CHAPTER 2- JOB ANALYSIS AND EVALUATION Flashcards
The process of identifying how a job is performed, the conditions under which it is performed, The process of identifying how a job is performed, the conditions under which it is performed,
Job Analysis
Importance and Purpose of Job Analysis
Writing Job Descriptions
Employee Selection
Training
Personpower Planning
Performance Appraisal
Job Classification
Job Evaluation
Job Design
Compliance with legal guidelines
Organizational analysis
A written summary of the tasks performed in a job, the conditions under which the job is performed, and the requirements needed to perform the job.
Job Description
The idea that organizations tend to promote good employees until they reach the level at which they are not competent - in other words, their highest level of incompetence
Peter principle
Obtaining information about a job by talking to a person performing it.
Job Analysis Interview
a cluster of jobs of similar worth
Grade
A relatively dated term that refers to the knowledge, skills, and abilities needed to successfully perform a job. “Competencies” is the more common term used today.
Job Specifications
A process in which employees unofficially change their job duties to better fit their interests and skills.
Job Crafting
a job description contains the following 8 sections namely…
Job Title
Brief Summary
Work Activities
Tools and Equipment Used
Work Context
Peformance Standards
Compensation Information
Personal Requirements
One of the 8 sections of the Job description that describes the nature of the job, its power and status level and the competence needed to perform a job.
Job title
One of the 8 sections of the Job description that are only a paragraph in length and can be used in help-wanted advertisement, internal job postings,and company brochures.
Brief Summary
One of the 8 sections of the Job description which lists the task and activities in which the worker is involved
Work Activities
One of the 8 sections of the Job description which describes the environment in which the employee works and mentions stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger, and any other relevant information
Job Context
A section of the Job Description which contains a relatively brief description of how an employee’s performance is evaluated and what work standards are expected of the employee
Work Performance
This section of the job description should contain information on the salary grade, whether the position is exempt, and the compensable factors used to determine salary
Compensation Information
This section contains the knowledge, skills, abilities, and other characteristics (KSAOs) (such as interest, personality, and training) that are necessary to be successful on the job
Job Competencies
Who Will Conduct the Analysis?
Typically, a job analysis is conducted by a trained individual in the Human Resources department, but it can also be conducted by job incumbents, supervisors, or outside consultants.
Which Employees Should Participate in the job analysis?
For organizations with relatively few people in each job, it is advisable to have all employees participate in the job analysis. In organizations in which many people perform the same job (e.g., teachers at a university, assemblers in a factory), every person need not participate. I
a group of subject-matter experts (people who are knowledgeable about the job and include job incumbents, supervisors, customers, and upper-level management) meet to generate the tasks performed, the conditions under which they are performed, and the KSAOs needed to perform them.
committee-based job analysis
the job analyst individually interviews/observes a number of incumbents out in the field
field-based job analysis
Steps in conducting Job Analysis
Step 1: Identify Tasks Performed
Step 2: Write Task Statements
Step 3: Rate Task Statements
Step4:DetermineEssential KSAOs
Step 5: Selecting Tests to Tap KSAOs
Sources such as supervisors and incumbents who are knowledgeable about a job.
Subject-matter experts (SMEs)
The person conducting the job analysis
Job analyst
