Job Analysis Flashcards
Element
Smallest unit of work activity (i.e.: pressing a button to start a machine, or turning a key to start an engine)
Task
Work activity that is performed to achieve a certain goal (I.e.: the job of a taxi driver might be comprised of elements like turning a key to start an engine, shifting the transmission into drive, and pressing the accelerator, etc.
> Is made up of many elements that combine to create a task.
*tasks go on to define one’s position.
Position
Compilation of tasks carried out by an individual, which determine their place in the organization
Job
Compilation of positions that are similar enough to classified under the same job title (i.e.: custodian)
KSAOS
knowledge, skills, attributes, and other skills that are required to successfully perform a job
Job Analysis
Identify given duties and requirements for a particular job and the importance of each of the duties.
Job Oriented Techniques
Describe different tasks that are carried out on the job (what needs to be done?)
> specific levels of tasks are looked at
I.e.: task inventory approach, functional job analysis, dictionary of occupational titles, occupational information network
- criticized for being too narrowly focused, ruling out possibility of cross comparison as no two jobs will identify on such a granular level.
Worker Oriented Techniques
Look at human behaviours involved in specific work activities
i.e.: job element method, position analysis questionnaire, common metric questionnaire, strategic job analysis, etc.
Task Inventory Approach
Task statements are created by professionals who are familiar with the job, called Subject Matter Experts and also Incumbents, who are employees that are currently pursuing the job of interest. Gives us a holistic view of what the job looks like.
Functional Job Analysis (FJA)
A very structured job oriented technique where you collect information about what tasks a worker must do and how those are carried out. This information is then used to create task statements which are then given to SMEs or incumbent who rate them on a series of dimensions. This gives us insight into the (1) data, (2) people, and (3) things that employees interact with ( how complex and frequent are these interactions? )
Dictionary of Occupational Titles (DOT)
Tool that essentially matches a person to a job based on descriptions of the tasks, duties, and working conditions of a job
> info based on years of research through job analysis
- is now replaced by ONet
Occupational Information Network
identifies and explains key parts of modern jobs
> based on lit reviews and job analysis ( not FJA)
Job Element Method (JEM)
What human attributes are needed for superior job performance? The aim is connect job analysis with selection process by identifying what KSAO are needed for good performance in each job (match applicants with skills required for a job).
~ Essentially determines who is eligible for what job.
SMEs make a list of job elements and give example of each
- critique = ignores specific job tasks, making it hard to show that specific element is related to job
Position Analysis Questionnaire (PAQ)
Contains 195 items, from which 187 describe general work behaviours, conditions, and characteristics
~ Essentially a job analysis questionnaire that measures characteristics of a job and related them to characteristics of an individual. Usually carried out by SME (matches applications with a job based off of a questionnaire that measures skill level needed for a job and the characteristics of the applicants)
Used to determine equity compensation, criteria for a specific job, and to study nature of job.
- requires high reading level, not suited for managerial positions, and items on questionnaire are too vague
Common Metric Questionnaire (CMQ)
Attempt to get useful descriptions of the job in order to develop accurate job titles, come up with equitable compensation, and have valid selection standards
*lower reading level, relevant for managerial and non managerial jobs, and items are more behaviour specific
Strategic Job Analysis
Looks at the status of jobs currently and how they will evolve due to organizational changes
What tasks and KSAOS are required for this job as it will be in the future?
Job description
Written job statement of what one must do, how to do it, and why to do it. Includes info about tasks and machinery.
Job Specifications
What is needed to carry out the actual job? (KSAOS)
Purposes of Job Analysis
(1) job classification
(2) criterion development & performance assessment
(3) selection and placement
(4) job design and redesign
(5) to develop training programs for future
Job Evaluation
Looks at worth of specific job so organizations can pay salaries accordingly. There are many methods of job evaluation including point systems
Point Systems
Estimates value of job based off of points that are given to predetermined factors like working conditions, working hours, level of education, etc. Jobs that need more skill and effort should then be more heavily compensated
Compensable Factors
Effort, Skill, Working Condition, etc.
Comparable Worth
Jobs of equal worth to company should be paid equally
Equal Pay Act 1963
Requires men and women to be paid equal ( as women are paid 77% of what their male counter part earns; even lower for woc) if they are doing the same job or work that is equal
Factors Affecting Compensation
Gender, Race
- managers of predominantly female groups are even paid less than managers of predominantly male groups
