3 - Achieving Employee Productivity Through Job Design Flashcards
A __________ is the systematic process of collecting information about all of the parameters of a job—its basic responsibilities, the behaviors, skills and the physical and mental requirements of the people who do it. studies have positively linked this process with improved performance on the part of employees and their organizations.
job analysis
A job _______ is a statement of the specific knowledge, skills, abilities and other attributes (often referred to as KSAOs) required of the person performing the job. A job ________ is a statement of the different tasks, duties and responsibilities that make up a job.
The following HR management functions require this information:
(a) Strategic HR ______
(b) _______ analysis and job design
(c) Recruitment and ______ of job applicants
(d) Performance ______ process
(e) _________ management
(f) ______ compliance.
specification
description
- planning
- Workflow
- selection
- appraisal
- Compensation
- Legal
Job data can be obtained in several ways. The most common methods are _______, questionnaires, observation and diaries. Job analysts use interviews, questionnaires and observation to obtain the data concerning job duties, tasks and responsibilities. It is important to collect information from a representative ______ of individuals doing the same job, not just one or two jobholders. Once a job analysis is done, it should be checked for ______ by the jobholders and their managers.
interviews
sample
accuracy
the U.S. department of Labor’s Occupational Information Network Online system (O*Net) replaced the department’s dictionary of occupational titles which had over 12,000 _______s. The new online database classifies jobs into broader functional areas, from entry level to advanced, and across _______. the O*Net contains comprehensive information about the tasks, tools and technology, KSAOs, education, interests, work styles, wages and the employment outlook associated with jobs.
job description
specialties
The ____________ system of conducting a job analysis employs the use of a worker-oriented questionnaire that covers about 200 different tasks. Using a five-point scale, the system is used to determine the degree, if any, to which the different tasks, or job elements, are involved in performing a particular job.
position analysis questionnaire (PAQ)
The _________ method of job analysis focuses on identifying the critical tasks of a job. On the basis of interviews and jobholder reports, a job analyst will write five to ten important task statements for each job. These written statements focus on the employee behaviors that are critical to job success.
critical incident
The ____________ method is a job-oriented type of job analysis. Unlike the PAQ, which uses a standardized form to analyze jobs in different organizations, this questionnaire can be tailor-made to a specific organization. The goal is to produce a comprehensive list of task statements that are applicable to _____. Task statements then are listed on a task inventory survey form to be completed by the person analyzing the job under review
task inventory analysis
all jobs
The ________ analysis relies on building job profiles that look at the responsibilities and activities of jobs and the worker competencies necessary to accomplish them.
The objective is to identify “key” competencies for organizational success. How is the work done (and therefore can be improved) becomes more of the focus than just what work is done.
Competencies can be identified through focus groups, surveys or interviews and might include such things as interpersonal communication skills, decision- making ability, conflict resolution skills, adaptability or self-motivation.
competency-based
Four of the more popular methods of job analysis are the
- position analysis questionnaire (pAQ) system
- the critical incident method
- the task inventory analysis
- competency-based analysis.
A job description is a written description of a job and the types of ______ it includes. Since there is no standard format for job descriptions, they tend to vary in appearance and content from one organization to another. however, most job descriptions will contain at least three parts: the job ______, a job _______ section and a job ______ section. if job specifications are not prepared as a separate document, they usually are in the concluding section. the job identification section usually follows the job title and includes such items as the departmental location of the job, the person to whom the jobholder reports and the date that the job description was last revised. sometimes it also contains a payroll code number, the number of employees performing the job, the number of employees in the department and the O*NET code number
duties
title / identification / duties
The __________ section of a job description typically sets forth the duties of a job in their order of importance, indicating the weight and value of each duty. Also, the responsibilities that all the duties entail and the results they are to accomplish are stressed. Federal legislation (including the Americans with Disabilities Act) and court rulings require employers to show that the job criteria they use to select employees for a particular position relate speci cally to the duties for that job. Moreover, the duties must be essential functions for success on the job.
essential functions
The job _________ section of a job description typically covers the skills required to perform the job and the physical demands that the job places on the person performing it. The skills that are relevant to a job include education or experience, specialized training, personal traits or abilities and manual dexterities. The physical demands refer to the amount of walking, standing, reaching, lifting or talking that must be done on the job. The physical work environment and the hazards associated with a job are also among the physical demands of a job. Should also include interpersonal skills if a competency-based job analysis approach is used.
specifications
Human resources and compensation managers consider job descriptions to be valuable tools for performing their functions. however, several problems are associated with job descriptions.
- First, they often are poorly _______, providing little _______ for jobholders.
- Second, they may not be ______ as job duties and specifications change.
- Third, they can be in violation of the law by containing specifications that are not related to _______.
- Fourth, they can limit the scope of activities of the jobholders, reducing organizational _______
- written / guidance
- updated
- job success.
- flexibility
___________ is concerned with analyzing work methods and establishing time standards. It involves both analyzing the elements of the work cycle that compose a particular job activity and determining the time required to complete each element
Industrial engineering
Job design is an outgrowth of job analysis. it is concerned with _______ jobs in order to improve organizational efficiency and employee job satisfaction. specifically, jobs should be designed to facilitate the achievement of organizational _________. At the same time, the design should recognize the capabilities and needs of those who are to perform the job.
structuring
objectives