Textbook Notes (362,879)
Canada (158,081)
York University (12,350)
ADMS 2600 (126)
Chapter 4

Chapter Four Textbook Notes

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York University
Administrative Studies
ADMS 2600
Monica Belcourt

Chapter Four - job specification: description of the needed skills, and experience of the person who is to perform the job - job description: description of the tasks and responsibilities of the job to be performed - job requirements include recruitment, selection, performance appraisal, training and development, compensation management - job analysis: obtaining information about jobs by determining the duties; ultimate purpose is to improve organization performance and productivity o select jobs to study, gather information such as job requirements and responsibilities, get sources of data (ex. employees, managers, etc), method of collection (ex. interviews, questionnaires, observation, diaries), verify information through other sources of data and then write the report. o accuracy of job information is influenced by: self reporting exaggerations and omissions by employees/managers, collecting info from a bias sample, capturing all important job info o approaches to job analysis  position analysis questionnaire system (PAQ): numerous tasks that are ranked on 5 point scale to determine the degree to which each task is involved in performing a job  critical analysis method: 5-10 job tasks that are critical to a job are outlined  task inventory analysis: a list of all the tasks in a job and their descriptions  competency-based analysis: a list of job responsibilities and their corresponding worker competencies necessary - National Occupational Classification (NOC) contains comprehensive descriptions of the labour force - Key elements of a job description (TIFS) o title: status to the employee, indicates duties, level in hierarchy o identification (distinguishing factors): describes manager, payroll, location, etc o functions (job duties): position must exist in order to perform this function, limited number of employees are able to perform this function, indicate tools necessary to perform functions o specifications/skills: personal qualifications including skills (education, experience, training, etc.) and physical demands (walking, standing, lifting, etc) o bad job description: poorly written, not always updated, might omit certain specifications which end up violating the law, limit the scope of activities to job holder o good job description: simple worded, describe duties in present sense, state specific requirements based on valid job-related criteria - Job Design: improves jobs through technological and human considerations to increase organization efficiency and employee satisfaction o job enrichment (Herzberg): adding more meaningful tasks to a job to make work more rewarding and/or satisfying (vertical expansion)  factors: increasing level of difficulty and responsibility, allowing employee more authority, options for training and growth, job performance reports,
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