Chapter Four

Question 1

Job Analysis

Answer 1

Studies jobs as currently performed

Reflected in job specifications and descriptions

Question 2

Job Design

Answer 2

Restructures jobs to improve organizational efficiency and employee satisfaction

Question 3

What Management want for Job design and Analysis

Answer 3

Fewer layers; less hierarchy

Decisions made lower in the org.

Question 4

What Employees want for job

design and analysis

Answer 4

Interesting work, connected to company “big picture”

Work-Life balance

Question 5

Definitions:
JOB
POSITION
JOB FAMILY
JOB SPECIFICATION
JOB DESCRIPTION
JOB ANALYSIS

Answer 5

Job: A group of work tasks that are similar and related.
Example: Customer Service Representative

Position: Duties and responsibilities (of a job) that are performed by one person. (One job can have several positions.)
Example: Thomas holds one of the CSR positions at a bank.

Job Family: A group of jobs with similar duties and responsibilities.
Example: The jobs within a particular federal government pay grade.

Job Specification: The qualifications required of applicants for a job opening.
Example: Degrees required; experience required

Job Description: A statement of the specific responsibilities and tasks of a particular job.

Job Analysis: A process that defines the specific tasks and responsibilities for each job in the organization. Called the cornerstone of HRM.

Question 6

Job Analysis Process 3

Answer 6

Inputs
	Observations
	Interviews (supervisors, employees)
	Questionnaires
	Records
	HRIS

Data Collected
	Tasks
	Performance standards
	Knowledge + skills needed
	Experience needed
	Equipment used

Outputs
Job specifications
Job descriptions
Job design

Question 7

Job analysis methods 4

Answer 7

Job Analysis

1. PAQ position analysis questionnaire
   (194 Tasks) some tasks wont be relevant (exhaustive list general list)
2. Critical Incident (identify tasks that are most critical to organization success ) (might miss some tasks because list is small)
3. Task Inventory (Customized PAQ to your company)
4. Competency
   (build a task check list based on generic competency for company operations)

Question 8

Job Analysis Output Impacts

5

Answer 8

Strategic HR Planning

Recruitment and Selection

Development and Training

Performance Appraisal

Compensation

Use analysis methods to get data right for the 5 procedures

Question 9

Automation in Job Analysis

Answer 9

Advanced HRIS systems inventory task statements that apply to a variety of jobs.

Managers and HR specialists can select the statements that apply to a particular job, and use them to write job specifications and descriptions.

Some programs provide hundreds of pre-written job descriptions

Programs operate like word processors, making additions and changes easy

Question 10

Issues in Job Analysis 3 things

Answer 10

“Job Inflation”

Employees exaggerate the difficulty of their jobs
Solution: Interview several employees in same job, + their managers

Pay Equity

Requires that men and women should be paid equally for work of equal value
Solution: Pay grades that group jobs by specialized knowledge needed, responsibilities, and effort required

Geography

Aligning job titles and descriptions across the country; facilitates movement of workers from one province to another
Solution: NOC (National Occupational Classification)

Question 11

Writing Job Descriptions 3 things

Answer 11

Job Title

Indicate duties involved
Indicate level in organizational hierarchy (senior vs. junior, etc.)
Remember psychological importance to employee (and customers)

Job Identification

Department
Reporting relationship
Brief listing of duties
Written in present tense

Job Duties

Lists essential functions performed (but more detailed than job identification)
Also written in present tense (clear, specific)

Question 12

Job Specifications

Answer 12

Sometimes the concluding section of a job description; sometimes a separate document

Includes:
KSA’s (Knowledge, Skills, Abilities) required to perform the job (education, experience, generic competencies such as communication and ability to make decisions)
Physical demands of the job (standing, lifting, etc.)

Special care must be taken to avoid specifications that are not relevant to the job and could exclude designated groups.

Question 13

Considerations in Job Design 4

Answer 13

The Job

Organizational goals (employees want to see connection between their job task and company success) 

Ergonomics (make sure that the physical environment will not harm employee)

Employee skills (make sure skills are aligned)

Efficiency

Question 14

Flexible Work Schedules 3

Answer 14

Compressed Work Week; Flextime
4 day work weeks (10 hours per day)
2 weeks on, 2 weeks off
Flextime: Employees choose starting/quitting times

Job Sharing
Two employees split a position and each work part time
Typical pay: 60% of FT salary

Telecommuting
Use of computers to do work at home that is traditionally done in the office