Job Analysis, Job Based Structures & Job Evaluation Ch. 4&5 Flashcards
What is job analysis?
- process of gathering job info
- identifies DTRs & KSAOs to perform work successfully
- results are used for describing work & valuing work
7 Steps to perform a job analysis:
DIDCEWD:
1) Determine information to collect
2) Identify sources of data
3) Determine methods of data collection
4) Consolidate job information
5) Evaluate and verify data
6) Write job analysis report
7) Develop job description
Who collects the information for a job analysis?
- Job analyst
- Hr professionals, mgmt, consultants
- someone who is thoroughly familiar with the organization and its jobs
What are human sources who provide information?
Job incumbents and supervisors
-through interviews or questionnaires
What are non-human sources of information?
- other job descriptions
- training manuals
- machinery blue prints
- national occupational classification
What is NOC?
- National occupational classification (federal website)
- systematic occupational classification structure based on interrelationships of job tasks and requirements
What are problems with human sources of information?
What is a solution?
- rely on human judgement
- vary between people who complete the analysis
- subject to error and inaccuracy
- want to collect data from various sources (human & non human) to ensure consistency
What are the methods of data collection?
1) Position Analysis Questionnaire
2) Task inventory analysis
3) Critical incident method
What is the position analysis questionnaire?
- copyrighted questionnaire that’s used to collect info about DTRs of jobs
- job is rated on 6 dimensions (information input, mental processes, work output, relationships with others, job context, other characteristics)
- rated on likert scale: importance & frequency
- 194 Q’s
- not tailored to organization
What is a task inventory analysis?
- can be tailor made to a specific organization
- developed by identifying tasks and their descriptions that are part of various jobs
- tasks rated on Likert scale in terms of time spent on the task, how frequently the task is performed, relative importance of the task, relative difficulty, & time required to learn the task
What is the Critical incident method?
- tasks are identified that are critical to job success
- KSAOs that are needed to successfully perform critical incidents are tied to incidents
- To be successful: SOCC
What is SOCC?
Specific Observable Context (when, where) Consequence -use them when defining critical incidents for KSAOs
4 Criteria for evaluating and verifying data:
RVAC
1) Reliability: extent to which data collection methods/sources yield comparable data over time
2) Validity: degree to which job analysis measures what it claims to measure
3) Acceptability: extent to which employees and supervisors accept the job analysis report
4) Currency: extent to which job information is up to date
Does job analysis assume static or dynamic environment?
Static
-dynamic = rapidly changing jobs
3 New job analysis approaches:
1) Future orientation
2) Competency based
3) Living job description
4 stages of creating job based internal structure:
1) Job Analysis
2) Job description
3) Job evaluation
4) Job structure
What is a job evaluation
systematically determining the relative worth of jobs to create a job structure for the organization
-based on job content and internal job value
5 steps to perform job evaluation:
ED COE
1) Establish purpose of evaluation (support org’l strategy, workflow, equitable & motivational)
2) decide whether to use single or multiple plans (use different plans for different kinds of work)
3) choose among alternative approaches (ranking, classification, point method-from benchmark jobs)
4) obtain involvement of relevant stakeholders
5) evaluate plan’s usefulness
What are characteristics of benchmark jobs?
- contents are well known and relatively stable over time
- job is common across several different employers
- reasonable proportion of workforce is employed in this job
What is job ranking?
- job evaluation method
- raters examine job description and arrange jobs according to value
- alternation ranking: orders alternatively at each extreme
- paired comparison method: matrix method
- fast, easy, easy to explain but difficult with more jobs
- doesn’t tell employees what in their job is important
What is job classification?
- classes or grades are defined to describe a group of jobs
- jobs w/in same class are considered equal, and thus, are paid the same
What is the point method?
- numerical values (points) are assigned to specific job components
- sum of values provides quantitative assessment of the job’s worth
What are the steps in completing a point method process?
CDS WAC
1) Conduct a job analysis
2) Determine compensable factors
3) Scale the factors
4) Weight the factors
5) Communicate the plan
6) Apply to non benchmark jobs
What are compensable factors?
point method process
(characteristics in the work that the organization values, based on the work performed)
-3 major categories: Universal factors (SkillsWorkingconditionsEffortResponsibility-use bc of pay equity legislations), sub-factors, degrees/levels
