Lesson 3: Designing and Analyzing Jobs Flashcards

(28 cards)

1
Q

Competencies

A

demonstrable characteristics of a person that enable performance

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2
Q

Competency based job analysis

A

writing descriptions based on competencies rather than duties
- describing the job in terms of the measurable, observable behavioural competencies that an employee must exhibit (KSAOs)
(step 2)

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3
Q

position

A

A collection of tasks and responsibilities done by a single person
e.g., admin assistant for the financial advisor

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4
Q

Ergonomics

A

seeks to integrate and accommodate the physical needs of workers into the design god the job
- adapt the entire job system

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5
Q

Organizational Chart

A
Used to depict the structure of the firm (snapshot)
- flat
-bureaucratic 
- matrix 
(step 1)
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6
Q

Industrial engineering

A

field of study concerned with analyzing work methods
- making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks and establishing time standards

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7
Q

Process chart

A

Shows the flow of inputs to outputs from the job under study
(step 1)

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8
Q

what are the steps in job analysis

A
  1. Review relevant background information

2. Select a job to be analyzed

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9
Q

Job description

A

Written statement of what the job holder actually does, how they do it and under what conditions
(step 5)

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10
Q

Job design

A

systematically organizing work into tasks that are required to perform a specific job
- external factors influence the way a job is designed - want it to be more flexible and responsive
(step 2)

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11
Q

Job enlargement (horizontal loading)

A

“dehumanizing aspects” of work - repetitive and specialized jobs

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12
Q

Job enrichment (vertical loading)

A

assigning additional tasks at the same level of responsibility to increase the number of tasks to perform (reduces monotony)

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13
Q

Job rotation

A

systematically moving employees from one job to another (reduces monotony and boredom)

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14
Q

Job specification

A

what human traits and experiences are required to do the job
(step 5)

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15
Q

National Occupational Classification

A

reference tools for writing job descriptions and job specifications
readily access info regarding the required activities, requirements, competencies etc by job title
(step 3)

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16
Q

Occupation

A

described as a collection of jobs that share some or all of a set of main duties

17
Q

position analysis questionnaire

A

A way of obtaining information for the JA

step 3

18
Q

what are the steps in job analysis

A
  1. Review relevant background information
  2. Select a job to be analyzed
  3. Collecting job analysis information
  4. Verifying information
  5. Writing job descriptions and specifications
19
Q

Physical demands analysis

A

the sense used and the type, frequency and amount of physical effort involved in the job
(step 5)

20
Q

Describe the fourth step of job analysis

A

The job information should be verified withy any workers perfuming the job and with the immediate supervisor

21
Q

Describe the fifth step of job analysis

A

Writing job descriptions and specifications

22
Q

What does a job description often include?

A

job identification: position title/department
job summary: general nature
relationships: who is directly and indirectly supervised, peers, superiors
duties and responsibilities: all the jobs major duties
authority of incumbent: limits of the authority (decision making, supervision)
performance standards: standards the employee is excepted to achieve
working conditions: noise level, temp, lighting etc

23
Q

what are the steps in job analysis

A
  1. Review relevant background information
  2. Select a job to be analyzed
  3. Collecting job analysis information
  4. Verifying information
  5. Writing job descriptions and specifications
  6. Communication nd Preparations for Revisions
24
Q

Describe the fifth step of job analysis

A

Writing job descriptions and specifications
- analyzing the information collected in step 3/4 and creating statements for each about the duties and responsibilities and the characteristics required
Writing competency based job descriptions is similar to tradition job analysis

25
Describe the sixth step of job analysis
Communication and Preparations for Revisions - organizational changes modify the nature of how the work is done, resulting in the need to modify the existing descriptions and specifications - JA needs to be structured enough to allow for modifications as required but still provide an understanding for current employees of what needs to be done
26
Explain the difference between a job and a position
a job is a group of activities completed by a group or a single individual a position is completed by a single person
27
Describe job description an explain the format of a job description
Job description can be in any order containing various areas of the job
28
Describe job specifications and explain the difference between specification and description
specifications are the characteristics or traits, description are the duties and responsibilities the "who" and the "what"