Chapter 4: Job Analysis and Competency Models Flashcards
(27 cards)
Job Analysis
the process of collecting information about jobs (structured process, job breakdown)
Job description
Written description of what job occupants are required to do, how they are supposed to do it, and the rationale for any required procedures
Job specification
KSAOs that are needed to perform well on the job
Knowledge
body of information, usually factual or procedural
Skill
level of proficiency or competency in performing a specific task
Ability
a general capability or trait that an individual possesses
Other attributes
personality traits or individual characteristics (cooperation, conscientiousness)
Job
a collection of positions that are similar in their significant duties
Position
a collection of duties assigned to individuals in an org at a given time
Job family
a set of different but related jobs that rely on the same KSAOs
Subject-matter experts
people who are most knowledgable about a job and how it is currently performed
Job Analysis Process
- Identify the use of information
- Review relevant background info
- Analyze the jobs by collecting data on job activities, required employee behabiour, working conditions, and human traits and abilities needed
- Review info with employee and immediate supervisors
- Develop a job description and job specification
How to gather job related info
Collect existing info from:
org charts, legal requirements, job descriptions, union regulations, NOC, ONET
Job Analysis method
should include the description of observable work behaviour, is indiependent of employee’s personal characteristics, should be verifiable and replicable
Work-oriented job analysis
techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes
Worker-oriented job analysis
Techniques that emphasize general aspects of jobs (perceptual, interpersonal, sensory, cognitive, and physical activities)
Interviews
questioning employees and supervisors about work done, supervisors should always be included, questions should elicit information describing important job tasks, physical activities involved in the job, environmental conditions
Direct observation
the job analyst watches employees as they carry out their job activities
Task inventories
work oriented surveys that break down jobs into their component tasks
Functional job analysis
rates the job on responsibilities for data, people, and things from simple to complex
Critical incident technique
gathers examples of critical job incidents from job experts (what led to the incident, employee behaviours during the incident, and the outcome)
Position analysis questionnaire
structured job analysis questionnaire that focuses on the general behaviours that make up a job
Worker traits inventories
methods used to infer employee specifications from job analysis data
