Lesson 2 Flashcards
Main foundation of HR functions; process of studying positions, of describing the duties and responsibilities that go with jobs, and grouping similar positions into job categories; gathering, analyzing, and structuring of information about a job’s components, characteristics, and requirements; studies all the details about the job.
Job analysis
Work environment; how to make activities that employees will enjoy.
Culture development
HR function which is about the route to take.
Career planning
Goal of job analysis.
Improve organizational performance & productivity to determine:
tasks to be performed,
the conditions under which they are performed,
the KSAOs needed
Something we’re already able to do.
Ability/Abilities
Something we can acquire.
Skill/Skills
8 importance of job analysis.
Writing job description
Employee Selection
Training
Personpower planting
Performance appraisal/management
Job evaluation
Job design
Organizational analysis
8 Sections of job description.
Job title
Brief summary
Work activities
Tools & equipment
Job context
Work performance
Compensation information
Job competencies
Meaning of KSAO
Knowledge
Skills
Abilities
Other characteristics
Importance of JA about identifying core competencies
Employee selection
Importance of JA that is used as a basis for training programs; needs assessment.
Training
Importance of JA about promotion, worker mobility, and Peter principle.
Personpower planting
Promoting employees until they eventually reach their highest level of competence
Peter principle
Importance of JA about determining how much employees in a position should be paid (a monetary value of the job)
Job evaluation
2 stages of job evaluation.
Internal pay equity
External pay equity
A stage of job evaluation where the salary is compared within the organization; determine compensable factors, determine their level, and determine factor weights.
Internal pay equity
A stage of job evaluation where the salary is compared outside the organization; about how competitive is the salary
External pay equity
Importance of JA about structuring job and job enrichment; how the job be best performed.
Job design
Enhancing a job by adding more meaningful tasks & duties to make the work more rewarding or satisfying.
Job enrichment
A group of SMEs (Subject Matter Experts) meets.
Committee-based
Job analyst individually interviews/onserves several incumbents.
Field-based
5 steps for preparing job anaylsis.
Identify tasks performed
Write tasks statements
Rate task statements
Determining essential KSAO
Selecting tests to tap KSAO
Step for preparing a job analysis about gathering existing info, interviewing SMEs, observing incumbents, and job participation.
Step 1: Identify tasks performed
Step for preparing a job analysis about containing action (what is done) & object (to which the action is done), and task inventory
Step 2: Write tasks statements
Describes the nature of the job, its power and status level, and the competencies needed to perform the job; provides workers with some form of identity; aids in employee selection; affects perceptions of the status and the worth of the job.
Job title
Briefly describes the nature and purpose of the job.
Brief summary
Lists of tasks and activities in which worker is involved.
Work activities
A list of all the tools and equipment used to perform the work activities.
Tools & Equipment
Describes the environment in which the employee works.
Job context
Contains information on the salary grade without mentioning the actual salary or salary range.
Compensation
information
Also called job specifications; the KSAOs necessary to be successful in the job.
Job competencies
Description of how a performance is evaluated and what work standards are expected; what to achieve in order to receive performance appraisal.
Work performance
Informal changes that employees make in their jobs.
Job crafting
Importance of JA about the construction of instrument.
Performance appraisal
Awareness of some problems in the organization.
Organizational analysis
Tasks, performance standard, responsibilities, knowledge required, experience needed, job context, duties, equipment used.
Job data
Job analyst, Employee, supervisor
Sources of data
Interviews, questionnaires, observations, records, O*NET.
Methods of data
Description of functions and duties performed and the responsibilities involved, and the relation of the job to other jobs in the company; Tasks, duties, responsibilities.
Job description
Recruitment, selection, training and development, performance appraisal, compensation management.
HR Functions
Specification of the minimum personal qualifications in terms of trait, skill, knowledge, and ability required of a worker to perform the job satisfactory; Skills requirements, physical demands, knowledge requirements.
Job specification
A questionnaire containing a list of tasks.
Task inventory
Step in preparing for JA based on the frequency and importance of the task.
Step 3: Rate Task Statements
The process of identifying the tasks for which the employees need to be trained.
Task analysis
Step in preparing for JA about selecting methods.
Step 5: Selecting tests to tap KSAO
Usually undertaken when the organization is starting new operations, a new job is created, a job is changed significantly by nature of operations, technology introduction, restructuring
Job Analysis Program
