chapter4

CHAPTER FOUR : 

CHAPTER FOUR Job Analysis and Rewards Screen graphics created by: Jana F. Kuzmicki, PhD Troy State University-Florida and Western Region McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc., All Rights Reserved.

Staffing Organizations Model : 

Staffing Policies and Programs Staffing System and Retention Management Support Activities Legal compliance Planning Job analysis Core Staffing Activities Recruitment: External, internal Selection:Measurement, external, internal Employment:Decision making, final match Staffing Organizations Model

Chapter Outline : 

Chapter Outline Types of Jobs Job Requirements JA Overview Job Requirements Matrix Job Descriptions and Job Specifications Competency-Based JA Nature of Competencies Job Rewards Types of Rewards

Types of Jobs : 

Types of Jobs Traditional Evolving Flexible Idiosyncratic Team-Based Classification of teams Staffing implications Extent to which a team member performs one job vs. multiple jobs Degree of task interdependence among team members Telework

Terminology Used in Describing Jobs : 

Terminology Used in Describing Jobs Job Family Job Category Job Position Task Dimension Task Element

Job Requirements Job Analysis: Overview : 

Job Requirements Job Analysis: Overview Definition Process of studying jobs to gather, analyze, synthesize, and report information about job requirements Two major forms Job requirements Specific KSAOs for the job Competency based General KSAOs for all applicants

Exh. 4.3: Job RequirementsApproach to Job Analysis : 

Exh. 4.3: Job RequirementsApproach to Job Analysis

Job Requirements Matrix : 

Job Requirements Matrix Exh. 4.3: Portion of Job Requirements Matrix for Job of Administrative Assistant Task statements Task dimensions Importance of tasks / dimensions KSAOs KSAO importance Job context

Exh. 4.5: Use of Sentence AnalysisTechnique for Task Statements : 

Exh. 4.5: Use of Sentence AnalysisTechnique for Task Statements

Importance of Tasks/Dimensions : 

Importance of Tasks/Dimensions Involves an objective assessment of importance Two decisions Decide on attribute to be assessed in terms of importance Decide whether attribute will be measured in categorical or continuous terms Exh. 4.5: Examples of Ways to Assess Task/Dimension Importance Relative time spent Percentage (%) time spent Importance to overall performance Need for new employee training

KSAOs : 

KSAOs What are KSAOs? Knowledge - Exh. 4.6: Knowledges Contained in O*NET Skill - Exh. 4.7: Skills Contained in O*NET Ability - Exh. 4.8: Abilities Contained in O*NET Other Characteristics - Exh. 4.9: Examples of Other Job Requirements KSAO importance Exh. 4.10: Examples of Ways to Assess KSAO Importance Job context Exh. 4.11: Job Context Contained in O*NET

Job Descriptions andJob Specifications : 

Job Descriptions andJob Specifications Job description Describes tasks, task dimensions, importance of tasks / dimensions, and job context Includes Job family, job title, job summary Task statements and dimensions Importance indicators Job context indicators Date conducted Job specifications Describes KSAOs Exh. 4.12: Example of Combined Job Description / Specification

What is a Competency? : 

What is a Competency? Definition An underlying characteristic of an individual contributing to Job or role performance and Organizational success Similarities to KSAOs Differences between competencies and KSAOs May contribute to success on multiple jobs Contribute not only to job performance but also to organizational success

Exh. 4.16: Examples of Competencies : 

Exh. 4.16: Examples of Competencies

Job Rewards : 

Job Rewards Exh. 4.17—Extrinsic rewards Direct compensation: base pay and variable pay Indirect compensation: benefits Hours of work Career advancement Job security

Job Rewards : 

Job Rewards Exh. 4.18—Intrinsic rewards Skill Variety Task significance Autonomy Feedback from Job Management relations