Chapter 2 Worksheet - Job Analysis PDF

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Job Analysis...

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Chapter 2

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Job Analysis The foundation for almost all HR activities A brief _____ page summary of the tasks and job requirements found in the Job analysis. JA is the _____ of determining the work activities and requirements. JD is the _____ of the JA. It is difficult to imagine how an employee can be selected unless there is a clear understanding if the tasks to be performed and competencies needed to perform those tasks

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If individuals are hired for a particular job, to what other jobs can they expect to eventually be promoted and become successful Peter Principle -promoting employees until they eventually reach their highest level of _____. Instead of promoting the person in the job immediately below the supervisor, we promote the best employee from the most _____. The evaluation must be _____ -Classify jobs into groups based on similarities in requirements and duties. Useful for determining_____,_____ and _____ Used to determine the worth of the job. Optimal way in which job should be performed. Job analyst often become aware of certain problems with an organization -the most common method of conducting JA. It means obtaining information about a job by talking to the person performing it.

Duties can always be _____ to a JD which can, and should be updated on a _____ basis “and performs _____ duties as assigned” should be included in the JD. 1.

Nature of the job, its power and status level, and the competencies needed to perform the job. An accurate title also aid in employee_____

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Job title provides workers with some form of _____ It is _____ to find that compensation differences between two people in the same job title are due to the fact that although they share the same title, they are performing very different work Only a _____ in length but should describe the nature and purpose of the job. Lists the tasks and activities in which the worker is involved. Should be organized into_____ to make the JD easy to read and understand Lists of all tools and equipment used to perform the work activities in the previous section. Used primarily for Describe the environment in which the employee works and mentions stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger. This info is especially important in providing applicants with _____ with information they can determine their ability to perform a job. Relatively brief description of how an employee performance is evaluated and what work standards are expected of the employee. Contain info on salary grade, whether the position is exempt and the compensable factors used to determine salary grade. The employees actual salary range should _____ listed on the JD These are necessary to be successful on the job. Subsections of KSAOs

A _____ in the HR department It can also be conducted by _____, _____, or _____ Good choice because they are well trained and have extensive experience. The main drawback is their _____. Interesting alternative. Have JA training and experience and can be employed for a relatively small cost A JD should be updated if a job _____ High-tech jobs

With jobs such as package handling A reason why JD changes across time. A process in which employees unofficially/informally change their job duties to better fit their interest and skills. Orgs with few people, it is advisable to have _____ Keep interviewing incumbents until they do not hear anything _____ A group of SME meet to generate the tasks performed, the conditions under which they are performed and the KSAOs needed to perform them. The Job Analyst individually interviews/observes a number of incumbents out in the field. Suggest that both yield _____. Participants should be selected in as _____ a way as practical yet still be representative

Found that high performing employees generated _____JA outcomes than did low performing employees White police officers administered first aid more _____and African American were more involved in _____

Male middle level managers were more often involve in _____ or _____ task than their female counterpart. Found no differences in the _____ assigned by male and female incumbents. A high school diploma were _____ involved In court activities _____ incumbents rated such traits as friendliness, leadership ability and ambition as being important whereas _____ incumbents rated such traits as work ethic and attention to detail as being important. Different perspectives produce different JA outcome Should the JA break a job down into very minute, specific behaviors or in more general? For some jobs that involve intricate work Typing letters…

Has the advantage of identifying and eliminating duties that may be illegal or unnecessary. Eg, making coffee. Informal requirements (picking up mail) may need to be made more formal to reduce potential confusion regarding who is responsible for the task. Step1

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Individual and SME conference tend to yield _____ results Guidelines in Conducting JA A JA method in which a group of experts identifies the objective and standards to be met by the ideal worker. Steps Are useful JA methods, especially when used in conjunction with other methods such as interviews. Disadvantage Effective because it is easier to understand every aspect of the job once you have done it yourself. Disadvantages Step 2 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, A properly written task statement contains _____and _____ Characteristics of well written TS Should be written at a level that can be read and understand by a person with the _____ reading ability as the typical incumbent Should be written in the _____ tense Include _____ used to complete the task Should not be a _____ and _____ Should make sense by _____ For activities that involve decision making, the level of _____ should be indicated. Including _____ is probably a good idea. Step 3 Using a group of SMEs to rate each task statement on the frequency and the importance or criticality of the task being performed. Step 4

A body of information needed to perform a task Proficiency to perform a learned task The basic capacity for performing a wide range of tasks Personality, willingness, interest, degrees, licenses and years of experience. When competencies are tied to an organization’s strategic initiatives and plans rather than to specific tasks. Determining important KSAOs can be done in two ways Step 5

Structured instrument used developed at Purdue University by McCormick. Number of items Dimensions Revised version of PAQ developed by Patrick and Moore. Used more by the job analyst Developed as an alternative to PAQ by Cornelius and Hackel that is similar to PAQ but is easier to read. Developed by Fine as method used by federal government that rates the extent to which a job incumbent is involved with functions in the categories of data, people and things Concentrates on worked requirements for performing a job rather than specific tasks. Number of items Concerned with the relationship between the worker and work objects. Number of items Used by federal govt that has replaced DOT. Four levels By John Flanagan. Used to discover actual incidents of job behavior that make the difference between a jobs successful or unsuccessful performance Major set back of CIT By Lopez that identify traits necessary to successfully perform a job. Available only by hiring a particular firm.

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By Fleishman and Reilly. Jobs are rated on the basis of the abilities need to perform them By Pulakos. Arad… taps the extent to which a job involves eight types of adaptability. By Raymark, Schmit… Helps determine the personality requirements for a job. Taps 12 personality dimensions that fall under the Big 5. Number of items Determine 7 main personality traits. Number of items Work oriented method best for selection and appraisal Best for work design and writing JD most ; least standardized Most ; Least amount of training Most ; least costly Most ; least amount of time Highest ; lowest quality of results Longest ; shortest job elements reports Most ; least useful Best ; worst overall job picture Process of determining a jobs worth is called _____ Within an organization to make sure that the people in jobs worth the most money are paid accordingly Step 1 Compensable factors Most important Unimportant Other argue that _____ is most important Step 2 Step 3 The worth of a job is determined by comparing the job to the external market. Used to determine external equity An org. can decide where it wants to be in relation to the compensation policies of other organizations. The worth of the job itself The amount of a job is worth

Looks at pay rates of employees within identical duties Looks at pay rates of employees in jobs of similar worth and responsibility Conducted by comparing:

- Jobs with similar worth - Field of knowledge - Job duties Called such groups as similarly situated employee groups but now refered as...