chapter 4 HRM

Define Job.

A group of related activities and duties.]

Define Position.

The different duties and responsibilities performed by only one employee.]

Define Job Family.

A group of individual jobs with similar characteristics.]

What is the difference between a job, position, and job family?

A job is a group of related duties; a position is the work assigned to one individual; a job family is a collection of similar jobs.]

Define Job Analysis.

A formal, systematic, and structured process for gathering, documenting, and analyzing data about the work required for a job.]

What does KSAO stand for?

Knowledge, Skills, Abilities, and Other characteristics.]

Why is job analysis important for HRM?

It identifies tasks, duties, responsibilities, and KSAOs needed for recruitment, selection, training, performance appraisal, compensation, and legal compliance.]

What does TDR stand for?

Tasks, Duties, and Responsibilities.]

What is the difference between a Job Description and a Job Specification?

A job description is job-centred and describes what the job involves; a job specification is person-centred and describes what the worker needs.]

What information is included in a Job Description?

Job title, job location, job summary, reporting relationships, working conditions, job duties, machines used, and hazards.]

What information is included in a Job Specification?

Qualifications, experience, training, skills, responsibilities, emotional characteristics, and sensory demands.]

What are the four common methods of gathering job information?

Interviews, observation, diaries or logs, and questionnaires.]

Define Interviews as a job analysis method.

Asking employees and managers to describe the job and its responsibilities.]

Define Observation as a job analysis method.

Watching employees perform the job, especially useful for manual or repetitive work.]

Define Diaries or Logs as a job analysis method.

Asking employees to record their activities over a period of time.]

Define Questionnaires as a job analysis method.

Having jobholders and supervisors complete structured forms about tasks and requirements.]

What are the main sources of job analysis information?

Employees, supervisors, and job analysts.]

What problems can occur with poorly written job descriptions and specifications?

Vague guidance, outdated requirements, legally questionable qualifications, and reduced organizational flexibility.]

Define Job Inflation.

When employees exaggerate the difficulty of their jobs to increase their perceived importance or compensation.]

What is the National Occupational Classification (NOC)?

Canada's national system for compiling, analyzing, and communicating occupational information to create uniformity.]

What is O*NET?

The occupational information database used in the United States.]

An employer requires a university degree for a job that does not need one. What job analysis problem does this illustrate?

A job specification containing a requirement unrelated to job success, potentially creating legal concerns.]

What are the two general approaches to job analysis?

Work-oriented and worker-oriented.]

What is the difference between work-oriented and worker-oriented job analysis?

Work-oriented focuses on job tasks and activities; worker-oriented focuses on the characteristics and competencies required of employees.]

Name the five specific job analysis methods discussed in the lecture.

Position Analysis Questionnaire, Critical Incident Method, Task Inventory Analysis, Competency-Based Analysis, and Functional Job Analysis.]

Define Position Analysis Questionnaire (PAQ).

A worker-oriented questionnaire covering 194 items rated using a five-point scale to determine the extent to which different activities are involved in a job.]

What are the six PAQ categories?

Information input, mental processes, work output, relationships, job context, and other job characteristics.]

Is PAQ work-oriented or worker-oriented?

Worker-oriented.]

Define Critical Incident Method.

A work-oriented job analysis method that identifies important job tasks and behaviours associated with success or failure.]

Is the Critical Incident Method work-oriented or worker-oriented?

Work-oriented.]

An airline collects examples of flight attendants handling emergencies exceptionally well or poorly. Which method is being used?

Critical Incident Method.]

Define Task Inventory Analysis.

An organization-specific list of tasks and their descriptions used to identify components of jobs.]

What two factors are rated in Task Inventory Analysis?

How frequently each task is performed and how important each task is.]

Is Task Inventory Analysis work-oriented or worker-oriented?

Work-oriented.]

Define Competencies.

A combination of motives, traits, skills, abilities, and behaviours needed for successful job performance.]

Define Competency-Based Analysis.

A worker-oriented approach that identifies the underlying competencies required for successful performance, particularly as jobs change.]

Why is Competency-Based Analysis useful for changing jobs?

Specific job tasks may change over time, so employers emphasize adaptability and competencies aligned with organizational needs.]

Is Competency-Based Analysis work-oriented or worker-oriented?

Worker-oriented.]

Define Functional Job Analysis (FJA).

A work-oriented method that describes jobs according to what workers do with data, people, and things.]

What are the three categories used in Functional Job Analysis?

Data, People, and Things.]

A mechanic mainly repairs engines and operates equipment. Which FJA category is most relevant?

Things.]

What is HRIS-Supported Job Analysis?

Using HR software, online tools, and databases to collect and analyze job information efficiently.]

What makes a job analysis legally defensible?

Well-documented formal procedures, multiple current sources, an appropriate and representative sample, trained analysts, freedom from bias, and identification of critical job requirements.]

Define Job Design.

improves jobs through technological and human considerations to enhance organizational efficiency and employee job satisfaction.

What are the four basic considerations in job design?

Organizational objectives, industrial engineering, ergonomics, and behavioural or employee considerations.]

Define Industrial Engineering.

A field concerned with analyzing work methods and establishing time standards.]

Define Ergonomics.

Designing jobs, equipment, and workstations to accommodate employees' physical capabilities and limitations.

Why must job design consider behavioural needs?

Highly efficient and repetitive work may be psychologically unrewarding, so jobs should also support employee satisfaction and motivation.]

Define Job Enrichment.

Enhancing jobs by adding more meaningful tasks to make work more rewarding and satisfying.

According to Herzberg, how can jobs be enriched?

• Increase responsibility and task difficulty,

• provide more authority and control,

• give direct feedback,

• add learning opportunities, and use employees' skills.

What is the Job Characteristics Model?

Hackman and Oldham's model explaining how five core job characteristics create psychological states that influence motivation and performance.

What are the five core job characteristics?

• Skill variety,

• task identity,

• task significance,

• autonomy,

• feedback.

Define Skill Variety.

The degree to which a job requires different activities involving a variety of skills and talents.]

Define Task Identity.

The degree to which a job involves completing a whole and identifiable piece of work from beginning to end.]

Define Task Significance.

The degree to which a job has a substantial impact on the lives or work of other people.]

Define Autonomy.

The degree to which a job provides freedom, independence, and discretion in scheduling and performing work.]

Define Feedback.

The degree to which performing the job provides direct and clear information about the effectiveness of performance.]

What are the three psychological states in the Job Characteristics Model?

Experienced meaningfulness of work, responsibility for work outcomes, and knowledge of work results.]

What outcomes result from the Job Characteristics Model?

Improved work performance, increased internal motivation, and lower absenteeism and turnover.]

Define Employee Empowerment.

Granting employees authority to initiate change and take charge of what they do.]

What four conditions support employee empowerment?

Participation, innovation, access to information, and accountability.]

Define Job Carving.

The employer modifies a job to better fit an individual's abilities, often to support persons with disabilities.]

Define Job Crafting.

Employees themselves make small changes to their jobs to better fit their strengths, interests, or values.]

Define Job Enlargement.

Adding more tasks at the same level to reduce boredom without increasing responsibility.]

What is the difference between job enrichment and job enlargement?

Enrichment adds meaningful responsibility, autonomy, or challenge; enlargement adds more tasks at the same level without increasing responsibility.]

What is the difference between job carving and job crafting?

Job carving involves employer-directed modifications to fit an individual's abilities; job crafting involves employee-initiated modifications to fit their strengths, interests, or values.]

Why do organizations design work for groups and teams?

To increase collaboration and synergy, improve work processes and decisions, and strengthen employee commitment and cooperation.]

Define Synergy in teamwork.

When the combined efforts of employees produce greater results than their separate individual efforts.]

Define Employee Involvement Groups (EIGs).

Groups of employees who meet to resolve problems or offer suggestions for organizational improvement.]

Define Employee Teams.

A technique where work functions are structured for teams and members have discretion over matters traditionally handled by management.]

What is the difference between EIGs and employee teams?

EIGs mainly suggest improvements for management to consider; employee teams have greater discretion over assigned work and decisions.]

Define Virtual Teams.

Teams whose geographically dispersed members work together through communication technology.]

What are the characteristics of successful teams?

• Shared goals, motivated members,

• open communication,

• shared leadership,

• clear roles,

• cooperation,

• trust, accountability,

• constructive conflict resolution.

Define Cross-Functional Team.

A team of specialists from different functions formed to accomplish a specific objective.]

Define Self-Directed Team.

A group of highly trained employees performing interdependent tasks and using consensus to make work-related decisions.]

Distinguish project teams, task forces, and process improvement teams.

Project teams: develop a product or service and usually disband afterward

task forces: address major urgent problems; process

improvement teams :improve quality, reduce waste, or increase productivity across functions.

Define Compressed Workweek.

Shortening the number of days in the workweek by lengthening the hours worked each day.]

Define Flextime.

Flexible working hours that allow employees to choose daily starting and quitting times while completing required hours.]

Define Job Sharing.

An arrangement where two part-time employees perform a job normally held by one full-time employee.]

Define Telecommuting.

Using computers, networks, and communication technology to work from home instead of the traditional workplace.]

Why are flexible work schedules not considered true job design?

They change when, where, or how work is scheduled rather than changing the job's tasks and responsibilities.]

An employee works four 10-hour days instead of five 8-hour days. What arrangement is this?

Compressed workweek.]

Two part-time employees split the responsibilities of one full-time position. What arrangement is this?

Job sharing.]