Topic 3 & 4 Flashcards
5 steps in job analysis
Identify Job Observe/interview leadership Observe/interview incumbents Consolidate Info into draft feedback/revise
job analysis
process of systematically analyzing positions that result in completed work in organizations
Occupational Info Network
online database by Dept. Labor with list of job descriptions/occupations
ETA
Employment and Training Admin
part of DOL
training/employment services through state/local workforce programs
OOH
Occupational Outlook Handbook
from BLS
occupational info about jobs and work
expected changes
Job analysis methods
Interviews - ask incumbents questions
panel interview - multiple incumbents
questionnaires - custom or generic
job description databases
O*NET
OOH
ETA
Payscale
Job description elements
Identification - title, type, id
Content - tasks, duties, responsibilities (TDR), describes job
Specification - translate TDR knowledge, skills, abilities, other (KSAO), describes person
Relationships - supervisor, peer, customer
Tools - tech, info
Primary Duties test
Executives Learned Professionals Creative Professionals Administrative Computer Outside Sales Highly Compensated
FLSA requirement
determine employee status (contractor, employee, exempt, non-exempt)
Internal Reward Alignment
how TRS aligns each employee’s rewards with others’ rewards
3 approaches to internal reward alignment
Job based - based on tasks performed
individual based - based on characteristics of person
performance based - based on results
job evaluation
process of determining the value of each job in the org
job structure
list of functional job groups and hierarchy
job families are largest category
job-value structure
structure of internal jobs positioned according to relative value
3 methods determine IRA through job structure
Job Classification
Job Comparison
Point Factor Approach
Job Classification Approach
logical categories and descriptions
Job Comparison Approach
relative heirarchy, jobs assigned points, pay system aligned with ranking
Point Factor Approach
point value based on value to organization
Steps in Point Factor Approach
Choose Compensable Factors Develop Factor Measures Determine Factor Weights Pilot Test Job Eval System Measure Factors for all jobs
compensable factor
job elements that the org values
connected to critical success fators
benchmark jobs
sample of jobs that represent type, content , level of jobs in the org
rating scales
tools to measure compensable factors
Graphic Rating Scale - rate how much a job involves a compensable factor
Anchored Rating Scale - how much a job involves a behavor
Variable Distance Rating Scale - account for natural breaks
factor weighting
applying weight to compesnable factor
