HRComp test 2
Performance Standards
Description of an acceptable level of work
The Steps in Conducting a Job Analysis
1st Prep/look at organizational chart to c division of labor/ Determine the uses for the job analysis information/ensure that top managers support projects/ learn the structure of the organization to assess the relationships among the activities of the organization—2nd analyze the process chart (actual work flow and check for seasonal variations)—3rd determine what jobs need to be analyzed—4th consult with outside sources like o*net
Steps in the factor comparison method
1st Select the Job Cluster and Key Jobs to be Evaluated 2nd Select Compensable Factors around 5 3rdInput key job info 4th rank key jobs by factor 5th assign money values to factors 6th build a master schedule of rates 7th Evaluate non-key jobs
Steps in the ranking process
1st select jobs to be ranked-2nd Select compensable factors-3rd input job info-4th rank the jobs-5th obtain ranker agreement
Task
A coordinated series of work activities used to produce an identifiable and definable output which can be consumed or used
Point Method of Job Evaluation(Point Factor)
A set of compensable factors are identified as determining the worth of jobs. Typically the compensable factors include the major categories of: Skill-Responsibilities-Effort-Working Conditions
Responsibiity
A statement(s) that taken together describes the general nature of the job. They organize the job into broad but distinct categories.
Advantages of Interview data collection
Allows the incumbent to describe tasks and duties that are not observable.
The U.S. Air Force developed which one of the following job analysis methodologies?
CODAP
Learn about the structure operations and jobs of the organization
Check organization charts process charts and procedure manuals.
What Types of Information is Collected?
Detailed Description of Activities Performed—equipment tools materials and other work aids—performance expectations—job context- same as environment —unique job demands- related to environment —individual characteristics (KSA)
Determine the use of organizational job content and other related data
Employment training job and organizational design are potential users
Schedule necessary and logical work steps
Forecast time requirements to complete various phases of a project
Background on Job Evaluation,
Frederick Taylor conducted a systematic study to establish piece rate pay systems for jobs. The scientific management gave job evaluation its first great push. Subsequently- the job evaluation became part of the pay system in American industry.During WWII- the federal government-concerned about inflation in the economy- instituted wage and prize freezes. However-employers wanted permission to make wage adjustments to alleviate inequities in pay that existed before the implementation of the freeze. The federal government permitted employers to adjust wages where the employer could demonstrate an inequity - employers were required to demonstrate differences in jobs to justify wage adjustments. The administrative vehicle for adjusting pay rates was job evaluation.The development of labor and management relations also contributes to job evaluation growth. As part of grievance procedures in labor-management contract there's often a job evaluation committee whose duty is to re-evaluate jobs when they change during the term of the contract. There is another faction of unions however that believes in equal pay for a day's work & therefore believes that job evaluation is a ploy by management to manipulate wages.
Disadvantages of observation
Hawthorne effect—time -consuming
Which one of the following is normally included within a job description?
Job Identification Data • Job Summary This is generally a brief, general statement highlighting the common functions and responsibilities of the job.• Job Duties This section is usually a listing of the jobs duties and responsibilities. • Job Specifications These qualifications are usually grouped according to skills knowledge and abilities (KSAs) and often include the following items:a. Education including diplomas degrees or certificates/b. Skill requirements/c. Experience/d. Personal requirements/e. Mental and physical requirements/f. Working conditions/g. Job hazards
Duties
Job activities that must be performed by an incumbent
Specifications
Knowledge/ responsibilities/ and conditions within which a job is performed.
Employment Standards
Listing of required education/experience/Procedures physical requirements/and certificates
Duty
One of more tasks performed to carry out a job responsibility activity, Any kind of action movement or behavior required of an incumbent to perform job assignments
What are the sources of job analysis info?
Secondary—Primary
Steps in the job classification method
Select Jobs to be Evaluated-select compensable factors-input job information on key jobs--Evaluate Key Jobs and Slot Them Into Grades--Develop Job Grades (Categories) Descriptions--Input Job Information on Non-key Jobs --Compare Generic Job Description Within Grades with Job Description of Non-key Jobs-- Obtain Evaluator Agreement
Steps in the point method of job eval
Select the Job Cluster and the Key Jobs to be Evaluated- Input Key Job Information- Select Compensable Factors; 3-5 factors are sufficient- Define Compensable Factors-- Define Factor Degree- Determine Total Points in Plan and Weight Compensable Factors--Assign Points to Degree Within Factors or Subfactors--evaluate key jobs-write job eval manual-eval non key jobs using manual
How do employees determine fairness?
The employee's determination of fairness is based on the comparison of the value and cost of that individual's employment relationship to the value and cost of another party's.
Disadvantages of interview data collection
The incumbent may exaggerate or omit tasks and duties
A document that is either formally developed by the organization or informally developed by an employee that can provide very useful job analysis information is
a process chart
What is a Job Analysis?
a systematic process of gathering information about the job Involves the identification and description of what is happening on the job
Structured questionnaires are useful for all of the following reasons?
a) relatively easy to complete by incumbent b) easy to review and assess by analyst /provides comparable data across a variety of jobs
Criteria for Choosing Compensable Factors
acceptable- validly distinguish -relevant- vary on factors chosen-measurable-and independent
Advantages in the factor comparison method
advocates argue that a custom-made evaluation plan results because the master schedule reflects only the jobs in the organization-method is relatively easy to use then once it's set up-relative value of job is expressed in terms that everyone can understand
What are the Remedies for feelings of inequity?
alter inputs (change work habits)-alter outcomes (ask for pay raise)-rationalize the differences in outcome & input-change referent (use another referent)-act on referent (sabotage)-leave quit transfer
A task statement begins with
an action verb
Non-acceptance of outcomes of performance assessment of outcomes will have ************* *** **** hence the major concern here is with motivating the employee to perform
an impact on employee acceptance
All of the following statements are useful in describing the job definition section of a job description?
b) can be listed in a priority or hierarchical ordering c) may include three to ten major modules of work d) should be updated when job requirements change
Job specification questionnaires provide information on
b) knowledge and skill required of incumbent
A change occurring in the workplace that provides great promise for improving job analysis processes is
behavioral science influence on management
Conditions of Employment
working conditions-KSAO's-tools /work aids-job standards
Accountabilities
brief description of the major results achieved in the satisfactory performance of the job responsibilities and duties
Advantages of job classification methods
causes managers & employees within organization to think in terms of job groupings-- often produces same results as more elaborate & costly systems
Which one of the following jobs would most likely relate to the kind of supervision described under the code words "Under general direction"?
clerk
Job Classification Method
compares job with a predetermined standard--this method establishes job value categories (also called grades) with descriptions of each category & jobs are slotted into them based on descriptive matches like a ladder usually used in Gov
Disadvantages of diary/log
considerable effort and diligence
Disadvantages in the factor comparison method
critics argue that use of dollar values can bias the assessment of jobs-assumes that key jobs are available throughout the total range of jobs to be evaluated (e.g. if only use entry-level as key jobs have to extrapolate to higher level jobs)-although method is relatively easy to use not easy to set up-when actual dollars are used to assess jobs the master schedule becomes more obsolete every time wage rates change for key jobs
Which one of the following would not normally be included within the Employment Standards section of a job description?
d) performance standards
Job description does what?
describes activities a person is hired to perform/ aids managers in HR decisions/ ADA compliance/ layout of job description follows the info provided through job analysis/ can act as job contract
The steps in job analysis are
determine /learn/identify/schedule 2 learn about the structure operations and jobs of the organization 1 determine the organization's use of job content and other related data 3 identify and select methods for collecting job content data 4 schedule the necessary and logical work steps
There are 2 forms of justice
distributive & Procedural
Explain distributive justice
each party in an employment relationship receives a set of outcomes (or inducements/rewards) and offers a set of inputs (contributions) each has a ratio of outcomes to inputs the focal person asks if this exchange is equitable - am I being treated fairly? assessments of fairness aren't made in vacuum: the focal person must look at some referent or relevant other if the focal person finds the two ratios are about equal then state of equity exists if the other's ratio is greater than that of the focal person then focal person will feel under-rewarded relative to the other if the other's ratio is less than that of the focal person then focal person will feel over-rewarded relative to the other
Compensable factors
elements that describe and differentiate among jobs used to analyze jobs to develop their worth to the organization.
Disadvantages of structured checklist (closed response)
employees may incorrectly interpret responses if an important task has been omitted respondent not likely to add it in /Good strategy: use open-ended to generate list of tasks as basis for developing structured checklist questionnaire
Acceptability
employers must be able to understand the plan & be able to communicate it to those who work under its rules-clarity is important-experience suggests that care with which plans are implemented may have as much to do with plan success as type of plan chosen
Those who serve on the committee should satisfy several criteria
familiar with jobs in question helps gain acceptance-should be trained in the concept and objectives of job eval
Advantages of Observation
firsthand knowledge--
Procedural Justice
focuses on fairness of methods used to allocate the outcomes 2 important elements :PROCESS CONTROL: amount of participation employees are permitted in resolving disputes in which they are involved DECISION CONTROL: effect employees have on actual outcomes
Distributive Justice
focuses on fairness of outcomes— outcomes (self) > outcomes (referent other)/ inputs (self) < inputs (referent other)
Primary
good source of info on activities performed equipment used working conditions and individual qualifications /reporting relationships supervision and performance standards
Plan Reliability and Validity
how accurately jobs are evaluated-whether different judges rank jobs with high agreement & whether judges rank jobs same over 2 time periods-e.g. job classification method comparative results with more detailed methods
Advantages of diary/log
ideal for infrequent activities and technical and scientific jobs
Job definition
identifies the primary responsibilities and duties of job and reasons for existence of job/ what how why
Identify and select methods for collecting job content data and other related facts.
interview incumbents and observe work being performed.
All of the following are problems related to the use of the verb selection for a task statement
is jargon based b) may have a variety of meanings d) has subjective implications
What is Equity theory?
is the process used by employees to determine if the employment relationship is fair and equitable.
Disadvantages of job classification method
job grades tend to combine factors in ways not readily apparent based on reading grade description-- extremely time consuming and difficult to construct clear job grade descriptions
Simplicity and Cost
job ranking = simplest & least costly--job classification => factor comparison => point method--smaller organizations with fewer jobs to deal with & greater limitation of funds may find job ranking superior to point method.
Elements of a job description
job title/status/code/date written/who wrote it/signature of the person who approves it / location/ grade/ points/ title of supervisor/ pay range
Job Specifications
job worth data
Criteria for Selection of Key Jobs
key jobs should constitute a sample of all jobs from high to low in the hierarchy of jobs-important-should have clear and well defined job descriptions-stable-comparable across industries- management employees & labor union must believe key jobs are useful & important in setting pay of other jobs in organization.
One of the first documents an employee should be asked to complete in the job analysis process is
list of tasks
Job Accountabilities
major end results
Selecting the Evaluator of the Jobs
manager or compensation specialist or it can be a committee made up of a cross section of the organization. use of committee approach is recommended whenever politically and practically feasible
Advantages of structured checklist (closed response)
minimizes differences in analyst interpretation requires less time for subject to complete
job specifications
minimum qualifications employment standards required to perform the job successfully including: education/experience-KSA-physical standards-certifications and licenses
Advantages of point method
once factors & degrees are defined job evaluation plan(should remain valid for years)-plan likely to be perceived as valid by users due to its careful & detailed development; enhances perceptions of equity-if job descriptions are accurate likely to be high degree of agreement between committee members-provides ample data to explain to employees why their jobs fall where they do in the overall pay structure
job standards
outcome of the job description-desired behaviors and performance indicators
A job analysis methodology that describes what a worker does in relation to data
people, and things was developed by, U. S. Department of Labor
working conditions
physical-emotional-intellectual demands and hazards
There is a ****** relationship between employee's perceptions of procedural justice and employees' satisfaction with pay raises
positive
Secondary sources
provide background info regarding the job
Job summary does what?
provides a general description or word picture of the jobs functions and duties—DOT is a great source
Factor Comparison Method
refinement of the ranking method uses a process of comparing jobs and ranking them in relation to each other 2 aspects make factor comparison method more complex than ranking method :almost always entails a set of universal factors for defining job value, method begins with assumption that key jobs which are evaluated firmwide have a fair price already assigned to them
Advantages of questionnaire data collection
requires respondent to think carefully about their jobs
Disadvantages of questionnaire data collection
requires time to complete & time to audit requires certain level of writing skills may not get complete information
As a matter of fact
research has found a positive relationship between employee's perception of pay equity and product quality. With the increased emphasis on quality by U.S. business this finding is very important.,
Job Definition
responsibilities and duties
What does the Research say about procedural justice?
several studies have found that individuals in a variety of situations who have process control (i.e. participation in decision making) perceive the process as being fairer than those who lack such input
Ranking Method of Job Evaluation
simplest job eval approach compares one job to another
Relative "Goodness" of Job Evaluation Methods
simplicity & cost-acceptability-defensibility-reliability & validity
Advantages of the Ranking Method
simplicity-fastest method to implement-requires min amount of time-least costly-good for small organizations few jobs
Standing Operating
step-by-step description of how to perform work ctivities
What does the Research show about inequity?
studies have found that if people believe they are overpaid then they increase their outputs (e.g., produce more or improving output quality)-studies have found that if people believe they are under-rewarded they try to restore equity by decreasing input (coming to work late- taking long lunch breaks- using all possible sick leave) & attempt to increase output (asking for more pay/benefits- a promotion or better working conditions)-studies have also found that people do rationalize differences in outcomes (e.g.- placing more important on physical work conditions when pay is temporarily cut)-research also suggests that individuals use multiple referents
A ________ is a coordinated series of work activity elements used to produce an identifiable and definable output that can be independently consumed or used.
task
What information is included in a job analysis?
the activities/ tasks performed—who the job reports to—tools materials and equipment used—outcomes/products produced by the job—KSA's—job environment—standards of performance
In addition to the incumbent
the best party to contact to clarify task statements is the, immediate supervisor
Combining groups of jobs for a particular organization into a specific class is accomplished based upon all of the following
the jobs receive the same range of pay/b) the jobs can be referred to by the same class title even though they have different job titles/c) the jobs have similar responsibilities and duties
Plan Defensibility
the more rational & systematic the plan the more likely it will withstand legal scrutiny (e.g. EEOC & federal judiciary system)-point method = most highly explicit approach also most defensible-also Equal Pay Act: compensable factors for wage differentials-skill/effort/responsibility/working conditions
what is job evaluation?
the process of establishing the relative worth of jobs with the organization the firm is attempting to identify those inputs that are most valuable to the organization and develop a job hierarchy based on which jobs have more or less of those relevant dimensions
Disadvantages of point method
time & effort consuming; costly-organizations will typically end up building pay grades even after going through point method (making it an unnecessary expense)--relies heavily on key jobs for which valid wage rates can be determined-unless key jobs & correct pay rates exists the point method can't be used
What is the Purpose of Job Analysis?
to obtain data that can assist decision makers in making a variety of HRM decisions
Disadvantages of the Ranking Method
unmanageable for an organization with a large number of jobs-may miss important differences in jobs-may appear arbitrary to those not involved in the eval process -can't determine the comparable worth of jobs over each other
When writing a job description
use terse statements/ present tense/common terminology/action words to describe duties responsibilities ext. / list important activities/ list materials tool work aids/ performance expectations// include "other activities..."/ goal is to reflect the job and use consistent language
Job Summary
word pictures
