BU354 Chapter Notes - Chapter 2: Job Analysis, Performance Appraisal, Job Performance
Document Summary
Job analysis systematic study of a job to discover its specifications, skill requirements, and so on, for wage-setting, recruitment, training, or job-design purpose. If not well designed, productivity suffers, profits fall, organization less able to meet demands of society, customers, employees, stakeholders. Jobholders, supervisors, and colleagues provide most valid information about way jobs performed: step 5: data collection instrument design. Information is invaluable when filling job openings or advising workers about new job assignments. The paq allows grouping of job elements in a logical and quantitative manner, and enables easy comparisons between jobs. From these incidents, the job analyst identifies critical components of the job relati(cid:374)g to the situatio(cid:374) leadi(cid:374)g up to the e(cid:448)e(cid:374)t, the e(cid:373)plo(cid:455)ee"s actions, the results of the e(cid:373)plo(cid:455)ee"s a(cid:272)tio(cid:374)s, a(cid:374)d the effe(cid:272)ti(cid:448)e(cid:374)ess of the e(cid:373)plo(cid:455)ee"s (cid:271)eha(cid:448)iour. Interviews approach to collecting job- and performance-related information by a face-to-face meeting with jobholder, typically using a standardized checklist of questions: 1.
