Products ob Job Analysis (JA Part 2) Flashcards
concentrates on describing the job as it is currently being performed
Job Description
a formal, written document which explains what the job is called, what it requires to be done, how to be done and where it is to be done.
Job Description
concentrates on knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job.
Job Specifications
identifiable factual information necessary to perform the job
Knowledgeable
are specific proficiencies necessary for performing the tasks that make up the job.
Skills
general and enduring capabilities for doing the job.
Abilities
Contents of job description
Date written
Job status(Full time or part time; salary or wage)
Position title
Job summary(a synopsis of the job responsibilities)
Detailed list of duties and responsibilities
Supervision received( to whom the job holder reports)
Supervision exercised, if any(who reports to this employee)
Principal contacts( in and outside the organization)
Related meetings to be attended and reports to be filed
Competency or position requirements
Required education and experience
Career mobility(position for which job holder may qualify next)
Job analysis methods
Observation
Interview
Questionnaires
Functional Job Analysis
- simple and straightforward
- person making the analysis observes individual/s performing the job and takes pertinent notes describing the work
Observation
Determine the elements of work required to perform it, the order of which these elements occur, and the times required to perform them effectively.
Time Study
Objective is to determine how long it should take an average person to perform the job/task in question.
Time Study
observation method based on taking statistical samples of job actions throughout the workday then drawing inferences about requirements and demands of job
Work Sampling
- meeting and interview of job holder usually held at job site
Interview
Types of Interview
Unstructured - no preplanned format
Structured - follows designed format
- typically 3 to 5 pages long containing objective and open-ended questions.
- can obtain information from a large number of employees in a short period of time.
Questionnaires
uses standardized statement and terminology to describe the contents of jobs.
Functional Job Analysis
describes how employee interacts with data, people and things
Functional Level
describes the amount of time(using %) employee spends on tasks of each functional level.
Function Orientation
TRUE OR FALSE: The supervisor and the job holder do not participate in the design of the job analysis.
TRUE
TRUE OR FALSE: Job incumbents are seldom trained or prepared to generate quality data for job analysis.
TRUE
Process of structuring work and designating specific work activities of individuals or group of individuals to achieve organizational objectives.
Job Design
3 phases of job design process
- specification of individual tasks
- specification of method of performing each task (HOW)
- combination of individual tasks into specific jobs to be assigned to individuals
Refers to the number and variety of different tasks performed by the job holder.
Job Scope
Refers to the freedom of job holders to plan and organize their own work, work at their own pace, move around and communicate as desired.
Job Depth
An approach which was first introduced as an alternative to viewing job design strictly as a matter of specializing the job as much as possible.
Sociotechnical Approach
Includes factors such as temperature, humidity, ventilation, noise, lighting, color and spatial density can have an impact on the design of jobs.
The physical work environment
should allow for normal lighting, temperature, ventilation and humidity.
Physical environment
refers to alternative work schedules and arrangements.
Flexible Work Arrangements (FWA)
allow an employee to alter time and/or place when/where work is conducted on a regular basis, consistent and predictable with the employer’s operations.
Flexible Work Arrangements (FWA)
Types of Flexible work arrangements (FWAs)
Flextime
Telecommuting
Condensed work week
Contingent Workers
flexible working hours, allow employees to choose, within certain limits when they start and end their workday.
Flextime
the practice of working at home or while travelling and being able to interact with the office.
Telecommuting
the number of work hours per week is increased and the number of days in the workweek is decreased.
Condensed work week
Types of Contingent Workers
Independent Contractors and on-call workers
Temporary or short-term workers
Types of Flexible work arrangements (FWAs)
Compensation Retention Attitude and work quality Orientation and training Legal issues Use of company resources Physical security
