Week 4 Flashcards
Job analysis
Structured and systematic process for collecting and organising information about tasks
- requires collection of information about context surrounding job
- consists of studying one or more jobs of an organization
Function families
group of functions with similar content that are related (technical services)
Role/job
group of tasks and responsibilities that a person performs that are part of their job (technical assistant)
Task
the specification of what the person does
KSAOC
Knowledge (understanding)
Skills (to perform the job)
Abilities (aptitudes for certain tasks)
Other Characteristics (attitudes and personalities)
Competencies/skills analysis
a competency is an individual characteristic that has a causal relationship with the average or superior performance in a given professional situation
- compare workers with different levels of performance
- identify characteristics/behaviours directly associated with performance
Methods of job analysis
- direct observation
- diaries
- interviews
- surveys
- task inventory
- study of equipment specifications
- competencies/skills inventory
Job analysis: Sources
- job holders; colleagues and supervisors
- organizational documents (written material)
- observations
Job description
systematic description of task, activities and responsibilities that workers must ensure in order to contribute to organizational goals
Job description: activities and tasks (characteristics)
- related to information, people or objects
- observable or not observable
- autonomous or cooperative
- sequential or discontinuous
- frequent, seasonal or sporadic
Job description: responsibilities
level of responsibility is defined by:
- type of accountability that can be attributed to job holder
- possibilities that the individual has to influence the results of certain events
- the autonomy to perform the job
- types of authority exercised
Job description: requirements that are specified
- skills/abilities
- previous experience
- health conditions
- special conditions
- professional qualifications or academic degrees
Job description sheet
- Job identification/organic framework (job name, position on organization chart…)
- Job content (tasks, activities, behaviours)
- Working methods (task sequence)
- Instruments used (machines, tools)
- Who receives the outputs, who sends the inputs
Fórmula for job description sheet
Formula: Verb + Object + Goal
Example: Collect (verb) financial data (object) to evaluate budget requests (goal)
What is the use of job analysis and job description?
- recruitment and selection
- career management
- HR planning
- rewards
- performance evaluation
- training and development
What happens if there is no job analysis/job description?
- role ambiguity
- problems in communication
- poor definition of goals for workers (could impact evaluation)
Job offers
offered by companies, in a specific place, in a specific period of time
Job search
set of individuals able to work in a given place, in a given period of time
Labor market impact on R&S (Real and society): Job offers EXCEED Job Search
- Slower recruitement
- Low number of applications
- Insufficient suitable applications
- More flexible and less demanding selection criteria
- Salaries tend to rise
- Candidates proceed to “select” companies
- Greater retention and fixing efforts (difficult to find replacements)
Labor market impact on R&S: If Job search EXCEEDS Job offers
- High-yield recruitment
- Large volume of applications
- Role profile and application requirements
- More demanding selection criteria
- Starting salaries tend to suffer reductions
- Greater competition between candidates
Employer branding
a targeted, long-term strategy for managing the attention and perceptions of employees, potential candidates and stakeholders towards a given organization
Employer branding: A Game of seduction
- Candidates want to seduce employer by creating positive impressions
- Companies seek to convey an attractive image to attract highly qualified and talented candidates
Brand values: Traditional Values
- Job stability
- Professional career
- Compensation and benefits
- Acquired rights
- Valuing hierarchy
- Recognition of loyalty
Brand Values: Current values
- Challenging projects
- Flexibility and autonomy
- Work-life balance
- Open and informal communication
- Horizontal structure
- Recognition of merit
How to evaluate the effectiveness of the Employer branding strategy?
- Employee satisfaction questionnaires
- Absenteeism statistics
- Turnover
- Attraction (Number of applicants)
- Favorable references in the media
- Interviews with employees who left the organization/candidates who refuse job offers
Employer Value Proposition (EVP)
it is the employer brand core message, and the image of the company in the job market, it reflects:
- characteristics, benefits and working methods of an organization
- the challenges and opportunities it provides
- rewards
- identity matrix (culture, values, leadership)
- positioning and prestige in the business area
- allows it to differentiate itself from the competition between other companies
How can we measure EVP?
- Assess current brand awareness and reputation
- Define how companies want to be seen by realistically assessing the organization’s distinctive strengths and translating them into a compelling value proposition
- Implement internal and external strategies to sustain it (ensure each role in the company understands the value of a strong brand, be proactive on social media and share information)
