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CHAPTER FOURCHAPTER FOUR
Job Analysis and RewardsJob Analysis and Rewards
Screen graphics created by:Jana F. Kuzmicki, PhD
Troy State University-Florida and Western Region
McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc., All Rights Reserved.
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Types of JobsTypes of Jobs
Traditional
Exh. 4.1: Terminology Commonly Used in Describing Jobs
Evolving
Flexible
Idiosyncratic
Team-Based
Classification of teams
Staffing implications
Extent to which a team member performs one job vs. multiple jobs
Degree of task interdependence among team members
Telework
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Job Requirements Job Analysis: OverviewJob Requirements Job Analysis: Overview
DefinitionProcess of studying jobs to gather, analyze,
synthesize, and report information about job requirements
Two major forms Job requirements
Specific KSAOs for the job Competency based
General KSAOs for all applicants Has different degrees of relevance to staffing activities Support activity for staffing activities
Provides foundation for successful staffing systems
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Job Requirements Job AnalysisJob Requirements Job Analysis
Overview
Exh. 4.3: Job RequirementsApproach to JA
Job requirements matrix
Job descriptions and job specifications
Collecting job requirements information
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Exh. 4.3: Job RequirementsExh. 4.3: Job RequirementsApproach to Job AnalysisApproach to Job Analysis
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Job Requirements MatrixJob Requirements Matrix
Exh. 4.3: Portion of Job Requirements Matrix for Job of Administrative Assistant
Task statements
Task dimensions
Importance of tasks / dimensions
KSAOs
KSAO importance
Job context
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Task StatementsTask Statements
Definition
Objectively written descriptions ofbehaviors or work activities engagedin by employees to perform job
Exh. 4.4: Use of Sentence AnalysisTechnique for Task Statements
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Exh. 4.5: Use of Sentence AnalysisExh. 4.5: Use of Sentence AnalysisTechnique for Task StatementsTechnique for Task Statements
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Characteristics of Task Statements Characteristics of Task Statements
What employee does, using a specific verb at start of statement
To whom or what employee does what he/she does
What is produced, indicating expected output
What materials, tools, procedures, or equipment used
Use specific action verbs, having only one meaning
Focus on recording tasks, not elements (15-25)
Do not include trivial activities
Ensure list of tasks is content valid and reliable
Analysts should include manager and an incumbent
Accuracy of statements cannot be evaluated against external criterion
Requirements: Task Statements
Suggestions: Effectively Writing Task Statements
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Task DimensionsTask Dimensions
Definition Involves grouping sets of task statements into
dimensions, attaching a name to each dimension Other terms -- “duties,” “accountability areas,”
“responsibilities,” and “performance dimensions” Characteristics
Creation is optional Many different grouping procedures exist
Guideline - 4 to 8 dimensions Grouping procedure should be acceptable to
organizational members Empirical validation against external criterion is not
possible
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Importance of Tasks/DimensionsImportance of Tasks/Dimensions
Involves an objective assessment of importance Two decisions
Decide on attribute to be assessed in terms of importance
Decide whether attribute will be measured in categorical or continuous terms
Exh. 4.5: Examples of Ways to Assess Task/Dimension Importance Relative time spent Percentage (%) time spent Importance to overall performance Need for new employee training
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KSAOsKSAOs
What are KSAOs? Knowledge - Exh. 4.6: Knowledges Contained in
O*NET Skill - Exh. 4.7: Skills Contained in O*NET Ability - Exh. 4.8: Abilities Contained in O*NET Other Characteristics - Exh. 4.9: Examples of Other
Job Requirements KSAO importance
Exh. 4.10: Examples of Ways to Assess KSAO Importance
Job context Exh. 4.11: Job Context Contained in O*NET
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Job Descriptions andJob Descriptions andJob SpecificationsJob Specifications
Job description Describes tasks, task dimensions, importance of tasks /
dimensions, and job context Includes
Job family, job title, job summary Task statements and dimensions Importance indicators Job context indicators Date conducted
Job specifications Describes KSAOs
Exh. 4.12: Example of Combined Job Description / Specification
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Collecting Job Requirements InformationCollecting Job Requirements Information
Methods
Sources to be used
Job analysis process
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Collecting Job Requirements Information: Collecting Job Requirements Information: MethodsMethods
Prior information
Observation
Interviews
Questionnaire
Combined methods
Criteria for choice of methodsExh. 4.13: Criteria for Guiding Choice of JA
Methods
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Collecting Job Requirements Information: Collecting Job Requirements Information: SourcesSources
Job analyst
Job incumbents
Supervisors
SMEs
Combined sources
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Collecting Job Requirements Information: Collecting Job Requirements Information: JA ProcessJA Process
Purpose Scope Internal staff or consultant - See Exh. 4.14 Organization and coordination Communication Work flow and time frame Analysis, synthesis, and documentation Maintenance of system Example of JA process - See Exh. 4.15
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Competency-Based Job AnalysisCompetency-Based Job Analysis
Nature of competencies
Competency example
Organization usage
Collecting competency information
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What is a Competency?What is a Competency?
DefinitionAn underlying characteristic of an individual
contributing to Job or role performance and Organizational success
Similarities to KSAOs Differences between competencies and KSAOs
May contribute to success on multiple jobsContribute not only to job performance but also to
organizational success
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Organization UsageOrganization Usage
Organizations are experimenting with Developing competencies and competency models and Using them as underpinnings of several HR applications
Three strategic HR reasons for doing competency modeling Create awareness and understanding of need for change
in business Enhance skill levels of workforce Improve teamwork and coordination
Emphasis -- Establishing general competencies
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Collecting Competency InformationCollecting Competency Information
Techniques and processes are in their infancy General competencies at the organizational /strategic
level are established by top management Guidelines for establishing general competency
requirements Organization must establish its mission and goals prior
to determining competency requirements Should be important at all job levels Should have specific, behavioral definitions, not just
labels
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Job RewardsJob Rewards
Exh. 4.17—Extrinsic rewards
Direct compensation: base pay and variable pay
Indirect compensation: benefits
Hours of work
Career advancement
Job security
Exh. 4.18—Intrinsic rewards
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Job Rewards:Job Rewards:Collecting InformationCollecting Information
Within the organization Interviews with employeesSurveys with employees
Outside the organizationSHRM surveyOrganizational practices
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Legal IssuesLegal Issues
Job relatedness and court casesRecommendations -- Establishing job-related nature
of staffing practices
Essential job functionsWhat are essential functions? P. 190Evidence of essential functions - P. 190Role of job analysis - See Exh. 4.23
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Recommendations: EstablishingRecommendations: EstablishingJob-Related Nature of Staffing PracticesJob-Related Nature of Staffing Practices
Job analysis must be performed and must be for the job for which the selection instrument is to be utilized
Analysis of job should be in writing Job analysis should describe in detail the procedure used Job data should be collected from a variety of current sources
by knowledgeable job analysts Sample size should be large and representative of jobs for
which selection instrument is used Tasks, duties, and activities should be included in analysis Most important tasks should be represented in selection devise Competency levels of job performance for entry-level jobs
should be specified Knowledge, skills, and abilities should be specified,
particularly if content validation model is followed
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Ethical IssuesEthical Issues
Issue 1 It has been suggested that “ethical conduct” be formally
incorporated as a general competency requirement for any job within the organization. Discuss the pros and cons of this suggestion.
Issue 2 Assume you are assisting in the conduct of job analysis as an
HR department representative. You have encountered several managers who want to delete certain tasks and KSAOs from the formal job description having to do with employee safety, even though they clearly are job requirements. How should you handle this situation?