Job Analysis and Design Flashcards
Work Flow Analysis
The process of analyzing tasks necessary for the production of a product or service , prior to allocation and assigned these tasks to a particular job category
Input, activity, output
Organizational structure
Cross-sectional overview
Work-flow analysis
Longitudinal overview
Org structure
The relatively stable and formal network of vertical/horizontal interconnections among jobs that constitute the org
Org structure dimensions
Centralization and departmentalization
Function structure
Central, inflexible, high efficiency, stable environment, narrow and high specialized, low cognitive ability bc smaller scope, routine job
Disadvantage: identify with departments and not with the best interest for the org
Divisional structure
Redundant, groups compete, low level of centralization, boss free, flexible, innovative, sensitive, detect opps faster, unstable environment, higher cognitive ability more involvement
Job analysis
The process of getting detailed info about jobs in an org
Job description
List of tasks duties and requirements (TDRs)
Job specifications
List of knowledge, skills, abilities, and other characteristics an employee must have
KSAO
Knowledge, know what = more trainable
Skill, know how = more trainable
Ability, can do = less trainable
Others, personality, experience = less trainable
PAQ
Rates importance of take on 6 aspects
- extent of time
- amount of time
- importance of job
- applicability of job
- special code (rating scale)
Strengths:
- general guidance allows comparison
Limitation: need college grad level reading to complete test, hard to connect to specific jobs
O*NET
Online resource that describes the tasks involved in many jobs, Along with KSAO’s
How to use the info from job analysis in HR
- recruitment
- selection
- training
- performance
- compensation
Job design
The process of defining the way work will be performed and the tasks that will be required in a given job
