Week 2 JA Flashcards
What is job crafting?
It is where an individual adapts their role around themself.
What is job analysis?
The what, how, and why of a role. Also looks at how the role benefits the organisation.
What are the two pathways for JA and what is the difference between them?
Task/job orientated focuses on the actual role and what is involved.
Worker orientated focuses on what an individual needs to perform these tasks.
Think about what the role is vs what skills do we need to do it?
What is involved in task-orientated JA?
Need to determine all the tasks involved, and then rate each task to criteria.
How many tasks does a role usually involve?
Between 300-500.
What is involved in worker-orientated JA?
Need to determine the competencies (human attributes) of a task. KSAO rated by SME (knowledge of, skill in, ability to, other characteristics).
What are the three major sources of data gathering for JA?
Supervisor, the job incumbent, trained JA
Provide 7 methods for JA.
Observation
Existing information (content analysis)
Interview
Critical incident technique (focuses on superior, average, and poor response to critical incidents)
Diaries (1-2 days)
Questionnaires (position analysis questionnaire PAQ, covers 200 characteristics of jobs)
Expert panels
What do we need to be careful of when performing JA?
Overdoing it! Find the fastest way. Can get the global idea, rather than specific detail.
What is the difference between recruitment and selection?
Recruitment is finding the best potential candidates for a position.
Selection is choosing from these candidates.
What are the 10 steps to recruitment and selection?
JA 1-4
1. What are the goals of the job?
2. How does the job contribute to the goals of the organisation?
3. What competencies are required?
4. How should the job be remunerated?
recruitment 5
5. Recruit (identify targets, promote opportunity, encourage applications)
6-7 selection
6. administer appropriate selection methods
7. make selection decisions
8-10 evaluation
8. Evaluate the effectiveness of recruitment
9. Evaluate job performance
10. Evaluate the effectiveness of selection tools
Describe Schneider’s Attraction, Attrition, Selection tool.
Describes expected, rather than ideal, organisational recruitment, selection, and retention.
Attraction: People are attracted to different careers and organisations, as a function of their personality and interests
Selection: Organisations select people who are “compatible”, and end up choosing those who share common personal attributes.
Attrition: People who do not fit the environment leave, resulting in a more homogenous group remaining.
What does ASA have implications for?
Recruitment practices
Selection practices
Retention practices
Diversity, equity, and affirmative action policies.
What does the ASA model suggest?
It suggests a general trend towards homogeneity within a workplace.
What makes a selection tool “good”?
it needs to be reliable and valid.
