Chapter 4 - Job Analysis Flashcards
Explain multiple uses of job analysis in HR decisions.
Job analysis is the foundation for most human resources management in an organization.
Identifying the _job tasks and specification_s as well as the knowledge, skills, abilities, or competencies required for the job aids in human resource planning, recruitment and selection, compensation, performance management, labour relations, training, and development, as well as restructuring aspects of human resources management.
Define job design and explain the difference between a job and a position.
In any organization, work has to be divided into manageable units and ultimately into jobs that can be performed by employees.
The process of organizing work into tasks that are required to perform a specific job is known as job design.
The term “job” means a group of tasks and duties, and several employees may have the same job.
The collection of tasks and responsibilities performed by one person is known as a “position.”
Identify the steps in job analysis, and describe the evolution of job analysis.
Job analysis involves six steps: CSCRDC
(1) collect background information,
(2) select the representative positions and jobs to be analyzed,
(3) collect data,
(4) review the information collected with the incumbents and their supervisors,
(5) develop job descriptions and job specifications, and
(6) communicate and review on an ongoing basis.
Describe and evaluate multiple methods of collecting job analysis information.
Techniques used to gather job analysis data include interviews,
questionnaires (including the PAQ and FJA),
direct observation,
participant diaries/logs,
and the National Occupational Classification (NOC), to list just a few.
Explain the difference between a job description and a job specification.
A job description is a written statement of what the jobholder actually does, how he or she does 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?”
Describe the evolution of job design and how organizational structure influences job design.
Organizations have largely evolved from basic work simplification and industrial engineering to more dynamic work which includes jobs that are enlarged, enriched, and rotational. 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. This 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.
Competency-based job analysis, focusing on how the job is done (the behaviours required) more than on task requirements, has become more common for three reasons.
First, traditional job descriptions may not be appropriate in organizations with flexible jobs.
Second, describing the job in terms of the skills, knowledge, and competencies the worker needs is more strategic.
Third, competency-based job analysis supports the employer’s performance management process.
team-based job designs
Job designs that focus on giving a team, rather than an individual, a whole and meaningful piece of work to do and empowering team members to decide among themselves how to accomplish the work.
job description and its guidelines
A list of the duties, responsibilities, reporting relationships, and working conditions of a job—one product of a job analysis.
- Be clear 2. Indicate scope of authority 3. Be specific Kind of work Degree of complexity Degree of skill required Standardization Worker’s responsibility Accountability 4. Be brief 5. Recheck
incumbent
Individual currently holding the position.
job analysis
The procedure for determining the tasks, duties, and responsibilities of each job, and the human attributes (in terms of knowledge, skills, and abilities) required to perform it. process by which info about jobs is systematically gathered and organized
job enlargement (horizontal loading)
job enlargement (horizontal loading) A technique to relieve monotony and boredom that involves assigning workers additional tasks at the same level of responsibility to increase the number of tasks they have to perform.
Functional Job Analysis (FJA)
Functional Job Analysis (FJA) A quantitative method for classifying jobs based on types and amounts of responsibility for data, people, and things. Performance standards and training requirements are also identified.
occupation
occupation A collection of jobs that share some or all of a set of main duties.
Competency-based job analysis
Competency-based job analysis Means describing the job in terms of the measurable, observable behavioural competencies (knowledge, skills, or behaviours) that an employee doing that job must exhibit to do the job well.
This contrasts with the traditional way of describing a job in terms of job duties and responsibilities. Traditional job analysis focuses on “what” is accomplished—on duties and responsibilities. Competency-based analysis focuses more on “how” the worker meets the job’s objectives or actually accomplishes the work. Traditional job analysis is thus job focused; competency-based analysis is worker focused—specifically, what must he or she be competent to do?
physical demands analysis
physical demands analysis Identification of the senses used and the type, frequency, and amount of physical effort involved in a job.
job rotation
job rotation A technique to relieve monotony and employee boredom that involves systematically moving employees from one job to another.
job
job A group of related activities and duties, held by a single employee or a number of incumbents.
National Occupational Classification (NOC)
National Occupational Classification (NOC) A reference tool for writing job descriptions and job specifications. Compiled by the federal government, it contains comprehensive, standardized descriptions of about 40 000 occupations and the requirements for each.
competency-based job analysis
competency-based job analysis Describing a job in terms of the measurable, observable behavioural competencies an employee must exhibit to do a job well.
industrial engineering
industrial engineering A field of study concerned with analyzing work methods; making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time standards.
process chart
process chart A diagram showing the flow of inputs to and outputs from the job under study.
position
position The collection of tasks and responsibilities performed by one person.
organizational structure
organizational structure The formal relationships among jobs in an organization.
competencies
competencies Demonstrable characteristics of a person that enable performance of a job.
Position Analysis Questionnaire (PAQ)
Position Analysis Questionnaire (PAQ) A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.
talent management
The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees.
job specification
job specification A list of the “human requirements”—that is, the requisite knowledge, skills, and abilities needed to perform the job—another product of a job analysis.
work simplification
work simplification An approach to job design that involves assigning most of the administrative aspects of work (such as planning and organizing) to supervisors and managers, while giving lower-level employees narrowly defined tasks to perform according to methods established and specified by management.
job design
job design The process of systematically organizing work into tasks that are required to perform a specific job.
Diary or log
Diary or log Daily listings made by employees of every activity in which they engage, along with the time each activity takes.
job enrichment (vertical loading)
job enrichment (vertical loading) Any effort that makes an employee’s job more rewarding or satisfying by adding more meaningful tasks and duties.
team
team A small group of people with complementary skills who work toward common goals for which they hold joint responsibility and accountability.
organization chart
organization chart A snapshot of the firm, depicting the organization’s structure in chart form at a particular point in time.
business process reengineering
business process reengineering Redesigning business processes, usually by combining steps, so that small multifunction process teams using information technology do the jobs formerly done by a sequence of departments.
Knowledge, skills, and abilities required for the essential duties of the job should be the sole criteria for decisions about what?
***Knowledge, skills, and abilities required for the essential duties of the job should be the sole criteria for decisions about Transfers Promotions Training Employment
Industrial Engineering
Analyzing work methods Modify, combine, rearrange or eliminate tasks Establish time standards
Job Enlargement
Relieves monotony and boredom by increase same level tasks
Job Rotation
Moving employees from one job to another
Job Enrichment
- Adding more meaningful tasks
