staffing chapter 4

To meet legal requirements, a job analysis must:

-Be valid and identify the worker knowledge, skills, abilities, and other characteristics necessary to perform the job and differentiate superior from barely acceptable workers -Be in writing and relevant to the particular job in question -Be derived from multiple sources

Job analyses are used for multiple purposes, including:

-Determining job entry requirements -Developing a company's strategic recruiting plan Selecting individuals for employment -Developing employee training plans -Designing compensation systems -Developing performance evaluation measures

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

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

A competency-based job description:

-Enhances a manager's flexibility in assigning work -Lengthens the life of a job description -Can allow firms to group jobs requiring similar competencies under a single job description

Communicating your EVP:

-First determine exactly what attracts job candidates, and why employees enjoy their work. -Then craft a message to clearly state what makes your company the obvious choice over the competition.

Extrinsic rewards examples

-Includes base pay, bonuses, and benefits.

Intrinsic rewards example

-Including the satisfaction of meeting personal goals, continuous learning, and doing meaningful work

In planning a job analysis

-Job analyses should be performed in such a way as to meet the professional and legal guidelines that have been published in the Uniform Guidelines on Employee Selection Procedures -Determine time and resources necessary and available -Collect background information about the company, its culture and business strategy, the job, and the job's contribution to strategy execution and competitive advantage O*NET - Occupational Information Network (http://online.onetcenter.org/) -Identify job experts -Identify appropriate job analysis technique(s) to use

Job descriptions usually include:

-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 (e.g. 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

Structured Questionnaires

-involves using a list of pre planned questions designed to analyze a job (e.g., the Position Analysis Questionnaire or PAQ)

Competencies:

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

A reliable job analysis procedure will produce the same results when it:

1.is applied to the same job by a different job specialist; 2.when a different group of job experts is used; and 3.when it is done at a different time.

Job Description

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

Job analyses should be performed in such a way as to meet the professional and legal guidelines that have been published in the

Uniform Guidelines on Employee Selection Procedures

Competency Modeling:

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

Job analysis:

a systematic process of identifying and describing the important aspects of a job and the characteristics workers need to perform the job well.

Valid

accurately measuring what it was intended to measure

Copentencies related to specific job enviroments

adaptability, communication, leadership, emotional intellegence, problem solving, creativity

Intrinsic rewards

are non-monetary and derived from the work itself and the firm's culture

Because competencies are linked to the organization's business goals, strategy, and values, a person specification resulting from a job description it can

enhance hiring quality and strategy execution

Critical incidents technique

identifies behaviors extremely effective or extremely ineffective behaviors by documenting critical incidents that have occurred on the job

Job rewards analysis: identifies the ___________ and __________________ reward of a job

intrinsic and extrinsic

Differential

is how consistent the reward is across different employees. ex: all employees receive the same number of vacation days, but merit bonuses range from 2% to 15% of base pay

Stability

is 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?)

Future-oriented job analysis:

job analysis technique for analyzing new jobs or analyzing how jobs will look in the future.

Essential criteria:

job candidate characteristics that are critical to adequate performance of a new hire

Desirable criteria

job candidate criteria that may enhance the new hire's job success, but that are not essential to adequate job performance

job requirements matrix

job duy, tasks, relative importance to job, relative time spent, competency or ksaos, importance of ksaos or competency to task performance ( 1=low, 10=high)(E=essential)

Task inventory approach:

job experts generate a list of 50-200 tasks that are grouped in categories reflecting major work functions that are then evaluated on dimensions relevant for selection

Job analyses also help group jobs into__________________ or groupings of jobs that either call for similar worker characteristics or contain parallel work tasks

job families

Magnitude

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

Amount

refers to how much of it is received.

Mix

refers to the composition of the reward package matching the needs and preferences of applicants or employees. ex: 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. ex:Rewards with no special appeal and that do not set the organization apart as distinctive do not present a compelling value proposition.

A job analysis must be

reliable and valid

Structured interview technique

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

Person specification

summarizes the characteristics of someone able to perform the job well

A valid job analysis accurately captures the

target job.

Extrinsic rewards

that have monetary value of a job.

Employee value proposition (EVP):

the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance.

The combination of intrinsic and extrinsic rewards are a job's

total rewards.

Job elements method:

uses expert brainstorming sessions to identify the characteristics of successful workers

weighting job duties how?

we rate the importance of a job and relative time spent task 1-100

task statements include:

what, to whom, how, why ex- writes advertising copy using microsoft word for placement in newspaper and magazine advertisements