BU354 Lecture Notes - Lecture 3: Job Analysis
Document Summary
Why do we need job analysis: first step i(cid:374) su(cid:272)(cid:272)essfully (cid:373)a(cid:374)agi(cid:374)g a(cid:374) orga(cid:374)izatio(cid:374)"s hu(cid:373)a(cid:374) resour(cid:272)es, need to know what your employees are doing, planning for future hr requirements. Identify realistic performance standards: benchmark for evaluations, labour relations, negotiation with the union must know different jobs and what they are to talk about them effectively, employee relations. Sourcing online for job descriptions, go to managers, manuals: data collection instrument design, ex. Questionnaires, interviews: choice of method for data collection, phase 3 use of job analysis. Identify and describe specific events when an employee performed really well and when a(cid:374)d e(cid:373)ployee did(cid:374)"t: converting traits, knowledge and skills to behavioural, ex. Smart studied i(cid:374)stead of goi(cid:374)g out to phil"s (cid:271)efore a (cid:373)idter(cid:373: passionate profs e(cid:374)gagi(cid:374)g lesso(cid:374)s, does(cid:374)"t just read off slides. Job design: 5 job characteristics psychological states outcomes, 5 job characteristics, variety, task identity, task significance, feedback, autonomy.
