Chapter 4: Designing and Analyzing Jobs Flashcards
Explain multiple uses of job analysis in HR decisions
Job analysis is the foundation for most human resources management in an organization. It involves identifying the job tasks, speficiations, KSAs(knowledge, skills, abilities), and competencies required for the job.
Identify the steps in job analysis, and describe the evolution of job analysis
6 steps in job analysis:
- Collect background information
- Select the representative positions and jobs to be analyzed
- Collect data
- Review the information collected with the incumbents and their supervisors
- Develop job descriptions and job specifications
- Communicate and review on an ongoing basis
Define job design and explain the difference between a job and a position
The term job means a group of tasks and duties. Several employees may have the same job. The collection of tasks and responsibilities performed by one person is known as a position.
Describe the evolution of job design and how organizational structure influences job design
Organizational Structure refers to formal relationships among jobs, indicating the chain of command and reporting structures. Three common types of organizational structure are bureaucratic, flat, and matrix. The structure often indicates how specific or broad each job is and how it adds value to the organization.
Explain the three reasons why competency-based job analysis has become more common
- Traditional job descriptions may not be appropriate in organizations with flexible jobs.
- Describing the job in terms of the skills, knowledge, and competencies the worker needs is more strategic.
- Competency-based job analysis supports the employer’s performance management process.
Describe and evaluate multiple methods of collecting job analysis information
Techniques to gather job analysis data include interviews, questionnaires (including PAQ and FJA), direct observation, participant diaries/logs, and the National Occupational Classification (NOC), Among other methods.
Explain the difference between a job description and a job specification
A job description is a written statement of what the job holder does, how they do it, and under what conditions the job is performed.
The job specification involves examining the duties and responsibilities and answering this question: “What human traits and experience are required to do this job?”
Define talent management, and explain what talent management-oriented managers do
Talent management is the holistic, integrated, and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
Talent management-oriented managers perspective means keeping in mind that the talent management tasks are parts of a single interrelated talent management process; making sure talent management decisions such as staffing and pay are goal-directed; using the same “profile” for formulating recruitment plans for a job that is used for making selection, training, appraisal, and payment decisions; thus integrating all the talent management functions.
