1 - Job Analysis & Design

Question 1

evidence-based HR

Answer 1

collecting data on metrics and showing their relationship w/ HR practices
- impact of HR on bottom-line

data: turnover, attitudes, accidents, productivity…etc

Question 2

job analysis

Answer 2

process of gathering, documenting + analyzing info about a job to determine its activities + responsibilities

includes:
- relative importance to other jobs
- necessary qualifications
- conditions

Question 3

job analysis: job description vs job specification

Answer 3

description: tasks, duties + responsibilities of job (info on job)

specification: KSAOs an individual must have to perform the job (info on people)
- knowledge, skills, abilities + other characteristics

Question 4

job analysis: position analysis questionnaire

Answer 4

questionnaire that the supervisor fills to broadly identify:
- work behaviors
- work conditions
- job characteristics

Question 5

job design

Answer 5

process of defining how work will be performed

approaches:
- mechanistic
- motivational
- biological
- perceptual

Question 6

job design: mechanistic approach

Answer 6

identify the simplest way to structure the work that maximizes efficiency by increasing simplicity, specialization + repetition
- low meaningfulness + workers are easily replaceable

drawback: boredom + fatigue
antidote: job/task rotation

Question 7

job design: motivational approach

Answer 7

focused on job characteristics that affect meaning + motivation
- by increasing meaningfulness of jobs (job enrichment + enlargement, self-managing teams + job crafting)

• job characteristics model (skill variety, task identity, task significance, autonomy + feedback)

Question 8

job design: biological approach

Answer 8

addresses physical demands through ergonomics + work conditions

Question 9

job design: perceptual-motor approach

Answer 9

designing jobs w/ people’s mental capacity + limitations in mind

• improves reliability + safety