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MGHB12H3 Midterm: Chapter 4.docx

Course Code
John Trougakos
Study Guide

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Chapter 4: Job Analysis and Work Design
Outcome 1: Relationship of job requirements and HRM functions
Job – A group of related activities and duties.
Position – The different duties and responsibilities performed by only one employee.
Job family – A group of individual jobs with similar characteristics.
1. Strategic HR Planning: What job need to be created? What skills do they have? Etc.
2. Recruitment
-Job specification – a statement of the needed knowledge, skills, and abilities of the person
who is to perform the job.
-JS provides a basis for attracting the qualified, and discourage the unqualified.
3. Selection
-Job description – a statement of the tasks, duties, and responsibilities of a job to be
-Sometimes the job description bore a little relation to the duties to be performed. Some
Designated groups are discriminated against.
4. Training and Development
5. Performance Appraisal
-Must be specific and job related. If vague and not job related, employers may find
themselves being charged with unfair discrimination.
6. Compensation Management
-Based on what the job demands of an employee in terms of skill, effort, and responsibility,
as well as the conditions and hazards.
7. Legal Compliance
-If criteria used to hire and evaluate employees are vague and not job related, employers
are more likely to find themselves being accused of discrimination.
Outcome 2: Job Analysis
Job Analysis – The process of obtaining information about jobs by determining the duties,
tasks, or activities of jobs.

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Gathering Job Information:
-Interviews. May question individual employees and managers about the job.
-Questionnaires. Prepared questionnaires to be filled out individually by jobholders and
-Observation. Learn about the jobs by observing and recording on a standardized form the
activities of jobholders.
-Diaries. Keep a diary of their work activities during an entire work cycle.
Controlling the accuracy of job information:
-NOC and Job analysis: National Occupational Classification. The purpose is to compile,
analyze, and communicate information about occupations.
Approach to Job analysis:
-The Position Analysis Questionnaire System (PAQ)– a questionnaire covering 194 different
tasks that, by means of a five-point scale, seeks to determine the degree to which different
tasks are involved in performing a particular job.

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oThe person conducting an analysis with this questionnaire would rate each of the
elements using the five-point scale.
oResults are quantitative and can be subjected to statistical analysis.
oAlso permits dimensions of behavior to be compared across a number of jobs
and permits jobs to be grouped on the basis of common characteristics.
-The Critical Incident Method – a job analysis method by which important job tasks are
identified for job success.
oThe final product comprises written task statements that are clear, complete, and
easily understood by those unfamiliar with the job.
oImportant method because it teaches the analyst to focus on employee behaviors
critical to job success.
-Task Inventory Analysis – an organization-specific list of tasks and their descriptions used
as a basis to identify components of jobs
oJob oriented type of analysis
oThe technique was pioneered by the U.S air force.
oThe goal is to produce a comprehensive list of task statements that are
applicable to all jobs.
oAlso note the importance and frequency of use of the task to the successful
completion of the job.
-Competency-based Analysis – this method relies on building job profiles that look at the
responsibilities and activities of jobs and the worker competencies necessary to accomplish
oThe objective is to identify “key” competencies for organizational success.
oCompetencies might include such things as interpersonal communication skills,
decision-making ability, conflict resolution skills, adaptability, or self-motivation
-HRIS and Job Analysis – manager and employees select those statements that best
describe the job under review, indicating the importance of the task to the total job where
oCan be expensive to initiate, but where the organization has many jobs to
analyze, the cost per job may be low
Outcome 3: Job Description
Most job description will contain at least three parts: a job title, a job identification section, and
a job duties section.
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