Analyzing and Evaluating Jobs Flashcards
A method for describing jobs.
Job Analysis
to select tests or develop interview questions that will determine whether a particular applicant possesses the necessary knowledge, skills, and abilities to carry out the requirements of the job.
Employee Selection
Job analyses yield lists of job activities that can be systematically used to create training programs.
Training
One important but seldom employed use of job analysis is to determine worker mobility within an organization.
Person Power Planning
: promoting employees until they eventually reach their highest level of incompetence (Peter & Hull.)
Peter Principle
As in employee selection, the evaluation of employee performance
Performance Appraisal
Classify jobs into groups based on similarities in requirements and duties.
Job Classification
Used to determine the optimal way in which a job should be performed.
Job Design
No law specifically requires a job analysis, but several important guidelines and court cases mandate job analysis for all practical purposes.
Compliance with Legal Guidelines
During the course of their work, job analysts often become aware of certain problems within an organization.
Organizational Analysis
Step 1: Determining Compensable Job Factors
Step 2: Determining the Levels for Each Compensable Factor
Step 3: Determining the Factor Weights
DETERMINING INTERNAL PAY EQUITY
The worth of a job is determined by comparing the job to the external market (other organizations).
DETERMINING EXTERNAL PAY EQUITY
This process of determining a job’s worth is called job evaluation.
Job Evaluation
Who will conduct the Job Analysis?
trained individual in the human resources department, but it can also be conducted by job incumbents, supervisors, or outside consultants.
A job evaluation is typically done in two stages:
(1) determining internal pay equity
(2) determining external pay equity
