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18 Cards in this Set
- Front
- Back
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Process of getting detailed information about jobs
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- What, where, how, when, why, under what conditions
- “The building block of everything personnel does” |
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Purpose of Job Analysis
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Generate two types of information
- job specifications (ksaos) - job descriptions (task, responsibilities) |
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Why should you use job analysis when performing a restructuring/merger?
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- Provides a systematic basis for comparing the content of jobs that existed in separate companies
- Helps to identify redundant jobs |
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Why should you use Job Analysis with recruitment?
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- Helps identify KSAOs needed for a job
- Help differentiate strategic jobs |
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Why should you use Job Analysis with training/career development?
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- identifies task to make sure training is effective
- helps to match individual skills with job requirements |
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Why should you use job analysis with performance appraisals?
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- helps to identify results and behaviors that effective performance
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Why should you use job analysis with job evaluation?
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- helps to assess dollar value for jobs
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A-B-Cs of Job Differentiation
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A Positions - Strategic
B Positions - Support C Positions - Surplus |
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What are A Positions?
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Strategic
- have direct strategic impact - autonomous decision making - creates value |
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What are B Positions?
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Support
- Indirect SI or potential SI with low performance variability - moderate autonomy - supports A positions |
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What are C Positions?
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Surplus
- maybe required for firm, generally low SI - have little authority and easily replacable |
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What are potential sources of information?
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Subject Matter Expert
- job incumbent, supervisor, job analyst, supervisor level 2, customers |
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What are the two approaches to Job Analysis
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- Work Oriented
- Task Oriented |
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What are some methods of Job Analysis data?
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Observation, Interview, critical incidences
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What are core competencies
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- knowledge, skills, abilities, and behaviors (KSA...Bs) people need to be effective and fit the organizations's needs
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What did P&G define as Key Success Drivers?
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- think and act decisively
- innovate and reapply (create and continously improve) - Lead - Builds diverse collaborative relationships |
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What does Lockheed Martin define as full spectrum leadership?
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- Shape the future
- Build effective relationships - Energize the team - Deliver Results - Model Personal Excellence |
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How do you create a growth culture?
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- communicate externally
- communicate internally - train employees - use assessment tools - use measurements, rewards |
