JobAnalysisandWage HourRegulations FairLaborStandardsActRequirements MinimumwageOvertimepayfortimeworkedover40hoursinaworkweekRestrictionsontheemploymentofchildrenRecordkeepingToqualifyforanexemptionfromtheovertimeprovisionsoftheact Exemptemployeescanspendnomorethan20 oftheirtimeonmanual routine orclericalduties Exemptemployeesmustspendatleast50 oftheirtimeperformingtheirprimarydutiesasexecutive administrative orprofessionalemployees TheNatureofJobAnalysis JobAnalysisTheprocessofgathering analyzing andstructuringinformationaboutthecontent context andthehumanrequirementsofjobs Thesystematicprocessofdeterminingtheskills duties andknowledgerequiredforperformingjobsinanorganization Theprocessofgathering analyzing andstructuringinformationaboutajob scomponents characteristics andjobrequirements Producingthejobdescription task duties andresponsibilities andjobspecification KSAOs ImportantJobAnalysisTerms Task adistinct identifiableworkactivitycomposedofmotionsDuty alargerworksegmentcomposedofseveraltasksthatareperformedbyanindividual Responsibility anobligationtoperformcertaintasksandduties Position setoftasksanddutiesperformedbysingleindividualThedifferentdutiesandresponsibilitiesperformedbyonlyoneemployeeJob groupofpositionsthatareidenticalwithrespecttotheirmajorsignificanttasksandsufficientlyaliketobecoveredbysingleanalysisAgroupofrelatedactivitiesanddutiesJobFamily AgroupofindividualjobswithsimilarcharacteristicsOccupation generalclassofjobsCareer sequenceofjobsheldbyindividualthroughoutlifetime OtherImportantJobAnalysisTerms JobDescription Writtennarrativedescribingactivitiesperformedonajob includesinfoaboutequipmentusedandworkingconditions Statementofthetasks duties andresponsibilities TDRs ofajobtobeperformedJobSpecification Identifiesmajorjobresponsibilities outlinesspecificksa andotherphysicalandpersonalcharacteristicsnecessarytoperformajob Statementoftheneededknowledge skills abilities andothercharacterisitcs KSAOs ofthepersonwhoistoperformthejobSinceGriggsvDukePowerandtheCivilRightsActof1991 jobspecificationsusedinselectionmustrelatespecificallytothedutiesofthejob JobAnalysis Whichjobstoinclude ThosecriticaltothesuccessofanorganizationJobsthataredifficulttolearnandperformLegalconsiderationsmayhelp evidenceofadverseimpact NewJobsJobsaffectedbynewtechnology expandedjobs oraltogethernewjobsEntryleveljobsWhoisinvolvedinJASourcesofinformationusedinJA JobRequirements RelationshipofJobRequirementstoOtherHRMFunctions Recruitment Selection PerformanceAppraisal TrainingandDevelopment CompensationManagement Determinerecruitmentqualifications Providejobdutiesandjobspecificationsforselectionprocess Provideperformancecriteriaforevaluatingemployees Determinetrainingneedsanddevelopinstructionalprograms Providebasisfordeterminingemployee srateofpay PresentationSlide3 1 JobAnalysisinPerspective Figure3 1 TheProcessofJobAnalysis DeterminingJobRequirements WhatemployeedoesWhyemployeedoesitHowemployeedoesit Determiningjobrequirements SummarystatementofthejobListofessentialfunctionsofthejob EmployeeorientationEmployeeinstructionDisciplinaryaction Personalqualificationsrequiredintermsofskills educationandexperience RecruitmentSelectionDevelopment Natureof JobAnalysis JobDescription JobSpecification Basisfor PresentationSlide3 2 JobAnalysisandEssentialJobFunctions EssentialFunctionsStatementsinthejobdescriptionofjobdutiesandresponsibilitiesthatarecriticalforsuccessonthejob Thepurposeofessentialfunctionsistomatchandaccommodatehumancapabilitiestojobrequirements Ajobfunctionisessentialif Thepositionexiststoperformthefunction Alimitednumberofemployeesareavailabletoperformthefunction Thefunctionisspecialized requiringneededexpertiseorabilitiestocompletethejob PerformingJobAnalysis SelectjobstostudyDetermineinformationtocollect Tasks responsibilities skillrequirementsIdentifysourcesofdata Employees supervisors managersMethodsofdatacollection Interviews questionnaires observation diariesandrecordsEvaluateandverifydatacollection Otheremployees supervisors managersWritejobanalysisreport PresentationSlide3 3 GatheringJobInformation InterviewsQuestionnairesObservationDiaries ControllingtheAccuracyofJobInformation FactorsinfluencingtheaccuracyofjobinformationSelf reportingexaggerationsandomissionsbyemployeesandmanagersCollectinginformationfromarepresentativesampleofemployeesCapturingallimportantjobinformationLengthofjobcycleexceedingobservationperiodLackofaccesstojobsiteforpersonalobservationLackoffamiliaritywiththetasks duties andresponsibilitiesofajobOngoingchangesinthejob JobAnalysisMethods TaskAnalysisInventoryRespondentsaregivenalistoftasksandaskedtoratethem judgethemonaparticulardimension e g frequencyofuse UsuallycompletedbyincumbentsbutsupervisorsandobserversmayalsocompletethemFocusesonwhatgetsdone simpletasksstatementsRatings usually5or7ptscale identifythedegreetowhichthetaskisperceivedtopossessaratedcharacteristic1 Frequencyoftaskperformance2 Taskimportance3 WhethertaskcanbelearnedonthejobrelativelyquicklyAdvantages efficientme