Job Analysis Methods
There are various methods for analyzing jobs. Two methods of job analysis discussed in this section are the position analysis questionnaire (PAQ) and the Occupational Information Network (O*NET). There is no “one best way” to analyze all jobs. Managers may not have the time to use these techniques exactly as they are intended for use. However, these methods are still useful because they provide a solid foundation for thinking about different approaches to job analysis.
Job analysis is an important tool for almost every human resource management program. Work redesigning, human resource planning, selection, training, performance appraisals, career planning, and job evaluations are all functions of human resources that require information from job analysis. Information from a job analysis can also be useful for individuals in the job market. Such individuals can get a realistic job preview for jobs they are considering.
In this exercise, please read the mini-case and answer the questions that follow.
Megan McCoy has a bachelor's degree in business management and human resources. She has 5 years of HR experience as an HR assistant with her current employer. Megan thinks that with her education and experience, she is qualified for the position of HR manager. After observing her own boss, she feels confident that she could do that job. However, Megan knows that she does not see everything that her boss does, and may not be aware of all the tasks, duties, and responsibilities (TDRs) of the job, and the knowledge, skills, abilities, and other characteristics (KSAOs) necessary to do the job. To get more information about the occupation of an HR Manager, Megan did some research using the Occupational Information Network (O*NET).
1). The general function of the job of Human Resource Manager is to
A). Interact with customers to provide information in response to inquiries about products and services, and to handle and resolve complaints
B). Plan, direct, and coordinate human resource management activities of an organization and maintain functions such as employee compensation, recruitment, etc.
C). Analyze financial information and prepare financial reports to determine or maintain record of assets, liabilities, profit and loss, tax liability, or other financial activities within an organization
D). Supervise and coordinate the activities of clerical and administrative support workers
E). Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports on ability, and date of and a reason for termination
2). Which of the following will Megan find is NOT a core/essential task of a Human Resource Manager?
A). Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
B). Serve as a link between management and the employees by handling questions, interpreting and administering contracts, and helping resolve work-related problems.
C). Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
D). Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
E). Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
3). Which of the following will Megan identify as being the most important type of knowledge for a Human Resource Manager to possess?
A). Administration and Management
B). Communications and Media
C). English Language
D). Personnel and Human Resources