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HR Management - Midterm > Chapter 4 - Design and Analyze Jobs > Flashcards

Chapter 4 - Design and Analyze Jobs Flashcards

1
Q

Job analysis

A

A process by which information about jobs is systematically gathered and organized

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2
Q

Job

A

a group of activities/duties for one or more employees

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3
Q

Position

A

the collective tasks/responsibilities performed by one person

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4
Q

What does job analysis allow us to do?

A

Determine job descriptions and specifications

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5
Q

Steps in Job analysis (6 steps)

A

1: Review relevant background info
2: Select jobs to be analyzed
3: Collect data on job activities
4. Verify/modify data if required
5. Write job descrip. and specifications
6. Communicate and update info as needed

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6
Q

Step 1 in job analysis

A

Review relevant background info

Organizational charts and structure

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7
Q

Types of organization structure

A
  1. Bureaucratic (President, VP, directors)
  2. Flat (Owner, Managers, Associates)
  3. Matrix (Different departments for each product and a marketing, finance, sales, production for each)
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8
Q

Step 2 in job analysis

A

Select Jobs to be Analyzed

Look at Job Design (useful for similar jobs) - tasks that are required to perform a a specific job

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9
Q

How have jobs and job design evolved?

A
  • work simplification
  • industrial engineering
  • job enlargement and rotations
  • physical needs of workers
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10
Q

Competency-based job analysis?

A

Becoming more common

Competencies: demonstrable characteristics that enable performance of a job (example: reading, writing, motivating, strategic thinking)

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11
Q

Step 3 in job analysis

A

Collect Job Analysis Info

interview, questionnaires, observations, participant log, National Occupation Classification (NOC)

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12
Q

Step 4 in job analysis

A

Verifying Information

Verify with workers currently performing the job, supervisors.

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13
Q

Step 5 in job analysis

A

Writing Job Descriptions and Job Specifications

Job description & job specifications

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14
Q

Job description

A

statement of duties, responsibilities, reporting relationships and working conditions

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15
Q

Job specifications

A

statement of requisite knowledge, skills and abilities to perform the job

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16
Q

Job descriptions and the Human Rights legislation considerations

A
  • essential job duties should be clearly identified

- the only criteria examined should be knowledge skills, and abilities

17
Q

BFORs?

A

Bona Fide Occupational Requirements

  • must meet these requirements
18
Q

Step 6 in job analysis

A

Communication and Preparedness for Revisions

  • communicate to all relevant stakeholders
  • anticipate modifcations

HR Management - Midterm (8 decks)

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