1.To explore the role of job analysis
2.To describe various techniques used in collecting information
3.To examine how job information can be used to identify employee specifications (such as KSAs) necessary for successful job performance
4.To examine how these specifications can be translated into the content of selection measured inculding predictors(such as tests, employment interviews, and application forms) as well as criterion measures (such as performance appraisal rating forms and objective measures of productivity)
Job analysis: A definition and role in HR selection
要收集與工作相關的資訊，可以依據下列4個步驟:
1.Work activities-what a worker does ; how, why, and when these activities are conducted
2.Tools and equipment used in performing work activities
3.Context of the work enviornment, such as work schedule or physical working conditions
4.Requirements of personnel performong the job, such as KSAs, or other personal characteristics(like physical characteristics, interests, or personality)
在進行人力甄選時，工作分析常運用在:
1.Identify employee specifications(KSAs) necessary for success on a job
2.Select or develop predictors that assess important KSAs and can be adminstered to job applicants and used to forecast those employees who are likely to be successful on the job
3.Develop criteria or standards of performance that employees must meet in order to be considered successful on a job
(Figure 7.1)
Growth in job analysis
Job analysis 基本上，可以協助管理者進行人才的招募、安排適當的職務、提供員工訓練及薪資的規劃，此外還可以協助管理者對人才進行篩選。
Job analysis的重要性
1. Many have realized that job are not static entities
2.Federal guidelines have had a signigicant effect
3.Court cases involving employment discrimination in selection have underlined the significance of job analysis
Legal issues in job analysis
簡而言之，工作分析的程序步驟，不能有任何的歧視。
Court cases involving job analysis
1.篩選的標準要與工作內容有相關
合法的步驟如下:
1.Job analysis must be performed and must be for the job for which the selection instrument is to be utilied
2.Analysis of the job should be in writing
3.The Job analyst(s) should describe in detail the procedures
4.Job data should be collected form a variety of current sources and by (a) knowledgeable job analyst(s)
5.Sample size of individuals serving as subject matter experts should be large and representative of the jobs for which the device will be used
6.Task, duties, and activities should be included in the analysis
7.The most important tasks should be represented in the selection device
8.Competency levels of job performance for entry-level jobs should be specified
9.KSAs should be specified,particularly if a content validation model is followed
Federal guidelines on employee selection
對於工作分析來說，ㄧ切都必須要合法，並且要有ㄧ定的標準化程序作為篩選員工的依據。
但是，做出最後決定的管理者，才是整個評估過程中，最重要的關鍵。
Collecting job information
1.所收集工作資訊的資料要完整，避免造成篩選人才上的錯誤判斷。
2.避免違法的收集程序
3.如果不考量應徵者的認知歸因的部分，可以簡單使用 job knowledge、work sample tests及task-oriented job analysis
(Figure7.2)
A categorization of job analysis methods
收集資料的方式:
1.qualitative vs. quantitative
2.structured vs. unstructures
3.subject vs. object
work-oriented vs.worker-oriented methods
Work-oriented job analysis : Description of the various tasks performed on a job
(適用固定的工作)
worker-oriented methods:Examines broads human behaviors involved in work activities
(以整體的觀點，檢驗個人是否符合工作的條件。例如，觀察個人的perceptual、interpersonal、sensory、mental和physical activities) (可以應用的層面較廣)
*並無法判斷哪種方法較好，而要看環境、職務的性質去應用
A survey of job analysis methods
工作分析方法分成兩個部份
Method part1
(a) job analysis interviews
(b) job analysis questionnaires (including task analysis inventories and the Position Analysis, or PAQ)
(c)Subject Matter Expert (SME) or job expert workshops.
Method partII
(a) Critical Incidents Technique
(b) Fleishman Job Analysis Survey(F-JAS)
(c) Functional Job Analysis(FJA)
(d) Job Element Method (JEM)
Job analysis interviews
The interview is one of the most frequently used methods of job analysis, capable of meeting a wide array of purposes.
可以分成:
1.group/individual interview (with incumbents or supervisors)
2.Structured interview(較容易收集到固定問題的答案)/unstructured interview(收集的資料較容易涉及法律問題)
使用Job analysis interviews的原因
1.To collect job in formation-for example, information on job tasks-that will serve as a basis for developing other job analysis measures, such as a job analysis questionnaire
2.To serve as a means for clarifying or verifying information collected previously through other job analysis methods
3.To serve as a method,perhaps as one of several used, for developing a selection system
Considerations on applicability
應用Interview應該考量到:
1.Objectives of interview are clear
2.Individuals to be interviewed are known
3.Questions and means for recording answers are clearly specified
4.Who will conduct the interviews are identified
(Figure7.3問卷範例)
An example
(U.S. Office of Personnel Management )
Interview procedure:
Identification of critical job tasks(確認職務的KSAs對於工作表現的影響， 以及環境條件對於工作表現的影響)
Task statements are written so that each shows the following:
1.What the worker does, by using a specific action verb that introduces the task statement
2.To whom or what he or she does it, by stating the object of the verb
3.What is produced, by expressing the expected output of the action
4.What materials, tools, procedures, or equipment are used
發放食物卷工作者的任務描述:(Table7.1)
1.Asks client questions, listens, and records answers on standard eligbility form, using knowledge of interviewing techaiques and eligibility criteria in order to gather ingormation form which client's eligibility for food stamps can be determined
透過以下幾點可以更了解發放食物卷工作者所從事的工作內容:
2.Determines eligibility of applicant (using regulatory policies as a guide) in order to complete client's application for good stamps
3.Decides on and describes other agencies available for client to contact in order to assist and refer client to appropriate community resources using worker's knowledge of resources available and knowledge of client's needs
4.Explains policies and regulations appropriate to applicant's in order to inform applicants of their status
5.Evaluates information gained form home visit, interview, and observation in order to decide if home condition are consistent with original application, using original application and agency's housing standards as a guide
6.Meet with, talks to, answers the questions of, and has discussions with members of high schools, colleges, and civic organizations in order to outline and explain food stamp program using knowledge and experience of food stamp program
讀後討論：
Q1.在工作分析中，自己覺得最重要的部份是?
Q2.試舉出其他收集工作資訊的方式?
Q3.如何將HR的專業，推廣應用在台灣的中小企業中。
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