Lesson 3: Designing and Analyzing Jobs Flashcards
(28 cards)
Competencies
demonstrable characteristics of a person that enable performance
Competency based job analysis
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)
position
A collection of tasks and responsibilities done by a single person
e.g., admin assistant for the financial advisor
Ergonomics
seeks to integrate and accommodate the physical needs of workers into the design god the job
- adapt the entire job system
Organizational Chart
Used to depict the structure of the firm (snapshot) - flat -bureaucratic - matrix (step 1)
Industrial engineering
field of study concerned with analyzing work methods
- making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks and establishing time standards
Process chart
Shows the flow of inputs to outputs from the job under study
(step 1)
what are the steps in job analysis
- Review relevant background information
2. Select a job to be analyzed
Job description
Written statement of what the job holder actually does, how they do it and under what conditions
(step 5)
Job design
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)
Job enlargement (horizontal loading)
“dehumanizing aspects” of work - repetitive and specialized jobs
Job enrichment (vertical loading)
assigning additional tasks at the same level of responsibility to increase the number of tasks to perform (reduces monotony)
Job rotation
systematically moving employees from one job to another (reduces monotony and boredom)
Job specification
what human traits and experiences are required to do the job
(step 5)
National Occupational Classification
reference tools for writing job descriptions and job specifications
readily access info regarding the required activities, requirements, competencies etc by job title
(step 3)
Occupation
described as a collection of jobs that share some or all of a set of main duties
position analysis questionnaire
A way of obtaining information for the JA
step 3
what are the steps in job analysis
- Review relevant background information
- Select a job to be analyzed
- Collecting job analysis information
- Verifying information
- Writing job descriptions and specifications
Physical demands analysis
the sense used and the type, frequency and amount of physical effort involved in the job
(step 5)
Describe the fourth step of job analysis
The job information should be verified withy any workers perfuming the job and with the immediate supervisor
Describe the fifth step of job analysis
Writing job descriptions and specifications
What does a job description often include?
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
what are the steps in job analysis
- Review relevant background information
- Select a job to be analyzed
- Collecting job analysis information
- Verifying information
- Writing job descriptions and specifications
- Communication nd Preparations for Revisions
Describe the fifth step of job analysis
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