Chapter 4

To meet legal requirements, a job analysis must... (5 things)

- Be valid - Identify worker KSAO's to do the job - Differentiate superior for barely acceptable workers - Be in writing & relevant to the job in question - Be derived from multiple sources

A job analysis that produces a valid selection system identifies characteristics in candidates 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

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

Employee Value Proposition

Job candidate characteristics that are critical can be categorized as ____________ _______________.

Essential criteria

Job ____________ may include current job holders, customers, and supervisors.

Experts

Rewards that have monetary value, including base pay, bonuses, and benefits.

Extrinsic Rewards

Job analysis technique for analyzing new jobs or how jobs will look in the future. Focuses on identifying the skills the company anticipates needing in the future.

Future-oriented Job Analysis

What is the first step of a job analysis?

Get the support of top managers and ensure that all managers support the job analysis effort.

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

Intrinsic Rewards

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

Job Analysis

_____________ _______________ is used for multiple purposes, including: - Determining a job's entry requirements - Developing a strategic recruiting plan for the firm - Selecting individuals for employment - Developing employee training plans - Designing employee compensation systems - Developing performance evaluation measures.

Job Analysis

(Job Description/Person Specification) outlines the typical job duties and responsibilities.

Job Description

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

Job Description

What are the two outcomes of a job analysis?

Job Description and Job Analysis

A set of related tasks that are repeated on the job, such as servicing customers or maintaining an office's supplies.

Job Duty

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

Job Elements Method

Groupings of jobs that either call for similar worker characteristics or contain parallel work tasks.

Job Families

A matrix summarizing job duties, tasks, relative importance of the job duty, relative time spent, competencies/KSAOs, and importance of KSAO or competency to task performance (1 to 10, E= essential)

Job Requirements Matrix

A job analysis technique that identifies the intrinsic and extrinsic rewards of a job.

Job Rewards Analysis

The job rewards associated with a position can be summarized in a ________ ____________ matrix.

Job Rewards Matrix

How are job duties weighed?

Job duties are weighed according to their relative importance to the overall performance of the job and relative time spent on each.

Refers to an organized body of factual or procedural information that can be applied to a task.

Knowledge

Refers to a reward package that is neither too small nor too large in economic terms

Magnitude

Refers to the composition of the rewards package matching the needs and preferences of applicants or employees

Mix

Are companies legally required by law to conduct job analyses?

No

Typically a catchall category for worker characteristics that do not fall into the knowledge, skill, or ability categories. Include a person's values, interests, integrity, work style, and other personality traits.

Other Characteristics

T/F: Job descriptions usually include the statement "other duties as assigned" to acommodate job changes and special projects.

True

T/F: Job families enhance an organization's flexibility by allowing workers to perform more than just one official job.

True

T/F: The process of doing a job analysis can become politicized

True

T/F: Unlike skills, abilities reflect more natural talents, including cognitive, psychomotor, sensory, and physical abilities.

True

Job analyses should be performed in such a way as to meet the professional and legal guidelines that have been published in the ___________ _____________ ____ ______________ ________________ ______________.

Uniformed Guidelines on Employee Selection Procedures

A _______________ job analysis procedure accurately measures what it was intended to measure.

Valid

Each task statement should answer what 4 questions?

What? (action verb) To whom/what? How? Why?

Job Analysis is also known as ___________ Analysis.

Work Analysis

What is the final step in job analysis?

Writing the job description and person specification

In Job/Worker match, the current and future job tasks and responsibilities must match what?

The employee's characteristics, KSA's, and competencies.

In Job/Worker match, the intrinsic and extrinsic rewards must match what?

The employee's needs, motivations, and values.

The combination of intrinsic and extrinsic rewards create a job's ___________ rewards.

Total Rewards

T/F: 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.

True

T/F: Job analysis identifies the job's important tasks and working conditions, as well as the tools and technologies people doing the job use.

True

What 4 tasks are required when planning a job analysis?

1. Determine time and resources necessary and available 2. Collect background information about the company, culture, business strategy, the job, etc. 3. Identify Job Experts 4. Identify appropriate job analysis technique(s) to use.

To do a job rewards analysis, one must do what two things?

1. Determine what attracts job candidates & why employees enjoy their work 2. Craft a message to clearly state what makes your company the obvious choice over the competition.

Job weights should add up to what?

100%

How many steps are involved in performing a typical job analysis?

11

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

Ability

How much of a reward is received

Amount

What are the three dimensions of job rewards?

Amount Differential Stability

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

Competencies

Rather than mere job skills, ________________ are the worker characteristics that underlie on-the-job success.

Competencies

____________________ are linked to the organization's business goals, strategy, and values.

Competencies

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

Competency Modeling

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

Critical Incidents Technique

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

Desirable criteria

How consistent the reward is across different employees

Differential

Refers to the uniqueness of the total reward package

Distinctiveness

(Job Description/Person Specification) outlines the essential and desirable criteria for the person doing the job.

Person Specification

Summarizes the characteristics of someone able to perform the job well.

Person Specification

A copyrighted, standard job analysis questionnaire designed to be used for any job.

Position Analysis Questionnaire (PAQ)

A ______________, or replicable, job analysis procedure will produce the same results when it is... 1. Applied to the same job by a different specialist 2. When a different group of job experts is used 3. When it is done at a different time.

Reliable

The capability to perform tasks accurately and with ease.

Skill

How reliable the reward is

Stability

Job analysis technique that asks job experts to provide information about the job verbally in structured fact-to-face interviews.

Structured Job Analysis Interview

A job analysis method that involves using a list of pre-planned questions to analyze a job.

Structured Questionnaire

An observable unit of work with a beginning and an end.

Task

Job analysis technique in which 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.

Task Inventory Approach

Job Analysis methods must be ___________ and __________.

reliable and valid

A staffing-oriented job analysis ultimately aids in the development of __________, or job-related, recruiting plans and selection devices that identify the best candidates for a job.

valid