Unit 2: Job Analysis Flashcards
What is Job Analysis
Process of obtaining job information.
Its a systematic procedure to gatheer documents and analyze info about 3 basic aspects: context, content & requiremement
Define 2 types of recuitment
Internal: advertise with company/only to current employees
External: advertside outside (e.g. job portals, databases, lnkedin)
whats the benefit of internla recuirtment?
Save time and money, motivate employees
define selection
Picking up most suitable candidates meeting the role & comapny requirements
what is Robert Yerkes’ WW1 Alpha/beta test?
A test used in WW1 to ensure correct role distibution
deifne onboarding
the process of familiarising new employees with the org.
begins at employment offer until a productive org member
define performance appraisals
regular review of employee’s job performance and contributions (e.g. annual review, performance review)
Define Training
Ongoing process of using performance evaluation to develop training plan that reinforces the lakcing skills/competencies
Define Offboaridng
Disengaging employee from position in company (whether left or laid off)
what is the different between job & occupation?
Job: set of tasks, duties, responsibilities continuing a persons regular activity at work
Occupation: a set of job positions with similar characteristics
what 5 things is job analysis needed for?
- personnel selection
- performance assessment
- training
- rumination
- career planning
what is a job description?
job duties & responsibilities
relationships with other jobs
detailed, structured, ordered, systematic exposition
prose text/encoded format
what are the 2 aspects of job descrptions
content
context
what is job specification?
competencies (KSAOs) required for satisfactory fulfilment of tasks
what are ksaos?
knowledge
skills
abilities
other
what is McClelland’s definition of competency?
underlying characteristic causally related to superior performance in a job
what is Clause Levy-Leboyer’s definition of competency?
ability to transform and dispose of behaviours to make them more effective in the context
what is Spencer & Spencer’s definition of competency?
individual characteristic that can predict behaviour & performance
what is Spencer & Spencer’s definition of competency?
individual characteristic that can predict behaviour & performance
what is the ‘requirements’ sections of of job analysis?
A part of specification
The characteristics the occupant must have (traits, attititude, abilities)
What is the content information of job anlsysi
Functions (repsonsibilities)
Tasks
Procedures (methods, tools, techniques)
Other (objectives, purposer, frequency time)
what is the context info of job analysis?
Physical (noise, temp, lighting)
Social (interactions; clients? colleagues? supervisors?)
what are the 7 methods of gaining job info?
Observation
Interviews
Questionnaires
Focus groups
work diaries
job execution
document analysis
what are the 2 types of observation
Participatory: immerse self into faily routine of participants
Systematic: specification fo which action, attributes, variables are to be recorded & how to ensure consistent results across observers
what are the pros & cons of observations? (3 of each)
+ primary data
+ thorough & comprehensive info
+ high face validity
- expensive & timely
- Evaluation apprehension
- not applicable to complex/intellectual tasks
what are the pros & cons of interviews? (3 each)
+ versatile
+ rich data
+ direct interaction with occupants (reduce reluctance)
- not always easy
- expensive (time, effort, analysis)
- open to exaggerations from employees
what are the pros & cons of questionnaires? (5 opros, 2 cons)
+ cheap & quick
+ info from all job occupation
+ completed outside of work
+ statistical/computerised analysis
+ useful for cross-job comparison
- impersonal procedure
- not useful for low-skilled jobs
what are the pros & cons of work diaries (2 pros, 4 cons)
+ inexpensive
+ easy to design, administer, complete & analysis
- level of detail cannot be controlled
- requires time & effort from workers
- tend to be rejected by workers
- activities recorded may not be typical of role
1 pro & 1 con of focus groups?
+ easy to design, execute by experts
- costly in time, effort, £££
what are the pros & cons of job execution?
+ direct contact with real psychic, environmental & social demands
- only suitable for simple jobs
