BUS 482 Chapter Notes - Chapter 2: Job Analysis, Job Performance

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 482
• Professor: Jim Utley

Document Summary

These are req. before pm sys implemented: k(cid:374)o(cid:449)ledge of o(cid:396)g"s (cid:373)issio(cid:374)s & st(cid:396)ategi(cid:272) goals. Once org goals are est, those goals cascade downward in the org, w/ depa(cid:396)t(cid:373)e(cid:374)ts setti(cid:374)g o(cid:271)je(cid:272)ti(cid:448)es to suppo(cid:396)t o(cid:396)g"s o(cid:448)e(cid:396)all (cid:373)issio(cid:374) & o(cid:271)je(cid:272)ti(cid:448)es. Those goals need to be very clear, or else employees will be unsure of what they need to do: knowledge of job/role. Done thru job analysis (process of determining key components of particular job, incl. activities/tasks/products/services/processes) If (cid:449)e do(cid:374)"t k(cid:374)o(cid:449) (cid:449)hat e(cid:373)plo(cid:455)ee is supposed to do o(cid:374) jo(cid:271), the(cid:374) (cid:449)e (cid:272)a(cid:374)(cid:374)ot properly evaluate that employee. Thru job analysis, we obtain ksas req of particular job. Knowledge = having info needed to perform work, not nec. experience. Skills = req. attributes usu acquire by having done work prior. Ability = having physical/emotional/intellectual/psychological aptitude to perform work: do not need to have done job/been trained before. Tasks & ksas for each job usu presented in jd.