Ch 4: Strategic Job Analysis and Competency Modeling

Question 1

What is strategic Job Analysis?

Answer 1

the systematic process of identifying and describing the important aspects of a job and the characteristics a worker needs to do it well.

Question 2

What is a Future-Oriented Job Analysis?

Answer 2

Technique for analysing new jobs or how jobs will look in the future. Involves anticipating the skills the company will need.

Question 3

What is a traditional Job Analysis?

Answer 3

Technique that describes jobs as they exist today

Question 4

What is a Job Description, and what are some parts of it?

Answer 4

This is a written description of the duties and responsibilities associated with a job.

Duties/Responsibilities
Liaison personnel
Working conditions
Salary range

Question 5

What is a person’s specification (success profile)?

Answer 5

This summarizes the characteristics of someone able to perform the job well

Question 6

What is the difference between Essential Criteria and Desirable Criteria?

Answer 6

Essential criteria are those characteristics that are critical for adequate performance. Whereas desirable criteria are those characteristics that are not essential to adequate performance, but may enhance job success.

Question 7

What are the 5 job analysis methods/techniques?

Answer 7

1. Critical Incident Method- circumstances, actions taken, consequences. Finds behaviours that result in really good/bad events
2. Job Elements Method- brainstorming with experts in that position as to what makes up that job, and assign weights to each characteristic based on criteria (how many barely acceptable workers have this criteria, can this criteria help us find superior workers etc).
3. Interview Method- informal convo with an expert- get general and specific info on experts perspective of job, tasks and characteristics needed to perform these tasks
4. Task Inventory Approach: gets 50-200 tasks, group them into major functions, and evaluates dimensions needed for recruitment purposes.
5. Structured Questionnaire Method- using prep-planned questions to analyse a job

Position Analysis Questionnaire- copyrighted, standardized job analysis questionnaire that can be used for any job.

Question 8

What are the 3 aspects of planning job analyses?

Answer 8

1. Determine time and resources necessary and available
2. Get background info on the company, culture, business strategy, the job and its contribution to strategy and competitive advantage.
3. Identifying Job experts
4. Identifying Appropriate Job Analysis Techniques

Question 9

What are the 11 steps of conducting a job analysis?

Answer 9

1. Get Support from Top Management
2. Communicate the Purpose of the Job Analysis to all participants
3. Collect Background info on the job and its contribution to executing the firm’s business strategy
4. Generate Task Statements
5. Generate KSAOs
6. Form job duty and task groupings
7. Link the KSAOs back to job duties
8. Collect Critical Incidents
9. Weigh job duties
10. Construct a job requirements matrix
11. Write a job description and person specification.

Question 10

What is competency modelling?

Answer 10

A job analysis method that identifies the necessary worker competencies for high performance

Competencies: Repertoire of behaviour needed to do job well. Eg. adaptability, communication, EI, problem solving

Question 11

Job Rewards Analysis

Answer 11

Identifies intrinsic and extrinsic rewards of a job

Question 12

What is the Employee Value Proposition?

Answer 12

The intrinsic and extrinsic rewards an employee receives by working for a particular employer

Question 13

What are the three Criteria for employee propositions?

Answer 13

Magnitude- size
Mix- ratio of matching needs and preferences
Distinctiveness- uniqueness from other companies

Question 14

What are the job reward dimensions in reference to the Job Rewards Matrix?

Answer 14

Amount
Differential
Stability