Job Analysis and Work design Flashcards
Job vs position:
Job: a group of related activities and duties
Position: the different duties and responsibilities performed by only one employee
Job Requirements/job specification/job descriptions:
Job requirements: are the duties, tasks, and responsibilities that make up a job.
(Recruitment, selection, performance appraisal, training/development, compensation management)
Job Specification: A statement of the needed knowledge, skills, and abilities of the person who is to perform the job
Job Description: A statement of the tasks, duties, and
responsibilities of a job to be performed
Job Analysis:
: the process of obtaining information about jobs by
determining the duties, tasks, or activities of jobs.
-Outlines the tools needed to do the job, the environment and times at which it needs to done, the people with whom it needs to be done, and the outcome or performance level it
should produce.
5 Approaches to job analysis:
-Position Analysis Questionnaire (PAQ)- five point scale on degree to which different tasks involved in performing a particular job)
-Critical Analysis Method- job tasks are identified that are critical for job success.
-Task inventory analysis: organization-specific analysis
developed by identifying a list of tasks and their
descriptions that are components of different jobs.
-Functional job analysis: utilizes an inventory of the various
types of work activities that can constitute any job
-Competency- building job profiles that look at the
job responsibilities and the worker competencies necessary to
accomplish them.
HRIS and Job Analysis
-Human resource information systems (HRIS) and specialized software help automate job analysis.
-Analyze jobs and write job descriptions and job specifications
based on those analyses.
-Combine job analysis with job evaluation and the pricing of
organizational jobs.
What is a job description and what components are included:
A job description is a written description of a job, including the duties, the requirements and the specifications.
-Job Title(*Indicates job duties and organizational
level)
-Job identification section (distinguish job from other jobs)
-Job Duties, or Essential Functions, Section (Indicate responsibilities entailed and results to be accomplished)
-Job Specification Job(Skills required and physical demands )
Probleme with job descriptions:
-If they are poorly written, using vague rather than specific
terms, they provide little guidance to the jobholder.
-They are sometimes not updated as job duties or
specifications change.
-They may violate the law by containing specifications
not related to job success.
-They can limit the scope of activities of the jobholder,
reducing organizational flexibility
Job Design:
-An outgrowth of job analysis that improves jobs through
technological and human considerations to enhance
organization efficiency and employee job satisfaction
Job Characteristics model( DESIGNING JOBS TO MOTIVATE EMPLOYEES):
-Job Characteristics (Skill variety, Task identity, Task significance, Autonomy,Feedback)
-Psychological states(Meaningfulness of
the work performed, Responsibility for
work outcomes,Knowledge of the results of the work
performed)
-Job Outcomes(Improved work
performance, Increased Internal
motivation, Lower absenteeism/turnover)
Industrial Engineering Considerations & Ergonomic Considerations
Industrial Engineering Considerations :A field of study concerned with analyzing work methods
and establishing time standards
Ergonomic Considerations: An interdisciplinary approach
to design equipment and systems that can be easily and
efficiently used by human beings
Employee Involvement Groups (EIGs):
and what is needed for sucess
*Groups of employees who meet to resolve problems
or offer suggestions for organizational improvement
*Also known as quality circles (QCs)
*Success with EIGs requires:
–Comprehensive training for group members
–Recognition of the group’s contributions
–Continuing input and encouragement by
management
–Use of a participative/democratic leadership
style
Characteristics of a successful team:
Commitment to shared goals and objectives
*Motivated and energetic team members
*Open and honest communication
*Shared leadership
*Clear role assignments
*A climate of cooperation, collaboration, trust,
and accountability
*The recognition of conflict and its positive
resolution
