Job Analysis, Job Based Structures & Job Evaluation Ch. 4&5

Question 1

What is job analysis?

Answer 1

• process of gathering job info
• identifies DTRs & KSAOs to perform work successfully
• results are used for describing work & valuing work

Question 2

7 Steps to perform a job analysis:

Answer 2

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

Question 3

Who collects the information for a job analysis?

Answer 3

• Job analyst
• Hr professionals, mgmt, consultants
• someone who is thoroughly familiar with the organization and its jobs

Question 4

What are human sources who provide information?

Answer 4

Job incumbents and supervisors

-through interviews or questionnaires

Question 5

What are non-human sources of information?

Answer 5

• other job descriptions
• training manuals
• machinery blue prints
• national occupational classification

Question 6

What is NOC?

Answer 6

• National occupational classification (federal website)

- systematic occupational classification structure based on interrelationships of job tasks and requirements

Question 7

What are problems with human sources of information?

What is a solution?

Answer 7

• 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

Question 8

What are the methods of data collection?

Answer 8

1) Position Analysis Questionnaire
2) Task inventory analysis
3) Critical incident method

Question 9

What is the position analysis questionnaire?

Answer 9

• 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

Question 10

What is a task inventory analysis?

Answer 10

• 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

Question 11

What is the Critical incident method?

Answer 11

• 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

Question 12

What is SOCC?

Answer 12

Specific 
Observable 
Context (when, where)
Consequence 
-use them when defining critical incidents for KSAOs

Question 13

4 Criteria for evaluating and verifying data:

Answer 13

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

Question 14

Does job analysis assume static or dynamic environment?

Answer 14

Static

-dynamic = rapidly changing jobs

Question 15

3 New job analysis approaches:

Answer 15

1) Future orientation
2) Competency based
3) Living job description

Question 16

4 stages of creating job based internal structure:

Answer 16

1) Job Analysis
2) Job description
3) Job evaluation
4) Job structure

Question 17

What is a job evaluation

Answer 17

systematically determining the relative worth of jobs to create a job structure for the organization
-based on job content and internal job value

Question 18

5 steps to perform job evaluation:

Answer 18

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

Question 19

What are characteristics of benchmark jobs?

Answer 19

• 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

Question 20

What is job ranking?

Answer 20

• 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

Question 21

What is job classification?

Answer 21

• 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

Question 22

What is the point method?

Answer 22

• numerical values (points) are assigned to specific job components
• sum of values provides quantitative assessment of the job’s worth

Question 23

What are the steps in completing a point method process?

Answer 23

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

Question 24

What are compensable factors?

point method process

Answer 24

(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

Question 25

How do you scale the factors?

point method process

Answer 25

• description of several different degrees or levels of a sub-factor (e.g., problem solving) in jobs
• a different number of points is associated with each degree/level
• use examples to anchor descriptions

Question 26

How to weight the factors?

point method process

Answer 26

-weighting assigned to each factor to reflect the differences in importance attached to each factor by the employer

Question 27

How to communicate the plan in a point method process?

Answer 27

• develop manual: purpose/objectives of the policy, step-by-step list of procedures for the evaluation process
• train users
• communicate plan to all employees

Question 28

What is the final outcome of the point method process?

Answer 28

-job hierarchy based on number of points assigned in the job evaluation process that provides the basis (combined with market pay data) to determine salary for each job

Question 29

who are the relevant stakeholders in job evaluation?

Answer 29

-employees, union reps, compensation professionals, consultants

Question 30

How to evaluate job evaluation plan’s usefulness:

Answer 30

1) design process matters (fairness of process and approach chosen-not just the result)
2) appeals/review procedures (include appeals and reviews in case jobs are evaluated incorrectly)
3) Political influences -shouldn’t reflect political & social context w/in the organization