Chapter 2- Job Analysis and Design Flashcards
Job Analysis
Systematic study of a job to discover its specifications and skill requirements.
Used for all HR functions:
-Wage-setting, recruitment, training, performance management, or job-redesign
Job vs Position
Job
-Group of related activities and duties
-May be held by one or several employees
Position
-Collection of tasks and responsibilities performed by an individual
In a department with one supervisor, three animators and twelve programmers there are 16 positions but only 3 jobs.
HRM Activities That Rely on Job Analysis
- Careful study of jobs to improve employee productivity levels.
- Elimination of unnecessary job requirements that can cause discrimination in employment.
- Creation of job advertisements used to generate a pool of qualified applicants.
- Matching of job applicants to job requirements.
- Planning of future human resource requirements.
- Determination of employee on boarding and training needs.
- Fair and equitable compensation of employees.
- Identification of realistic and challenging performance standards.
- Redesign of jobs to improve performance, morale, and quality of work life.
- Fair and accurate appraisal of employee performance.
Steps in Job Analysis
Phase 1: Preparation for Job Analysis
Phase 2: Collection of Job Analysis Information
Phase 3: Use of Job Analysis Information
Phase 1: Preparation
Step 1
Become familiar with the organization and its jobs
Step 2
Determine uses of job analysis information
Step 3
Identify jobs to be analysed
Phase 2: Collection of Job Analysis Information
Step 4
-Determine sources of job data
-Human and nonhuman sources
Step 5
Identify the data required, which may include:
-Job Identification (e.g., job title)
-Duties (e.g., the job tasks)
-Responsibilities (e.g., equipment operation, supervisory responsibility)
-Human Characteristics (e.g., lifting, hearing)
-Working Conditions (e.g., exposure to hot or cold)
-Performance Standards (e.g., how well the job needs to be performed)
Step 6:
Choose the method for data collection
-Interviews
-Focus groups
-Questionnaires
-Employee logs
-Observation (Hawthorne)
-Combinations
Phase 3: Use of Job Analysis Information
Job Descriptions
Job Specifications
Job Standards
Competency Models
Contents of a Typical Job Description
The key parts of a job description:
-Job identity
-Job summary
-Duties and responsibilities
-Working conditions
-Approvals
Job Identity
Job title, job location, job code
National Occupational Classification (NOC)
Skill level and skill type
Industry and occupational mobility
https://noc.esdc.gc.ca/?GoCTemplateCulture=en-CA
O*NET OnLine
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Job Summary and Duties
Summarizes the job in a few sentences
-Indicates what the job is
-Indicates how the job is done
Explains what the job requires
-Each major duty is described in terms of the actions expected
Working Conditions and Approvals
Working Conditions:
-May go beyond descriptions of the physical environment
-Hours of work, safety and health hazards, travel requirements, and other features of the job
Approvals:
-Reviewed by jobholders and supervisors
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Job Specifications
A written statement that explains the human knowledge, skills, abilities, and other characteristics (KSAOs) needed to do a job
Includes experience, specific tools, actions, education and training required
Includes physical and mental demands on jobholders
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Job Performance Standards
The performance level expected from an employee
-Objectives or targets for employee efforts
-Criteria for measuring job success (TD example)
Sources of standards:
-Job analysis information
-Alternative sources (e.g. industry standards)
Competency Models
Competency
-Knowledge, skills, ability, or behaviour associated with success on the job
-Broader in scope than KSAOs (e.g. communication)
Competency Model (competency framework)
-Describes a group of competencies required in a particular job Example CPHR Framework
Competency Matrix
-A list of the level of each competency required for several jobs at an organization
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