Ch 2 Flashcards
Job
Group of related activities and duties.
Position
Collection of tasks and responsibilities performed by an individual.
Job analysis process
Phase 1- preparation for job analysis.
Step 1-familiarize with the organization and the jobs
Step 2- determine uses of job analysis.
Step 3- identify jobs to be analyzed.
Phase 2 - collection of job analysis information
Step 4- determine sourced of job data
Step 5- data collection instrument design
Step 6- choice of method for data collection.
Phase 3- use of job analysis information- job description
-job specification
Job performance standards.
Job analysis questionnaires
Checklists that seek to collect information about jobs in a uniform manner.
Interview
Approach to collecting job and performance related information by a face-to-face meeting with job holder, typically using a standardized questionnaire.
Focus group
A face to face meeting with 5-7 knowledgeable experts on a job and a facilitator to collect job and performance related information.
Mailed questionnaires
Standardized questionnaires used to survey employees to collect information about jobs, working conditions, and other performance related information.
Pulse surveys
Pulse surveys are used periodically assess the opinion of employees
Employee log
Approach to collecting job and performance related information by asking the job holder to summarize tasks, activities, and challenges in a diary format.
Observation
An approach to collecting job and performance information by direct observation of job holders by a specialist.
Combination
Concurrent use of two or more job analysis techniques (ex interview and observation)
Job description
A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation or job.
Job identity
Key part of a job description, including job title, location, and status.
Job code
A code that uses numbers, letters or both to provide a quick summary of the job and its content.
National occupational classification (NOC)
An occupational classification created by the federal government using skill level and skill types of jobs.
Working conditions
Facts about the situation in which the worker acts. Includes physical environment, hours, hazards, travel requirements and so on, associated with a job.
Job specification
A written statement that explains what a job demands of job holders and the human skills and factors required.
Competency
A knowledge, skill ability or behaviour associated with successful job performance.
Competency model (framework)
A list of competencies required in a particular job.
Competency matrix
A list of the level of each competency required for each of a number of jobs.
Job design
Identification of job duties, characteristics and sequences taking into consideration technology, workforce , organization character, and environment.
Efficiency
Achieving maximal output with minimal input.
Workflow
The sequence of and balance between jobs in an organization needed to produce the firms goods or services.
Ergonomics
The study of relationships between physical attributes of workers and their environment to reduce physical and mental strain and increase productivity and quality of work life.
Autonomy
In a job context, independence- having control over one’s work and ones response to the work environment.
Variety
An attribute of jobs wherein the worker has the opportunity to use different skills and abilities, or perform different activities
Task identity
The feeling of responsibility or pride that comes from doing an entire piece of work, not just a small part of it.
Feedback
Information that helps evaluate the success or failure of an action or system.
Task significance
Knowing that the work one does is important to others in the organization or to outsiders.
Job rotation
Moving employees from one job to another to allow them more variety and to learn new skills.
Job enlargement
Adding more tasks to a job to increase the job cycle and draw on a wider range of employee skills.
Job enrichment
Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance.
Job families
Groups of different jobs that are closely related by similar duties, responsibilities , skills and job elements.
Environmental considerations
The influence of the external environment in job design. Includes employee ability, availability and social expectations.
Social expectations.
The larger society’s execrations from employees regarding job challenge, working conditions, and quality of life
Work practices
The set ways of performing work in an organization.
Job analysis
Systematic study of a job to discover its specifications, skill requirements , and so on, for wage-setting, recruitment, training or job-simplification purposes.
