1-2 Discuss the relationship between job analysis and HRM processes. Flashcards
What is the definition of ‘Job Analysis’?
The process of obtaining information about jobs by determining the duties, tasks, or activities and the skills, knowledge, and abilities associated with the jobs.
Why is job analysis referred to as the cornerstone of HRM?
Because the information it collects informs and supports many HRM processes such as recruitment, training, performance management, and compensation.
What are the key components gathered during a job analysis?
Work activities, worker attributes, and work context.
What is the ultimate purpose of job analysis?
To improve organizational performance and productivity.
How does ‘Job Analysis’ differ from ‘Job Design’?
Job analysis focuses on objective and verifiable information about job requirements, while job design involves subjective opinions about the ideal job requirements.
Why is it important to link job analysis to the organization’s goals and strategies?
Without this link, job requirements may not reflect future needs or align with organizational performance.
Who typically conducts job analysis?
Trained HR professionals, though managers with strong analytical skills can also do it.
What role does the employee (job incumbent) play in job analysis?
They provide critical information about the job based on their firsthand experience.
What is the National Occupational Classification (NOC)?
A resource provided by the Government of Canada that lists detailed job information.
What methods can be used to collect job data during job analysis?
Individual interviews, questionnaires, observation, employee logs or diaries.
How are larger organizations likely to collect job data?
By using standardized questionnaires (electronic or hard-copy) that request lists of work activities.
What factors should be considered when selecting a method for job analysis?
The balance between the time and money spent versus the quality of information collected.
Why is it critical to review job analysis information after collection?
To ensure the accuracy and prevent the inflation of job requirements.
How can ethics play a role in job analysis?
Inflated job requirements can create unnecessary challenges and costs, highlighting the need for ethical considerations in job analysis.
Where can you get job information during the job analysis process?
From employees, supervisors, and online job profiles.
What are the methods used to obtain job information?
Questionnaires, interviews, diaries, and observations.
What job information is collected during job analysis?
Tasks, Duties, Responsibilities, Equipment used, Skills required, Knowledge required, Experience required, Working conditions, Effort, Job context, Performance standards.
Where does the information from job analysis go?
Into a written job description, which includes: Job title, Summary of the job, Job duties and responsibilities, Job specification (skills, knowledge, abilities), Standards of performance.
How is job analysis information used in HRM?
For: Recruitment, Selection, Performance management, Training and development, Health and safety, Compensation.