Defining, Analyzing, and Designing the Work Flashcards Preview

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Flashcards in Defining, Analyzing, and Designing the Work Deck (44)
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1

what is job analysis?

process of systematically obtaining info about jobs

2

What is job design?

defining + organizing tasks, roles, processes

3

Who performs job analysis?

HR dept is responsible

4

the __ ____ plays an important role in job design, which is: _____

line manager

determining what work will be performed and in what order

5

What is 'a group of related activities and duties?'

Job

6

What is a position?

specific duties performed by one person

7

What is 'work?'

tasks/activities to be completed

8

the ____ is the part an employee plays in an organization (behaviours)

role

9

What is the overview of the entire job analysis process?

conduct job analysis
write job description
use description in HRM processes

10

What are the sources for job information in the process of job analysis? (3)

employee
supervisor
online job profiles

11

How is job information collected (methods)?

questionnaires
interviews
diaries
observations

12

What sort of job information is collected? (9)

tasks
duties
responsibilities
equipment used
skills/knowledge/experience required
work conditions
effort
job context
performance standards

13


what does a job description include?(5)

job title
summary
duties/responsibilities
specification (skills/knowledge/abilities)
standards of performance

14

What is job description info used for? (5)

recruitment & selection
performance management
training & development
H&S
compensation

15

Outline the task analysis approach for job analysis:

1. collect task statements (compile info about tasks/duties -> each statement describes 1 specific part of job)
2. identify important statements (ask to rate each statement -> average -> remove unimportant statements below cutoff)
3. establish dimensions (group into categories)
4. determine KSAs (knowledge, skills, abilities needed for job - link to statement)

16

T/F: task statements should only appear in 1 dimension

True

17

T/F: KSAs should be specific to only 1 task statement

False; can fit 1 or more

18

The major potential problem in job analysis:

lack of information accuracy

19

What might cause lack of accuracy in job analysis? (5)

employees inflating the job (exaggerate)
not collected from representative sample of employees
length of job cycle is longer than observation period (didn't see everything)
some tasks not observable
ongoing job changes

20

What is a job description?

short written document containing info from job analysis

21

What is included in a job description? (7)

date
O*NET or NOC code
job title
summary
tasks, duties, responsibilities
KSAs
standards of performance

22

What are standards of performance, and why are they important?

outlines expected results

criteria for evaluation
minimize misunderstandings
establish foundation for taking corrective action

23

What are common problems in writing job descriptions? (6)

poorly written, vague
not updated
specs unrelated to job (discrimination)
omits important tasks/duties
limits scope of activities
no SOPs

24

A well written job description should use ____ (words)

action verbs, present tense

25

T/F: job descriptions may need to be revised for an employee

True: reasonable accommodation

26

What role does job description play in recruitment and selection?

serve to attract and choose qualified applicants

27

how does job description contribute to training and development?

identify discrepancies -> develop training programs

28

What part of a job description is used for performance appraisal?

standards of performance

29

How is a job description used for compensation?

help determine job's relative worth -> determine pay

30

____ job environments may require different approaches for job analysis. Give examples

dynamic

future orientation (predict future needs)
competency based (focus on characteristics of good performers)
'living' job description (updated by manager as it changes)