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.
