Professional Documents
Culture Documents
CHAPTER FOUR
4-2
Types of Jobs
Traditional
Team-Based
Classification of teams
Staffing implications
Evolving
Extent to which a team member performs one job vs. multiple jobs Degree of task interdependence among team members
Flexible Idiosyncratic
Telework
4-3
Job requirements
Specific KSAOs for the job General KSAOs for all applicants
Competency based
Has different degrees of relevance to staffing activities Support activity for staffing activities Provides foundation for successful staffing systems
4-4
Job
Job
requirements matrix
descriptions and job specifications job requirements information
Collecting
4-5
4-6
4.3: Portion of Job Requirements Matrix for Job of Administrative Assistant statements dimensions of tasks / dimensions
Task Task
importance
context
4-7
Task Statements
Definition
Objectively
Exh.
4-8
4-9
Use specific action verbs, having only one meaning Focus on recording tasks, not elements (15-25) Do not include trivial activities Ensure list of tasks is content valid and reliable Analysts should include manager and an incumbent Accuracy of statements cannot be evaluated against external criterion
4-10
Task Dimensions
Definition
Involves
grouping sets of task statements into dimensions, attaching a name to each dimension Other terms -- duties, accountability areas, responsibilities, and performance dimensions
Characteristics
Creation
- 4 to 8 dimensions
Grouping
procedure should be acceptable to organizational members Empirical validation against external criterion is not possible
4-11
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
time spent Percentage (%) time spent Importance to overall performance Need for new employee training
4-12
KSAOs
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 4.11: Job Context Contained in O*NET
Job context
Exh.
4-13
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
4-14
Methods
Sources
to be used
Job
analysis process
4-15
information
Observation
Interviews
Questionnaire
Combined Criteria
Exh.
methods
4-16
analyst incumbents
Supervisors
SMEs Combined
sources
4-17
Purpose
Scope Internal staff or consultant - See Exh. 4.14 Organization and coordination Communication Work flow and time frame Analysis, synthesis, and documentation Maintenance of system Example of JA process - See Exh. 4.15
4-18
of competencies
example usage
Competency
Organization
Collecting
competency information
4-19
What is a Competency?
Definition
An
contribute to success on multiple jobs Contribute not only to job performance but also to organizational success
4-20
4-21
Organization Usage
Enhance
4-22
General competencies at the organizational /strategic level are established by top management
Guidelines for establishing general competency requirements
Organization
must establish its mission and goals prior to determining competency requirements
Should
Should
labels
4-23
Job Rewards
Hours of work
Career advancement
Job security
4-24
the organization
with employees
with employees
Interviews
Surveys
Outside
the organization
survey practices
SHRM
Organizational
4-25
Legal Issues
Job
Recommendations
Essential
What
job functions
of essential functions - P. 190
Evidence Role
4-26
Job analysis must be performed and must be for the job for which the selection instrument is to be utilized Analysis of job should be in writing Job analysis should describe in detail the procedure used Job data should be collected from a variety of current sources by knowledgeable job analysts Sample size should be large and representative of jobs for which selection instrument is used Tasks, duties, and activities should be included in analysis Most important tasks should be represented in selection devise Competency levels of job performance for entry-level jobs should be specified Knowledge, skills, and abilities should be specified, particularly if content validation model is followed
4-27
Ethical Issues
Issue 1
It has been suggested that ethical conduct be formally incorporated as a general competency requirement for any job within the organization. Discuss the pros and cons of this suggestion.
Issue 2
Assume you are assisting in the conduct of job analysis as an HR department representative. You have encountered several managers who want to delete certain tasks and KSAOs from the formal job description having to do with employee safety, even though they clearly are job requirements. How should you handle this situation?