MGT 468 - Chapter 4 Notes

MGT 468 - JSU - Chapter 4 Notes

job specification

The list of knowledge, skills, abilities, and other characteristics that are necessary for an individual to have to perform the job

job description

The list of tasks, duties, and responsibilities that make up a job. These are observable actions.

Job-based

_________ pay structures look at what people are doing and the expected outcomes; skill-and competency-based structures look at the person

Job-based

What pay structure look at what people are doing and the expected outcomes; skill-and competency-based structures look at the person?

Job Analysis

The systematic process of collecting information that identifies similarities and differences in the work.

Job evaluation

Comparison of jobs within an organization

Step 1: Develop preliminary job information

In what step of the contemporary job description should one do the following:
• Review existing documents in order to develop an initial “big-picture” familiarity with the job: its main mission, its major duties or functions, work flow patterns.

• Prepare a preliminary list of duties that will serve as a framework for conducting the interviews.

• Make a note of major items that are unclear or ambiguous or that need to be clarified during the data-gathering process.

Step 2: Conduct Initial Tour of Worksite

In what step of the contemporary job description should one do the following:

The initial tour is designed to familiarize the job analyst with the work layout, the tools and equipment that are used, the general conditions of the workplace, and the mechanics associated with the end-to-end performance of major duties.

The initial tour is particularly helpful in those jobs where a firsthand view of a complicated or unfamiliar piece of equipment saves the interviewee the thousand words required to describe the unfamiliar or technical.

For continuity, it is recommended that the first-level supervisor-interviewee be designated the guide for the job-site observations.

Step 3: Conduct Interviews

In what step of the contemporary job description should one do the following:

It is recommended that the first interview be conducted with the first-level supervisor, who is considered to be in a better position than the jobholders to provide an overview of the job and how the major duties fit together.

For scheduling purposes, it is recommended that no more than two interviews be conducted per day, each interview lasting no more than three hours.

Step 4: Conduct Second Tour of Worksite

In what step of the contemporary job description should one do the following:

The second tour of the work site is designed to clarify, confirm, and otherwise refine the information developed in the interviews.

As in the initial tour, it is recommended that the same first-level supervisor-interviewee conduct the second walk-through.

Step 5: Consolidate Job Information

In what step of the contemporary job description should one do the following:

The consolidation phase of the job study involves piecing together into one coherent and comprehensive job description the data obtained from several sources: supervisor, jobholders, on-site tours, and written materials about the job.

Past experience indicates that one minute of consolidation is required for every minute of interviewing. For planning purposes, at least five hours should be set aside for the consolidation phase.

A subject-matter expert should be accessible as a resource person to the job analyst during the consolidation phase. The supervisor-interviewee fills this role.

The job analyst should check the initial preliminary list of duties and questions—all must be answered or confirmed.

Step 6: Verify Job Description

In what step of the contemporary job description should one do the following:

The verification phase involves bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete.

The verification process is conducted in a group setting. Typed or legibly written copies of the job description (narrative description of the work setting and list of task statements) are distributed to the first-level supervisor and the job incumbent interviewees.

Line by line, the job analyst goes through the entire job description and makes notes of any omissions, ambiguities, or needed clarifications.

The job analyst collects all materials at the end of the verification meeting.

Step 1: Develop preliminary job information
Step 2: Conduct Initial Tour of Worksite
Step 3: Conduct Interviews
Step 4: Conduct Second Tour of Worksite
Step 5: Consolidate Job Information
Step 6: Verify Job Description

What are the 5-6 parts of a Contemporary Job Description?

job analysis

A typical ________ starts with a review of information already collected in order to develop a framework for further analysis.

adequately identify, define, and describe a job.

Generally, a good job analysis collects sufficient information to:

Job titles, departments, the number of people who hold the job, and whether it is exempt from the Fair Labor Standards Act

What are the examples of information that identifies a job?

The Job Content

What is the heart of a job analysis?

those that cannot be reassigned to other workers

The essential elements of a job are defined as what?

essential elements

The parts of a job that cannot be reassigned to other workers

What information should be collected for a good Job Analysis?

Job content data

___________ involve the elemental tasks or units of work, with emphasis on the purpose of each task.

the elemental tasks or units of work, with emphasis on the purpose of each task.

Job content data involve:

Employee characteristics, Internal Relationships, External Relationships

Data related to the employee contain what three main parts?

Job Identification and Job Content

Data for a job analysis related to the job include which two main parts?

Data Related to the Job; Job Content

Tasks, Activities, Constraint on actions, Performance criteria, Critical incidents, Conflicting demands, Working conditions and Roles describe what factor and part of a job analysis?

Data Related to the Job; Job Identification

Title, Tasks, Department in which job is located, Number of people who hold job describe what factor and part of a job analysis?

for each new set of jobs

When does new task-based questions for job analysis need to be designed?

Task data

_______ reveal the actual work performed and its purpose or outcome.

Information input, mental processes, work output, relationships with other persons, job context, other job characteristics, and general dimensions.

What are the seven basic factors that are a part of the Position Analysis Questionnaire?

The Position Analysis Questionnaire

The following information can be found in what: information input, mental processes, work output, relationships with other persons, job context, other job characteristics, and general dimensions.

Essential functions

_________ refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

Americans with Disabilities Act (ADA)

What legislature requires that essential elements of a job be listed in a job analysis?

Job-based approach

Which job analysis approach is the most common?

1- Why are we performing job analysis? 2- What information do we need?
3- How should we collect it?
4- Who should be involved?
5- How useful are the results?

What are the major decisions in designing a job analysis?

Tasks

Smallest unit of analysis, a specific statement for what a person does: Example: Answers the telephone

Job

Group of tasks performed by one person that make up the total task assignment for that one person: Example: Customer service representative

True

True or False:
Similar tasks can be grouped into a task dimension: Example: Responsible for ensuring that accurate information is provided to the customer

hiring and promotion standards and identifies training needs.

Identifying the skills and experience required to perform the work clarifies:

fill out a questionnaire

The most common way to collect job information is to ask the people who are doing a job to:

“Admin” is collecting job information

If an associate performing a certain job is asked to fill out a questionnaire, what is likely happening?

Questionnaires, Interviews, and Observation of associate working

What are Conventional Methods of collecting information for a Job Analysis?

What are Quantitative Methods of collecting information for a Job Analysis?

True

True or False:
The advantage of conventional questionnaires and interviews is that the involvement of employees increases their understanding of the process.

True

True or False:
Quantitative data collection allows more data to be collected faster

knowledge, accountability, reasoning, communication, and working conditions

What are the five compensable factors that a questionnaire are grouped in?

An HR Generalist or Supervisor

Who collects the information for a Job Analysis today?

New employee as it would allow them to become more familiar with the jobs of the company

In the past, who collected the information for a job analysis?

Involvement

What can can increase the understanding of the analysis process, thereby increasing the likelihood that the results of the analysis will be acceptable?

Job description

Provides a “word picture” of the job and is summarized and documented in a way that will be helpful for HR decisions, including job evaluation.

job specifications

The knowledge, skills, and abilities required to adequately perform the tasks

Offshoring

Refers to the movement of jobs to locations beyond a country’s borders.

Reliability

A measure of the consistency of results among various analysts, various methods, various sources of data, or over time.

Reliability

_________ is a necessary, but not sufficient, condition for validity.

validity

Reliability is a necessary, but not sufficient, condition for ______.

reliability

The way to increase ______ in a job analysis is to understand and reduce sources of difference.

difference

The way to increase reliability in a job analysis is to understand and reduce sources of ________.

True

True or False:
An analyst collecting information through one-on-one interviews or observation is not always accepted because of the potential for subjectivity and favoritism.

of the potential for subjectivity and favoritism.

An analyst collecting information through one-on-one interviews or observation is not always accepted because:

Can hinder not only compensation practice and decision-making, but also employee selection, training, and development.

What are the consequences for not having up to date job information?

Not having up to date job information

What can hinder not only compensation practice and decision-making, but also employee selection, training, and development?

job analysis

For pay purposes, ________ provides work-related information to help determine how much to pay for a job—it helps determine whether the job is similar to or different from other jobs.

If it helps determine whether the job is similar to or different from other jobs. If job analysis does this in a reliable, valid, and acceptable way and can be used to make pay decisions, then it is useful.

What factors determine if a job analysis is deemed “useful?”