PART TWO - STAFFING THE ORGANIZATION,Job Analysis and Job Design,5,Chapter 5 Overview,Basic Terminology Job Analysis Job Design,Basic Terminology Job Analysis Products of Job Analysis Job Analysis Methods Observation Interviews Questionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational Titles The ADA and Job Analysis Potential Problems with Job Analysis,Figure 5.1,Relationship among Different Job Components,Basic Terminology Job Analysis Products of Job Analysis Job Analysis Methods Observation Interviews Questionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational Titles The ADA and Job Analysis Potential Problems with Job Analysis,Table 5.1,Area of InformationContents Job title and locationName of job and where it is located. Organizational relationshipA brief explanation of the number of persons supervised (if applicable) and the job title(s) of the position(s) supervised. A statement concerning supervision received. Relation to other jobsDescribes and outlines the coordination required by the job. Job summaryCondensed explanation of the content of the job. Information concerningThe content of this area varies greatly from job job requirementsto job and from organization to organization. Typically it includes information on such topics as machines, tools, and materials; mental complexity and attention required; physical demands and working conditions,Information Provided by a Job Analysis,Basic Terminology Job Analysis Products of Job Analysis Job Analysis Methods Observation Interviews Questionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational Titles The ADA and Job Analysis Potential Problems with Job Analysis,Table 5.2,A job description should be a formal, written document, usually from one to three pages long. It should include the following: Date written. Job Status (full-time or part-time; salary or wage). Position title. Job summary (a synopsis of the job responsibilities). Detailed list of duties and responsibilities. Supervision received (to whom the jobholder reports). Supervision exercised, if any (who reports to this employee). Principal contacts (in and outside the organization). Related meetings to be attended and reports to be filed. Competency or position requirements. Required education and experience. Career mobility (positions for which job holder may qualify next,Contents of a Job Description,Basic Terminology Job Analysis Products of Job Analysis Job Analysis Methods Observation Interviews Questionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational Titles The ADA and Job Analysis Potential Problems with Job Analysis,Basic Terminology Job Analysis Products of Job Analysis Job Analysis Methods Observation Interviews Questionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational Titles The ADA and Job Analysis Potential Problems with Job Analysis,Basic Terminology Job Analysis Products of Job Analysis Job Analysis Methods Observation Interviews Questionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational Titles The ADA and Job Analysis Potential Problems with Job Analysis,Table 5.3,Category Information input Mental processes Physical activities Relationships with other people Job context Other job characteristics,Description Where and how does the employee get the information used in performing the job? What reasoning, decision-making, planning, and information-processing activities are involved in performing the job? What physical activities does the employee perform, and what tools or devices are used? What relationships with other people are required in performing the job? In what physical or social contest is the work performed? What activities, conditions, or characteristics other than those described above are relevant to the job,Examples Use of written materials. Near-visual differentiation. Level of reasoning in problem solving. Coding/decoding. Use of keyboard devices. Assembling/disassembling. Instructing. Contacts with public, and/or customers. High temperature. Interpersonal conflict situations. Specified work pace. Amount of job structure,Employee Activity Categories Used in the PAQ,Table 5.4,Source: E. J. McCormick, P. R. Jeanneret, and R. C. Mecham, Position Analysis Questionnaire. Copyright 1969 by Purdue Research Foundation, West Lafayette, Ind. Reprinted with permission,Sample page from the Position Analysis Questionnaire (PAQ,Information input I.I Sources of Job Information Rate each of the following items in terms of the extent to which it is used by the worker as a source of information in performing the job. I.I.I Visual Sources of Job Information 1Written materials (books, reports, office notes, articles, job instructions, signs, etc.) 2Quantitative materials (materials which deal with quantities