Job Analysis & Job Evaluation

Question 1

What is Job Analysis and why is it done?

Answer 1

It is a systematic approach to describing what makes up a specific job. It is done to improve processes such as:

• Recruitment and hiring
• Training
• Performance appraisal

Question 2

What are the two approaches to a Job Analysis?

Answer 2

• Task-Oriented
• Worker-Oriented

Question 3

What is a Task-Oriented approach?

Answer 3

It is an approach to Job Analysis which focuses on duties and tasks involved (what the workers are doing on a given day).

Question 4

What is a Worker-Oriented approach?

Answer 4

Focuses on requirements (what a person needs in order to do a job):

• Knowledge
• Skills
• Abilities
• Other Qualities

Question 5

What are the (4) sources of Job Analysis?

Answer 5

• Subject Matter Experts (SMEs)
  
  • People who are currently doing the job.
  • Supervisors
  • Job analysts
• The job description
• Dictionary of Occupational Titles (DOT)
  
  • Handles Data, People & Things
• ​Occupational Network (O*Net)

Question 6

How accurate is Job Analysis data?

Answer 6

Can’t assume it to be consistant or accurate.

Question 7

What is the goal of Job Evaluation and how is it done?

Answer 7

The goal is to establish pay levels at an organization. It is done by determining relative worth.

Question 8

What are the (2) approaches to Job Evaluation?

Answer 8

• Ranking method
• Pont method

Question 9

What are the (5) Compensable Factors?

Answer 9

• Level of responsibility
• Physical demands of job
• Mental demands of job
• Education or training requirements
• Undesirable working conditions