Chapter 4 Job Analysis.

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Presentation transcript:

Chapter 4 Job Analysis

Types of Jobs Traditional Evolving Flexible Idiosyncratic Team-based Telework

Terminology Commonly used in Describing Jobs (Ex. 4.1, pg. 145) Job description * Job specification Job family Job category Job Position Task dimension Task Element

Job Analysis Process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements and rewards. TYPES pg. 148 Job Requirements Competency-Based Job Rewards

Job Requirements Job Analysis JOB REQUIREMENTS MATRIX: Task Statements Task Dimensions Task Importance KSAOs (See exhibits 4.7-4.10, pg.158-161) KSAOs importance Job context (See ex. 4.12,pg. 163)

Job Analysis Methods (pg. 164) Prior Information Observation Interviews Task Questionnaire Combined Methods

Job Analysis Sources (pg. 168) Job Analyst Job Incumbents Supervisors Subject Matter Experts Combined Sources

Job Analysis Process (pg. 170) Purposes Scope Internal staff or consultant (pg. 172, ex. 4.15) Organization & coordination Communication Work flow & time frame Analysis, synthesis, & documentation Maintenance of the system Example of job analysis process

Competency-Based Job Analysis Competency is an underlying characteristic of an individual that contributes to job or role performance & to organizational success. Can be job-spanning & can contribute not only to job performance, but organizational success.

Job Reward Job Analysis This approach focuses on extrinsic and intrinsic rewards. Job Rewards Matrix (see ex. 4.19, pg.181) Extrinisic (6 major dimensions, p. 182) JDS (5 core characteristics & 2 others)

The Job Characteristics Model Core job characteristics Critical psychological states Outcomes *Skill variety *Task identity *Task significance *Autonomy *Feedback *Experienced meaningfulness of the work *Experienced responsibility for outcomes of the work *Knowledge of the actual results of the work activities *High internal work motivation *High growth satisfaction *High general job satisfaction *High work effectiveness Moderators 1. Knowledge and skill 2. Growth need strength 3. Context satisfactions

Legal Issues Job Relatedness & Court Cases Job Analysis & Selection (UGESP) Essential Job Functions (ADA) See recommendations (pg. 191)