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Lecture 4

MHR 623 Lecture Notes - Lecture 4: Paq, Critical Incident Technique, Job Analysis

Human Resources
Course Code
MHR 623
Genevieve Farrell

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Chapter 4: Job Analysis and competency model
- Work analysis: systematically gathering, documenting and analyzing information about the
content of the work done
- Job analysis: process of collection info about jobs
- Job description: written description about the job, what is required to do, how to do it
- Job specification: the ksaos, that are needed to perform the job
- Job: collection of positions that are similar in their duties
- Position: collection of duties assigned to one job, assigned to one person in an org
- Job family: group of jobs that are different but related to each other as they rely on the same
set of Ksaos.
- Subject matter experts (SMEs): people who are the most knowledgeable about a specific job
Job analysis and employment law: A Reprise
- Employment decisions must be based on job related info
- The job analysis must be created in a legally acceptable way of determining jobs
- Job anaylsis ensures accurate info on skill, effort, responsibility and working conditions
- Provides objective evidence of the skills and abilities required for effiective performance
Job Analysis Methods
Three criteria in choosing a method
1. Goal of job analysis includes description of observable work behs
2. Result of JA should describe work behs not personal characs
3. JA must produce outcomes that are verifiable and replicable
Work oriented job analysis: techniques that emphasize work outcomes and descriptions of the tasks in
order to accomplish them
- survey of work oriented JA methods include interviews, direct observations, self monitoring
data, rating task statements and Ksaos, structured JA questionnaires and inventories, task
inventories, functional JA. Critical incident technique
Rating task statements and Ksaos
- all tasks are not equal
- some are performed more frequently
- some are more important
- some require degree of difficulty to perform
Structured JA questionnaires and Inventories: require workers and other SMEs to respond to
written questions about their job and respondents are asked to make judgements
Task inventories:
- work oriented surveys break down jobs into their components
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