Ch. 2 - Job Analysis and Evaluation

compensable job factors

factors, such as responsibility and education requirements, that differentiate the relative worth of jobs

job analysis

gathering and analyzing information about the work an employee performs, the conditions under which the work is performed, and the worker characteristics needed to perform the work under the identified conditions

job description

a written summary of the tasks performed in a job, the conditions under which the job is performed and the requirements need to perform the job.

job analysis interview

obtaining information about a job by talking to a person performing it.

8 sections every job description should contain

1.) job title

2.) brief summary

3.) work activities

4.) tools and equipment used

5.) work context

6.) performance standards

7.)Compensation information

8.)Personal requirements

grade

a cluster of jobs of similar worth

Job competencies

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.

Competencies

The knowledge, skills, abilities, and other characteristics needed to perform a job

Job crafting

a process in which employees unofficially change their job duties to better fit their interests and skills

subject-matter experts (SMEs)

sources such as supervisors and incumbents who are knowledgeable about the job

job analyst

the person conducting the job analysis

SME conference

a group job analysis interview consisting of subject-matter experts

Ammerman technique

A job analysis method i/w a group of job experts identifies the objectives and standards to be met by the ideal worker

observations

a job analysis method in which the job analyst watches the job incumbents perform their jobs

job participation

a job analysis method i/w the job analyst actually performs the job being analyzed

task inventory

a questionnaire containing a list of tasks each of which the job incumbent rates on a series of scales such as importance and time spent

task analysis

the process of identifying the tasks for which employees need to be trained

KSAO's aka competencies

Knowledge - a body of performance needed to perform a task

Skill - The proficiency to perform a learned task

Ability - the basic capacity for performing a wide range of tasks, acquiring a knowledge or developing a skill

Other characteristics - factors that are not knowledge, skills, or abilities such as personality, willingness, interest and degrees

Position Analysis questionnaire (PAQ)

structured job analysis method developed by McCormick

-194 questions

-organized into 6 dimensions

Information input

Mental processes

Work output

Relationships with other persons

Job context

Other job related variables: work schedule, pay and responsbility

job structure profile

a revised version of the PAQ designed to be used more by the job analyst than by the job incumbent

Job elements Inventory (JEI)

a strucutred job analysis technique developed by Cornelius and Hakel that is similar to the PAQ but easier to read

Functional job analysis (FJA)

a job analysis method developed by Fine that rates the extent to which a job incumbent is involved with functions in the categories of data, people and things

Job components inventory (JCI)

a structured job analysis technique that concentrates on worker requirements for performing a job rather than on specific tasks

AET

An ergonomic job analysis method developed in Germany

occupational information network (O*NET)

the job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT)

Critical incident Technique

the job analysis method developed by John Flanagan that uses written reports of good and bad employee behavior

Threshold traits analysis

a 33 item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job

Fieldman Job analysis survey

a job analysis method i/w jobs are rated on the basis of the abilities needed to perform them

job adaptability inventory

a job analysis method that taps the extent to which a job involves eight types of adaptability

Personality-related position requirements form (PPRF)

a job analysis instrument that helps determine the personality requirements for a job

job evaluation

the process of determining the monetary worth of a job

wage trend line

a line that represents the ideal relationship b/w the # of points that a job has been assigned (using the point method of evaluation) and the salary range for that job

salary surveys

a questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey

direct compensation

the amount of money paid to an employee (does not count benefits, time off and so forth)

comparable worth

the idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand

Why is the job analysis so important?

It is the foundation of all HR activities. Without it, can't write job description, select employees, evaluate performance, or conduct training programs.

What are the main sections of a job description?

1.) job title

2.) brief summary - nature and purpose of job

3.) work activities

4.) tools and equipment used

5.) work context - environment, stress level, schedule, physical demands, # of coworkers

6.) performance standards - how job is evaluated and what work standards are expected

7.)Compensation information

8.)Personal requirements

Would a job analyst expect to find gender and race differences in the way employees perform the duties of their job? Why or why not?

Yes, evidence that african americans and whites view jobs differently.

Men tend to be involved in budgetary and finance related tasks

How should a task statement be written?

Level that can be read

in one tense

must contain an action and an object

Why are there so many job analysis methods?

other methods tend to provide info on specific factors

Research indicates that the average salary for women in the united states is about 80% of the average salary for men. Why is that?

some of that is due to men working longer, having a higher percentage of FT jobs and working more hours in a year, but also vocational choice and educational opportunity discrimination