Chapter 4 - Job Analysis and Competency Modeling

magnitude - a reward package that is neither too small nor too large in economic terms mix - refers to the composition of the reward package matching the needs and preferences of applicants or employees distinctiveness - refers to the uniqueness of the total reward package.

3 Criteria for Employee Value Propositions are:

Distinguish superior from average and unacceptable workers Are not easily learned on the job and exist to at least a moderate extent in the applicant pool.

A job analysis that produces a valid selection system identifies worker characteristics that

desirable criteria

Criteria that can enhance the new hire's success on the job but that are not essential can be categorized

knowledge

Skills, experience, and expertise coupled with information and intelligence that creates a person's intellectual resources

skill

The ability to perform a task due to training and experience.

1. Be valid and identify the worker's knowledge, skills, abilities, and other characteristics necessary to do the job 2. Be in writing and relevant to the particular job in question. 3. Be derived from multiple sources.

To meet legal requirements, a job analysis must abide by what three things?:

Individual attributes of knowledge, skills, abilities, and other characteristics that are required to successfully perform job tasks

What are KSAOs?

Primary job duties that a qualified individual must be able to perform, either with or without reasonable accommodation.

What are essential functions?

1. Get the support of top managers and ensure that all managers support the job analysis effort 2. Thoroughly communicate the purpose of the job analysis to all participants and ensure they are diligent about completing the tasks objectively 3. Collect background information and analyze how the job contributes to the execution of the firm's business strategy 4. Generate the task statements 5. Generate the KSAOs 6. Form the job duty and task groupings 7. Link the KSAOs back to the job duties 8. Collect critical incidents 9. Weight the job duties 10. Construct a job requirements matrix 11. Write the job description and person specification

What are the Eleven Steps in Performing a Typical Job Analysis?

a good choice when only a small number of job experts are able to participate or if the job analysis must be completed quickly. Low cost and speedy allows for a more objective comparison to be done of different jobs. .

What are the advantages of a structure job analysis interview?

identifying infrequent or unusual work events that may be missed by other job analysis methods (particularly standardized questionnaires). consider what applicant characteristics should be screened out as well as screened in. relatively inexpensive

What are the advantages of using a critical incident technique job analysis?

some of the questions may be written at a high reading level predetermined questions are uncustomizable

What are the disadvantages of a structure job analysis interview?

might not identify worker characteristics that are important but infrequently displayed or those that distinguish superior from average or barely acceptable workers.

What are the disadvantages of a task inventory job analysis?

Amount - refers to how much of it is received. Differential how consistent the reward is across different employees Stability - how reliable the reward is. - Is the reward the same all of the time, or does it change (e.g., does it vary based on organizational performance or business requirements?)

What are the three job reward dimensions? What do we base a job reward on?

future-oriented job analysis: a technique for analyzing new jobs or how jobs will look in the future. traditional job analysis: focuses on describing jobs as they exist today,

What are the two different types of job analyses, and how are they used?

identifying and describing the important aspects of a job and the characteristics a worker needs to do it well.

What is a job analysis?

a written description of the duties and responsibilities associated with a job itself.

What is a job description?

asks job experts to provide information about the job verbally in structured face-to-face interviews

What is a structured job analysis interview?

an informal conversation with a job expert, usually a capable job incumbent or the manager of a job incumbent, with no prepared questions.

What is an unstructured job analysis interview?

summarizes the characteristics of someone able to do the job well.

What is person specification?

Identify how much time and resources you need Identify which job experts are need to conduct analysis Identify the appropriate job analysis techniques that will be the most valid

What needs to be considered when planning a job analysis?

competency modeling

a job analysis method that identifies the necessary worker competencies for high performance

ability

a more stable and enduring capability to perform a variety of tasks than a skill allows

intrinsic rewards

can include the satisfaction of meeting one's personal goals, from engaging in continuous learning activities, and doing meaningful work.

Other characteristics

characteristics that do not fall into the knowledge, skill, or ability categories; they include a person's values, interests, integrity, work style, and other personality traits

1. the circumstances leading up to the event, or the sequence of events that occurred; 2. the action taken by the worker; and 3. the consequences of the action taken.

critical incidents job analysis technique identifies what three things?:

extrinsic rewards

include an employee's base pay, bonuses, and benefits. free travel for flight attendants and merchandise discounts for retail employees.

critical incidents method

job analysis method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.

job rewards analysis

job analysis technique that analyzes a job's intrinsic rewards that are nonmonetary and derived from the work itself and from the organization's culture as opposed to extrinsic rewards that have monetary value.

essential criteria

job candidate characteristics that are critical can be categorized

deductive job analysis technique

means that the duties and sometimes even the work tasks of the job have already been determined. In this case, the job analyst will be able to build on this information.

competencies

more broadly defined components of a successful worker's repertoire of behavior needed to do a job well

magnitude

refers to a reward package that is neither too small nor too large in economic terms. •Spending too much on rewards can negatively impact the firm's financial stability, and hurt investor relations.

mix

refers to the composition of the reward package matching the needs and preferences of applicants or employees. •Offering stock options that vest in five years to a young, mobile workforce, or free daycare to an older workforce is not consistent with workers' needs and preferences.

distinctiveness

refers to the uniqueness of the total reward package. •Rewards with no special appeal and that do not set the organization apart as distinctive do not present a compelling value proposition.

task inventory job analysis

relies on job experts to generate a list of job relevant tasks (typically 50 to 200).

employee value proposition

the balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for the employee's job performance. If employees believe they receive rewards equal to or exceeding what they put into the company, they will be more satisfied and less likely to quit.

job elements job analysis method

used primarily with industrial occupations and lesser-skilled jobs. focuses on identifying the characteristics of workers who are able to do the job at a satisfactory level.

Groups of different jobs that are closely related by similar duties, responsibilities, skills, or job elements.

what are job families?

adaptability emotional stability conscientiousness extraversion emotional intelligence ethics team orientation

what are the characteristics related to specific job requirements? There's 7

inductive job analysis technique

when the main duties and work tasks of the job have not yet been determined. The job analyst is essentially starting from scratch, in other words.

competencies as "job-spanning" whereas KSAOs are often limited to an individual job. competencies often come from the top managers of an organization and serve to reinforce the firm's culture. KSAO statements are derived mostly by job analysts for staffing purposes.

Explain the differences between competencies and KSAOs?

• The size and type of organization • The department and job title • The salary range • Position grade or level • To whom the employee reports and for whom the employee is responsible • Brief summary of the main duties and responsibilities of the job • Brief summary of the occasional duties and responsibilities of the job • Any special equipment used on the job • Any special working conditions (shift or weekend work, foreign travel, etc.) • Purpose and frequency of contact with others • The statement, "Other duties as assigned" to accommodate job changes and special projects

Job descriptions usually include what?

many years of experience, high past performance, excellent leadership and teamwork skills, and strong technical skills.

Person specifications often describe the "ideal" candidate, which is usually someone with ...