Exam 2 Flashcards
aspects of job design
Job Performance
Job Satisfaction
Physical and Mental Health
Job Enlargement
Broadening the scope of a job by expanding the number of different tasks to be performed.
Job Enrichment
Increasing the depth of a job by adding the responsibility for planning, organizing , controlling, and evaluating the job.
Job Rotation
The process of shifting a person from job to job.
Job Characteristics Model Hackman and Oldham
Look It Up I have no idea what it is
Management concerns with telecommuting
Management concerns
Loss of control over staff
Employee perceptions of unequal treatment
Security/info systems
Diminished interactions w/staff, team building problems
Time spent on non-work activities
Straying away from org culture
Employee concerns with telecommuting
Employee concerns
Overworking/boundary issues
Trouble with self-motivation, time management
Distractions
Isolation
Negative impact on career progression (out of sight, out of mind)
Inadequate equipment/support
Task Based Approach to Job analysis
Includes tasks and job specifications KSA’s that the person need to perform well in
Planning and Preparing for JA
Identify the objectives (how will you use the data?) Get top management support Identify the jobs to be analyzed Review existing documentation Decide on methodology
Ways to Collect JA Data
Observation Interviews Logs/Diaries Off-the-shelf “libraries” Sources Employees Job Analyst Supervisors/Managers
Typical Areas Covered in JA Questionaire
Duties and percentage of time spent on each
Supervision given/received
Decisions made
Contact with other people (internal/external)
Physical dimensions, working conditions
Jobholder characteristics (knowledge, skills, abilities)
JA Questionaire and surveys
How important is this task/skill/knowledge to overall job performance?
How often do you complete this task or use this skill/knowledge?
Threats to accuracy
Job inflation
Job deflation
Current incumbent emphasis
Focus on the job, not the person in the job
Important things for developing and maintaining Job Descriptions and Job Specs
Clean and analyze the data Unusual response patterns (inflation) Criticality = importance x frequency Identify critical KSA, duties, responsibilities, knowledge areas, etc. Write drafts of job descriptions Seek manager review and input Review with employees Revisit and update (when job changes, during annual performance review, every 3 years)
Competency Based Job analysis
job analysis based on Individual capabilities that can be linked to enhanced performance by individuals or teams
Competency Analysis Method
Identify future performance results areas critical to the organization.
Assemble focus groups familiar with the company.
Interview focus group members to get examples of job behaviors.
Develop detailed descriptions of competencies.
Rate competencies and levels need to meet them.
Standards of performance are identified and tied to jobs.
Job Description Component: Identification
Job title Reporting relationships Department Location Date of analysis
Job Description Component: General Summary
Describes the job’s distinguishing responsibilities and components
Job Description Component: Essential Functions and Duties
Lists major tasks, duties and responsibilities
Job Description Component: Job Specifications
Knowledge, skills, and abilities
Education and experience
Physical requirements
Job Description Component: Disclaimer
Of implied contract
Applicant Population
those targeted via a specific recruiting method
Internal Recruiting Methods
Organizational databases
Job posting (intranet)
Promotions and transfers
Internships
Employee Focused Recruiting Methods
Current employee referrals
Re-recruiting prior employees or applicants
External Recruiting
College and school recruiting Employment agencies, search firms Competitive sources Media sources Job fairs Internet
Who is considered an applicant for EEO concerns
To be considered an applicant, the following must have occurred:
The employer has acted to fill a particular position
The individual has followed the employer’s standard procedures for submitting applications
The individual has indicated an interest in the particular position
In October 2005, the OFCCP re-defined the term “applicant” as it pertains to internet recruiting for federal contractors. These rules took effect in February 2006
The individual submits an expression of interest in employment through the Internet or related electronic data technologies.
The contractor considers the individual for employment in a particular position.
The individual’s expression of interest indicates the individual possesses the basic qualifications for the position.
The individual at no point in the contractor’s selection process prior to receiving an offer of employment from the contractor removes himself/herself from further consideration or indicates that he/she is no longer interested in the position.
