HRMN 3420 Test 2 Walker 100% Correct Answers

HRMN 3420 Test 2 Walker 100% Correct Answers Job Analysis - Answer- a formal process of getting detailed information about jobs Objective of Job Analysis - Answer- Identify: *Significant tasks to be performed in a job *Qualifications, tools and equipment needed to perform those tasks *Environment in which the tasks must be carried out Work Flow Analysis - Answer- understanding how the job being analyzed fits into organization as a whole *Raw Inputs, Equipment, HR -> Activity -> Output Levels of Job Analysis Data - Answer- Task, Duty, Position, Job, Job Family Task - Answer- Basic unit of work (prepares lectures, develops exams, grade exams, place grades in spreadsheet) Duty - Answer- Large segment of the work performed and includes "bundles" of tasks (teach, service, research) Position - Answer- a set of tasks performed by a single employee. As many positions as there are employees. (adjunct, assistant, associate or full professor) Job - Answer- A set of similar positions which are grouped together (all assistant, associate, or full professors) Job Family - Answer- A set of similar jobs (higher education) Outcome of Job Analysis - Answer- KSAOs Knowledge - Answer- usually a recognized body of information such as "knowledge of accounting principles" or "knowledge of statistical process controls" Skill - Answer- an individual's level of proficiency or competency in performing a specific task; usually expressed in numerical terms (skill at typing 30 words per minutes, etc) Ability - Answer- relatively enduring, stable attributes (cognitive ability, physical ability, spatial ability) Other - Answer- Other personal attributes (personality, willingness, interests, motivations, licenses, degrees, years of experience) Outcomes of JA - Answer- Job Description, Job Specifications Job Description - Answer- A list of the talks, duties, and responsibilities (TDRs) that a particular job entails Job Specifications - Answer- what to do the people in the job need to help? A list of specific KSAOs that an individual must have to perform a particular job Where does JA information come from? - Answer- Subject Matter Experts (SME) Fleishman Job Analysis System - Answer- Job analysis technique that asks SME to evaluate a job in terms of the abilities required to perform their job Subject Matter Experts (SME) - Answer- Job Incumbent - should have been on job long enough; comfortable providing verbal information in groups Supervisor Trained Job Analyst Ways to Collect Job Analysis - Answer- Questionnaire, Interview, Direct Observation, Diary, Actually Performing Job, Critical Incidents, Other Questionnaire - Answer- Off-the-Shelf (PAQ) - 195 statements in 6 major work categories (info input, mental process, work output, relationships with others, job context, other); can compare to norms and classify job accordingly O*NET, Custom-made - task inventory Position Analysis Questionnaire - 6 sections - Answer- Information Input Mental Process Work Output Relationship with others Job context Other Characteristics Interview - Answer- can be conducted individually or in groups Direct Observation - Answer- Sometimes cameras or videotape; Good for understanding the circumstances in which the work must be performed (heat, danger, noise) Importance of JA - Answer- JA is considered the building block of all HR functions (Work Redesign, HR planning, Selection, Training, Career Development/Counseling, Performance appraisal, Job Evaluation/Setting Compensation, Legal Defense (job relevance: is KSAO necessary to do job? ADA: criteria for reasonable accommodation; essential functions; what tasks must be done? Trends in JA - Answer- *Jobs are no longer stable so it is difficult to keep job descriptions updated dejobbing *Organizations are held to legal requirements for ADA, selection, etc. *Competency Modeling Competency Modeling - Answer- *Core Competency is a critically importance (KSAO) *"Model" is array of competencies the organization desires *Does NOT consider the work performed - only attributes *Are meant to cover the entire range of jobs *Tries to link employee's personal qualities to company mission (fit) Job Design - Answer- The process of defining how work will be performed and what tasks will be required in a given job *Job Characteristics Model (Hackman & Oldham) Industrial Engineering - Answer- The study of jobs to find the simplest way to structure work in order to maximize efficiency Designing Jobs that Motivate - Answer- *Job Enlarge