Week 2 Notes Chapter 2 Flashcards

Competency Modeling

  • Definition: A framework outlining the skills and knowledge required for a job.

Job Definitions

  • Position: The collection of tasks and responsibilities performed by individual employees.

  • Job: Consists of related activities and duties performed by one or more individuals.

  • Job Analysis: A process for collecting information about jobs, crucial for managing human resources effectively.

    • Benefits: Ensures safety, reduces discrimination, aids in preparing employees.

LO1: Uses of Job Analysis Information

  • Importance of Job Analyses includes:

    1. Improve employee productivity through careful job study.

    2. Eliminate unnecessary job requirements reducing employment discrimination.

    3. Create effective job advertisements for qualified applicant pools.

    4. Match applicants to job requirements accurately.

    5. Plan future human resource needs effectively.

    6. Identify onboarding and training needs for employees.

    7. Ensure fair and equitable employee compensation.

    8. Identify realistic performance standards.

    9. Redesign jobs to enhance performance, morale, and quality of work-life.

    10. Facilitate accurate performance appraisal of employees.

LO2: Steps in the Job Analysis

  • Three Stages in Job Analysis:

    1. Preparation:

      • Familiarize with the organization and jobs.

      • Determine the uses of job analysis and identify jobs to analyze.

    2. Collection of Information:

      • Identify sources of job data and data needed.

      • Choose methods for data collection (e.g., Critical Incident Method).

    3. Use of Job Analysis:

      • Applied in recruitment, selection, performance standards, and job redesign.

KSAO’s

  • Knowledge: Body of factual or procedural information.

  • Skill: Proficiency in performing specific tasks.

  • Ability: General, enduring capability of an individual.

  • Other Attributes: Includes personality traits, competitiveness, and cooperation.

LO3: Contents of a Typical Job Description

  • Job Descriptions: Written descriptions detailing duties, working conditions, and job specifics.

    • Information Sought:

      1. Job Analysis Identification: Includes division and job title.

      2. Duties: Purpose of the job and how it is performed.

      3. Responsibilities: Areas for decision-making and management functions.

      4. Human Characteristics: Skills, abilities, training, and experience needed.

      5. Working Conditions: Attributes required for job safety and environmental considerations.

      6. Performance Standards: Defines required performance levels.

  • Problems with Job Descriptions:

    • Can become outdated, poorly written, and may lack performance standards.

  • Job Specification: Indicates necessary KSAOs for job performance.

LO4: Job Performance Standards

  • Job Performance Standards: Serve as objectives for employee efforts and criteria for job success measurement, derived from job analysis information.

LO5: Competency Models

  • Competency: Encompasses the knowledge, skill, ability, or behavior essential for job success.

  • Competency Matrix: Lists skill levels for various competencies across multiple jobs.

  • Competency Model: Groups competencies required for particular jobs, typically consisting of 10 to 15 competencies.

LO6: Job Design

  • Job Design: Establishes duties and responsibilities of employees' roles.

  • Five Critical Elements in Job Design:

    • Organizational factors.

    • Ergonomic considerations (physical and psychological factors).

    • Employee roles.

    • Specialization aspects.

    • Environmental factors influencing job performance.

Job Characteristics Model

  • Work Flow: Sequence of processes through which a task passes from initiation to completion.

  • Ergonomics: Focuses on human interaction with work environments.

  • Key Job Features:

    • Autonomy: Responsibility and freedom in job roles.

    • Variety: Multiple tasks to enhance engagement.

    • Task Identity: Completing identifiable pieces of work with visible outcomes.

    • Task Significance: The importance of work to others, adding job satisfaction.

Job Specialization Considerations

  • Job Rotation: Employees move between different jobs to develop varied skills.

  • Job Enlargement: Expanding tasks within a job to increase variety (Horizontal Loading).

  • Job Enrichment: Increasing responsibility and control (Vertical Loading).

  • Job Families: Groups of jobs distinguished by similar duties and skills (e.g., Barber vs. Hairdresser).