Job Analysis Flashcards
1
Q
Job Analysis
A
- Systematic study of tasks, duties, and responsibilities of a job, along with the required knowledge, skills, and abilities.
- Job analysis crucial for hiring, training, and evaluating worker performance; clarifies job requirements and aids in candidate selection.
- Methods must be thorough and precise, considering the variety of tasks and duties involved in most jobs.
- Job analysis involves: job description, job specification and job evaluation.
2
Q
Job Analysis
Job Description
A
- A detailed description of job tasks, procedures, and responsibilities, tools and equipment used, and the end product or service.
3
Q
Job Analysis
Job Specification
A
- A statement of the human characteristics required to perform a job.
4
Q
Job Analysis
Job Evaluation
A
- An assessment of the relative value of a job to determine appropriate compensation.
5
Q
Job Evaluation & Comparable Worth
A
- Detailed job evaluations assess jobs based on compensable factors like physical demands, required training, working conditions, and responsibility level.
- Each factor is assigned a score, and the total indicates the job’s value, which determines compensation.
- It solely considers job characteristics, ignoring market conditions like job demand.
6
Q
Gender Wage Gap
A
- Women still earn less than men for similar work despite legal efforts.
- Comparable worth advocates for equal pay for equal work to address gender-based pay gaps.
- Access to higher-paying jobs and gender stereotypes contribute to wage disparities.
- Job evaluation methods may overlook factors like oversupply of female applicants and job preferences.
- Exceptioning, where similar jobs have different pay rates, also fuels pay gaps.
- Achieving equitable compensation for comparable jobs is challenging and costly.
- Women and minorities face barriers like the glass ceiling, hindering their advancement to top positions.
7
Q
Job Analyis Methods
Participation
A
- Job analysts may perform the job themselves to gain firsthand understanding of job tasks and operations.
- Direct involvement allows analysts to experience the challenges and intricacies of the job, leading to a deeper understanding.
- By performing the job, analysts can identify nuances and complexities that may not be apparent through observation alone.
8
Q
Job Analyis Methods
Interviews
A
- Interviews offer flexibility for job analysis, with open-ended or structured questioning approaches.
- Interviews can be open-ended, allowing the interviewee to freely describe their job responsibilities, or structured with predefined questions.
- Multiple stakeholders, including incumbents, supervisors, and subordinates, may be interviewed to mitigate bias and gain a comprehensive understanding.
9
Q
Job Analyis Methods
Surveys
A
- Administered through pencil-and-paper questionnaires completed by respondents and returned to the job analyst.
- Questions may be open-ended, closed-ended, or in checklist format, depending on the information needed.
- Allows for simultaneous collection of information from multiple workers, making it cost-effective for studying several positions.
- Anonymity in surveys may reduce distortion or withholding of information compared to face-to-face interviews.
- Limited by the questions asked; lacks the ability to probe for additional information or clarify responses like in an interview.
- Job incumbents or knowledgeable supervisors often serve as SMEs (Subject Matter Experts), providing job analysis information via interviews or surveys.
10
Q
Human Resource Planning
A
- Begins with aligning human resource needs with the strategic goals of the organization.
11
Q
Recruit POV
Human Resource Planning
A
- Ensures alignment between their skills, aspirations, and the organization’s goals.
- Provides clarity on job roles, career paths, and opportunities for advancement.
- Facilitates better job fit, leading to job satisfaction and higher retention rates.
- Allows recruits to make informed decisions about their career trajectory within the organization.
12
Q
Company POV
Human Resource Planning
A
- Facilitates efficient allocation of resources, minimizing recruitment costs and turnover rates.
- Helps in attracting and retaining top talent by offering competitive compensation and growth opportunities.
- Enhances workforce diversity and inclusion, fostering innovation and creativity.
13
Q
Realistic Job Preview
A
- Provides potential job candidates with an accurate portrayal of the duties and responsibilities associated with a particular job.
- It aims to offer a balanced view of both the positive and negative aspects of the job role to help candidates make informed decisions about whether the job is suitable for them.
14
Q
Realistic Job Preview Types
A
- Oral presentation: A recruiter, supervisor, or current job incumbent verbally presents information about the job.
- Visit to the job site: Candidates physically visit the workplace to observe the job environment and operations.
- Written materials: Brochures, manuals, videos, or company websites provide detailed descriptions of the job.
- Work simulation: Candidates engage in simulated tasks or scenarios that mimic real job responsibilities.
15
Q
Realistic Job Previews
Decreasing Bias, Turnover, and Increasing Satisfaction
A
- Bias reduction: RJPs provide an objective view of the job, helping to dispel stereotypes and biases associated with certain roles or industries. By presenting both the positive and negative aspects, RJPs promote fairness and transparency in the recruitment process.
- Turnover reduction: Candidates who receive accurate information about the job are less likely to experience role shock or dissatisfaction after joining the organization, leading to lower turnover rates.
- Increased satisfaction: When candidates have realistic expectations about the job, they are more likely to be satisfied with their role and workplace environment. This contributes to higher job satisfaction and organizational commitment, leading to better retention of employees.
