Assignment 3

Question 1

Job- Based Structure

Answer 1

The process for constructing a work-related internal structure begins by looking at people at work. Looks at what people are doing and expected outcomes

Question 2

Skill and Comptency Based Structures

Answer 2

Look at the person

Question 3

Job Analysis (Definition)

Answer 3

The systematic process of collecting information that identifies similarities and differences in the work.

Question 4

5 Major Issues in Designing a Job Analysis

Answer 4

1. Why are we performing job analysis?
2. What information do we need?
3. How should we collect it?
4. Who should be involved?
5. How useful are the results?

Question 5

2 Critical Functioins of a Job Analysis in Compensation:

Answer 5

1. It establishes similarities and differences in the content of the job
   2) It helps establish an interanlly fair and aligned job structure

Question 6

Job Analysis data helps managers:

Answer 6

defend their decisions when challenged.

Question 7

Job Family

Answer 7

A grouping of related jobs with broadly similiar content ( i.e. marketing, engineering, office support, technical)

Question 8

Job

Answer 8

A group of tasks performed by one person that make up the total work assignment of that person ( i.e. the position of a customer support representative)

Question 9

Task

Answer 9

Smallest unit of analysis, a specific statement of what a person does ( answers the phone)

Question 10

Task Dimension

Answer 10

Grouping of similary tasks ( the responsibility of ensuring that accurate information is provided to the customer)

Question 11

Job Analysis Procedures Developed by the U.S. federal governement:
Step 1: Develop preliminary job information

Answer 11

Review existing documents in order to develop an initial overview of the job, its main mission, its major duties or functions and workflow patterns.

Question 12

Job Analysis Procedures Developed by the U.S. federal governement:
Step 2: Conduct initial tour of worksite

Answer 12

The initial tour is designed to familiarize the job analyst with the work layout, tools, and equipment used, the general conditions of the workplace and the mechanics associated with the end-to-end performance of major duties.

Question 13

Job Analysis Procedures Developed by the U.S. federal governement:
Step 3: Conduct Interviews

Answer 13

The first interview should be conducted with the first-level supervisor who is considered to be in a better position than the jobholders to provide an overview of the job and how the major duties fit together.

Question 14

Job Analysis Procedures Developed by the U.S. federal governement:
Step 4: Conduct second tour or worksite

Answer 14

The second tour of worksite is desiged to clarify, confirm and otherwise refine the information developed in the interviews.

Question 15

Job Analysis Procedures Developed by the U.S. federal governement:
Step 5: Consolidate job information

Answer 15

The consolidation phase of the job study involves piecing together into one coherent and comprehesive job description the data obtained from several sources: supervisor, jobholders, on site tours, and written materials about the job.

Question 16

Job Analysis Procedures Developed by the U.S. federal governement:
Step 6: Verifiy job information

Answer 16

The verificaiton phase involves bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete. The verification process is conducted in a group setting.

Question 17

Information that identifies a job in the initial data collection process of a job analysis:

Answer 17

Job Titles
Departments
# of People who hold the job
Exempt from FLSA

Question 18

What is involved in collecting job content data?

Answer 18

1) Identifying each task that is performed with emphasis on the objective of each task
2) Contraints on actions
3) Performance Criteria
4) Critical Incidents
5) Conflicting demands
6) Working Conditions & Roles

Question 19

Employee Data is Characterized as:

Answer 19

1) Employee Characteristics
2) Internal Relationships
3) External Relationships

Question 20

Employee Characteristics:

Answer 20

Can be classified as professional/technical knowledge and manual, verbal, written, quantitative, mechanical, conceptual, managerial, leadership, and interpersonal skills.

Question 21

Internal Relationships

Answer 21

Involve behavior between the employee and his or her superiors, peers and subordinates

Question 22

External Relationships

Answer 22

Involve behavior with suppiers, customers, regulatory personnel, professional/industry personnel, community at large and the union/employee groups

Question 23

“Essential Elements” and the ADA

Answer 23

The Americans with Disabilities Act requires that essential elements of a job, those that cannot be reassigned to other workers, must be specified for jobs. If a job applicant can perform these essential elements, it is assumed that the applicant can perform the job.

Question 24

Reasonable Accomodations

Answer 24

Must be made to enable an otherwise qualified handicapped person to perform those elements.

Question 25

Conventional Methods of Data Collection

Answer 25

1) Ask the people who are doing the job to complete a questionnaire
2) Interview the jobholders and their supervisors to be sure that they understand the questions and that the information is correct
3) Observe the person at work and take notes on what is being done

Question 26

Quantitative Job Analysis

Answer 26

Directing jobholders to a website where they complete a questionnaire online. The results can then be analyzed statistcally. Asked to asses each item, rate how important it is and the amount of time spent on it

Question 27

Souces of Information for a Job Analysis

Answer 27

Jobholder and supervisors are the primary sources of information since expertise about the work resides with them.
For key managerial/professional jobs, supervisors “two levels above” have also been suggested as valuable sources since they may have a more strategic understanding on how jobs fit in the overall organization.
Subordinates and employees in other jobs that interface with the job under study may also be involved.

Question 28

Function of a Job Description

Answer 28

Summary of the job information gathered during the job analysis. Provides a work picture of the job.
The job is identified by title and its relationships to other jobs. Demonstrates where the job fits into the organization. Shows who are supervised by the jobholder, who supervises the job holder and the nature of an internal and external relationships.

Question 29

Job Summary

Answer 29

Consists of a short paragraph that provides an overview of the job.

Question 30

Essential Responsibilties

Answer 30

Elaborates on the job summary. Includes the tasks with related tasks grouped into job dimensions.

Question 31

Qualifications

Answer 31

Job specifications that can be used as a basis for hiring- the knowledge, skills and abilities reqired to adequately perform the job.

Question 32

Managerial/Professional Jobs

Answer 32

Often include more detaild information on the nature of the job, its scope and accountability. Must capture the relationship between the job, the person performing it, and the organization’s objecives. Focuses on the job’s accountabilites

Question 33

Supply Chain Analysis

Answer 33

Examines how an organization does its work: actitivies pursued to accomplish specific objectives for specific customers. Customers can be internal or external to the organization.

Question 34

Offshoring

Answer 34

The movement of jobs to locations beyond a country’s borders.

Question 35

Labor Costs and Productivity in Relation to Offshoring

Answer 35

Because of the substantial differences in hourly compensation costs across countries for manufacturing workers, historically, manual, low-skill jobs were particularly susceptible to offshoring. However, labor costs are only part of the story. There are differences in worker productivity across various countries. In some cases, lower labor costs may be offset by productivity differences. Availability of workers with needed education and skills is another potential constraint. Proximity to customers is yet another issue.

Question 36

Reliability

Answer 36

A measure of the consistency of results among various analysts, various methods, various souces of data, or over time.

Question 37

Validity

Answer 37

Examines the convergence of results among sources of data and methods. If several job incumbents respond in similar ways to questionnaires, then it is considered more likely that the information they give is valid.

Question 38

Acceptibility

Answer 38

Acceptibility of the job anaylsis by employees and managers is essesntial to have buy-in for the resulting job structure and pay rates. Information must be understood and perceived to accurately portray the job.

Question 39

Currency

Answer 39

Refers to the timeliness and the extent to which job information is up to date. Some jobs stay relatively stable over time, while others may change in important ways, even over short time periods.

Question 40

Usefullness

Answer 40

Refers to the practicaility of the information collected. For pay purposes, job analysis provides the work-related information to help determine how much to pay for a job. It helps determine whether the job is similar or different from other jobs.