1、t questionnaires to describe their job- related duties and responsibilities. Questionnaire formats Structured checklists Opened-ended questions Advantages Quick and efficient way to gather information from large numbers of employees Disadvantages Expense and time consumed in preparing and testing th
2、e questionnaire 2005 Prentice Hall Inc. All rights reserved. 414 Methods of Collecting Job Analysis Information: Observation Information source Observing and noting the physical activities of employees as they go about their jobs. Advantages Provides first-hand information Reduces distortion of info
3、rmation Disadvantages Time consuming Difficulty in capturing entire job cycle Of little use if job involves a high level of mental activity. 2005 Prentice Hall Inc. All rights reserved. 415 Methods of Collecting Job Analysis Information: Participant Diary/Logs Information source Workers keep a chron
4、ological diary/ log of what they do and the time spent in each activity. Advantages Produces a more complete picture of the job Employee participation Disadvantages Distortion of information Depends upon employees to accurately recall their activities 2005 Prentice Hall Inc. All rights reserved. 416
5、 Quantitative Job Analysis Techniques The position analysis questionnaire (PAQ) A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs. The Department of Labor (DOL) procedure A standardized method by which different jobs can be quantitatively ra
6、ted, classified, and compared. Functional job analysis Takes into account the extent to which instructions, reasoning, judgment, and mathematical and verbal ability are necessary for performing job tasks. 2005 Prentice Hall Inc. All rights reserved. 417 Sample Report Based on Department of Labor Job
7、 Analysis Technique Figure 46 2005 Prentice Hall Inc. All rights reserved. 418 Writing Job Descriptions A job description A written statement of what the worker actually does, how he or she does it, and what the jobs working conditions are. Sections of a typical job description Job identification Jo
8、b summary Responsibilities and duties Authority of incumbent Standards of performance Working conditions Job specifications 2005 Prentice Hall Inc. All rights reserved. 419 Sample Job Description, Pearson Education Figure 47a Source: Courtesy of HR Department, Pearson Education. 2005 Prentice Hall I
9、nc. All rights reserved. 420 Sample Job Description, Pearson Education Figure 47b Source: Courtesy of HR Department, Pearson Education. 2005 Prentice Hall Inc. All rights reserved. 421 “Marketing Manager” Description from Standard Occupational Classification Figure 48 20. 11-2021 Marketing Managers
10、Abstract: 11-2021 Marketing Managers. Determine the demand for products and services offered by a firm and Its competitors and identify potential customers. Develop pricing strategies with the goal of maximizing the firms profits or share of the market while ensuring the firms customers are satisfie
11、d. Source: www.bis.gov, accessed November 13, 2003. 2005 Prentice Hall Inc. All rights reserved. 422 The Job Description Job identification Job title: name of job FLSA status section: Exempt or nonexempt Preparation date: when the description was written Prepared by: who wrote the description Job su
12、mmary Describes the general nature of the job Lists the major functions or activities 2005 Prentice Hall Inc. All rights reserved. 423 The Job Description (contd) Relationships (chain of command) Reports to: employees immediate supervisor Supervises: employees that the job incumbent directly supervises Works with: others with whom the job holder will b
