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Lecture 3

ADM2337 Lecture 3: Untitled3

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University of Ottawa
Catherine Elliott

Job analysis and work design January 19, 2017 8:39AM What is a job
 - A group of related activities and duties What is a position - The collection of tasks and activities performed by one person 
 - (therefore, there could be 1 software developer (SD) job, but 20 SD positions in a 
 - As well, the job could belong to a job company 
 - Used to develop job descriptions and job specifications 
 National occupational classification (NOC) 
 - Reference tool for writing job descriptions and specifications 
 - Compiled by the federal government 
 - Organizes 40,000 job titles into 500 occupational groups ( a collection of jobs that share 
 some or all main duties) Position analysis questionnaire (PAQ) 
 - Very structured job analysis questionnaire contains 194 items measuring six dimensions on a 5-point scale: 1. Information input 
 2. Mental processes 
 3. Work output ( physical activities and tools) 
 4. Relationships with others 
 5. Job context (physical and social environment) 
 approaches to job analysis Position analysis questionnaire system
 - A questionnaire covering 194 different tasks that by means of five point scale seeks to determine the degree to which different tasks are involved within a job. Critical incident method - Analyst asks jobholder to identify critical job tasks that lead to success on the job: Task inventory analysis - An organization specific list of tasks and their descriptions used as a basis to identify components of jobs. Competency based job analysis
 Describing a job in terms of the measurable, observable behavioural competencies an employee must exhibit to do a job well - Answers the question. "to perform this job competently, the employee should be able to......" 
 - Benefits? 
 - Focus on the worker, his/her competencies and HOW he/she does the job well '
 - Traditional job descriptions (with their lists of specifics 
 Job description: 
 - A list of the duties, responsibilities, reporting relationships and working conditions of a job ADM 2337 Page 7 Recruitment January 26, 2017 8:38AM Strategic aspects
 - Recruitment: the process of searching out and attracting qualified job applicants ("talent") ○ Why is recruitment strategically important to the organization  Human talent is critical to high organizational performance 
  Employer branding "the promise made to employees and their perception on how 
 well that promise is delivered" ○ Who does recruiting 
 Internal recruitment 
 - Benefits: 1. Company can capitalize on investment made 
 2. Reward employees for past performance: 
 Increased commitment and performance, morale, engagement 
 Decreased turnover 
 - Disadvantages 1. Discontent of unsuccessful candid
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