Lecture Notes
The next slide here is my take on exhibit 4.2 in the book. The purpose of this figure is to show you what job requirements job analysis is all about and the process behind it. Unfortunately, the book model is a bit convoluted and so simplified it just a bit here because of that. And what I want you to see is really how job requirements job analysis is made up of two paths that produce slightly different things. So you have a resulting job description and job specification based on these two paths. These two components are typically combined into a single document. The job description is going to be all about the job where as the job specification is going to be about really the person and the qualities of the person necessary to perform the job. So what we do here is we identify tasks in the context of the job and that gives us our description of the job, so job specific here. The top of the two horizontal paths that you see in the figure here. Then you also have to infer the knowledge, skills, abilities and other characteristics that the person who would perform this job should possess. So that's going to lead to job specification where specify knowledge, skills, abilities, other of the person who would ideally be selected to perform this job. Most of how we're going to put these two things together. I want to note as well that job requirements job analysis and can look at different levels of analysis. In other words, we can just start with observable tasks that are really independent of just a job. We can feed those up into a specific job and then we can also look at job requirements that span different jobs and so those are getting at job families. At the end of the day though when we think about jobs spanning job analysis, were typically going to concern ourselves with competency based analysis. So job requirements is typically going to focus on the job level right in the middle of this hierarchy.
