of job description:  

Job title, job summary  

Task statements and task dimensions  

Working conditions  

Importance indicators  

* General information on job  

- Job title and job code  

- Job category  

- unit/ place to do tasks  

- Leader/ controller  

- ...  

* Task statements and task dimensions  

- Missions and responsibility  

- Relations  

- Power area  

- & .  

* Working conditions  

- Necessary machinery and equipments  

- Time spent  

- Sanitation and safety  

- Other conditions  

b. Job requirements  

A list of job requirements to person who implement the job: KSAO.  

c. Job implementation standards  

A list of indicators reflecting quantity and quality of job accomplishment specified by job description.  

3. Importance of job analysis  

" HR planning: Define job and job title  

" Recruitment: Description of job that need more employees, selection of candidates  

" Training and development: Training evaluation  

" Job evaluation: by comparation between job description and job implementation standards to define job implementation results of employees.  

" Job compensation: evaluate job importance to build up compensation plan  

" Labor relation  

" Safety  

4. Collecting job requirements information  

" Prior information: e.g.., job description, performance appraisal, other organizations, DOT.  

" Observation: watch incumbent work & note tasks, KSAOs  

" Take note important events  

" Interview: Ask incumbents and managers about tasks, KSAOs and context.  

" Questionnaire: Ask incumbents and managers about task with moderately to highly structured instrument.  

" Combined methods: most common & most useful for complete, valid and reliable information.  

4.1. Observation  

Observe employees implement tasks and take note:  

What tasks are carried out  

Why have to do the task  

How to do the task  

Getting actual information on the task  

Observation results are subjective  

Some jobs are difficult to observe  

4.2. Take note important events (task note)  

Take note all behaviors in job performance of employees both efficient and inefficient; job characteristic classifications and job requirements  

Getting flexible in job implementing of each employee  

Take time  

Difficult to built up average behavior  

4.3. Diary survey (written by employee themselves)  

Employees write all their activities to do the task by themselves.  

Get actual information by time horizontal  

The accurate of information is limited  

Difficulty to do continuously  

4.4. Interview  

Applied to task that the researcher could not observe task performance of employees  

Contents:  

What task need to do  

Why has to do  

How to do the task  

Help to compare different answers of different employees about the same task  

Take time  

4.5. Questionnaire  

The employees fulfill questionnaire about missions, skills, working conditions related to the task.  

" Each mission, task is evaluated based on:  

Reality  

Importance  

Level of complexity  

Time to carry out  

Relation with others  

Data is quantified, can easily be used computer  

Design questionnaire required skills and experience.  

Collected information may be not accurate due to lots of reasons.  

4.6. Expert workshop/seminar  

The expert will discuss, find out problems and add more ideas that the research could not find out by above mentioned methods.  

The collected information can be used for multiple purposes.  

Take time and high cost.  

5. Task design methods  

" Traditional method: Define missions, responsibility of task based on general factors of tasks implemented by other organizations.  

" Analyze time and movement: observe employee implementing the task and analyze the movement of their hands, arms, bodies, finding out the unnecessary movements and solutions to improve them  

" Expanding task: add more missions and responsibilities to previous tasks  

" Task rotation: Employees carry out some different but almost similar tasks.  

" Task enrichment: Increase attractive factors and utility of task (Add more factors belong to high management level)  

KSAOs  

" Knowledge: Body of information (conceptual, factual, procedural) applied to task performance).  

" Skill: Observable competence for working with task.  

" Ability: Underlying, enduring trait for performing a range of tasks.  

" Other characteristics: Catch all for other relevant factors e.g., legal requirements, availability.  

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