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Part 2Support Activities
Chapter 4:
Job Analysis and Rewards
McGraw-Hill Education
Copyright © 2015 by McGraw-Hill Education, All Rights Reserved.
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Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy
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
OrganizationMission
Goals and Objectives
Staffing Organizations Model
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Chapter Outline
Changing Nature of Jobs Job Requirements Job
Analysis Job Requirements Matrix Job Descriptions and Job
Specifications Collecting Job
Requirements Information Competency-Based Job
Analysis Nature of Competencies Collecting Competency
Information
Job Rewards Types of Rewards Employee Value
Proposition Collecting Job Rewards
Information Job Analysis for Teams Legal Issues
Job Relatedness and Court Cases
Essential Job Functions
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Learning Objectives for This Chapter
Understand the rationale behind job analysis Know the difference between a job description
and job specification Learn about methods for collecting job
requirements Understand why competency-based job analysis
has grown in prominence Learn about methods for collecting competencies Recognize the types of rewards associated with
jobs Become familiar with the legal issues surrounding
job analysis
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Discussion Questions for This Chapter
What is the purpose of each type of job analysis, and how can the three types described in this chapter be combined to produce an overall understanding of work in an organization?
How should task statements be written, and what sorts of problems might you encounter in asking a job incumbent to write these statements?
Would it be better to first identify task dimensions and then create specific task statements for each dimension, or should task statements be identified first and then used to create task dimensions?
What would you consider when trying to decide what criteria (e.g., percent time spent) to use for gathering indications about task importance?
What are the advantages and disadvantages of using multiple methods of job analysis for a particular job? Multiple sources?
What are the advantages and disadvantages of identifying and using general competencies to guide staffing activities?
Referring to Exhibit 4.18, why do you think HR professionals were not able to very accurately predict the importance of many rewards to employees? What are the implications for creating the EVP?
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The Need for Job Analysis
The process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements and rewards
Three main types Job requirements Competency-based Job rewards
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Exhibit 4.1 Comparison of Types of Job Analysis
Job requirements Competency Job rewardsMethod Collect information on
activities performed on the job to assess needed KSAOs for each job
Collect information on company strategy to determine KSAOs and behavioral capabilities across the organization
Collect information from employees on preferences and outcomes of jobs
Process Collect data on tasks, duties, responsibilities from incumbents and supervisors, develop job requirements matrix
Discuss strategy with executives, then review how each job fits with the overall goals
Develop lists of potential rewards for a job and survey job incumbents and leaders
Staffing implications Documents task requirements for legal purposes, determines specific KSAOs for selection
Links organizational strategy with planning process and determines broad KSAOs for selection
Provides guidance for how to develop recruiting materials and retention strategies
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Changing Nature of Jobs
Major sources of changeJobs are constantly evolvingNeed for greater flexibilityTeam- based workEmployees need to go beyond “tasks and
duties as written”Implication
Job analyses must be able to adapt to these conditions
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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
Has different degrees of relevance to staffing activities Support activity for staffing activities
Provides foundation for successful staffing systems
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Ex. 4.2: Job RequirementsApproach to Job Analysis
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Ex. 4.3 Job Requirements Matrix
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Task statements
Definition objectively written descriptions of the behaviors or
work activities engaged in by employees in order to perform the job
Each statement should include What the employee does, using a specific action verb To whom or what the employee does what he or she
does, stating the object of the verb What is produced, indicating the expected output of the
verb What equipment, materials, tools, or procedures, are
used
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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 is optional Many different grouping procedures exist
Guideline - 4 to 8 dimensions Grouping procedure should be acceptable to organizational
members Empirical validation against external criterion is not possible
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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
Ex. 4.4: Ways to Assess Task/Dimension Importance Relative time spent Percentage (%) time spent Importance to overall performance Need for new employee training
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KSAOs
What are KSAOs?Knowledge
Exh. 4.6: Knowledges Contained in O*NETSkill
Exh. 4.7: Skills Contained in O*NETAbility
Exh. 4.8: Abilities Contained in O*NETOther Characteristics
Exh. 4.9: Examples of Other Job Requirements
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Exhibit 4.9Examples of Ways to Assess KSAO Importance
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Discussion questions
What is the purpose of each type of job analysis, and how can the three types described in this chapter be combined to produce an overall understanding of work in an organization?
How should task statements be written, and what sorts of problems might you encounter in asking a job incumbent to write these statements?
Would it be better to first identify task dimensions and then create specific task statements for each dimension, or should task statements be identified first and then used to create task dimensions?
What would you consider when trying to decide what criteria (e.g., percent time spent) to use for gathering indications about task importance?
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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
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Collecting Job Requirements Information
Methods Prior information Observation Interviews Task questionnaire Committee or task
force
Sources to be used Job analyst Job incumbents Supervisors Subject matter
experts
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Exhibit 4.13 Factors to Consider in Choosing Between Internal Staff or Consultants or Job Analysis
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Exhibit 4.14 Example of Job Requirements Job Analysis Process
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Competency-Based Job Analysis
Nature of competencies an underlying characteristic of an individual that
contributes to job or role performance and to organizational success
Usage reflects a desire to: connote job requirements that extend beyond the
specific job itself describe and measure the organization’s workforce
in more general terms as a way of increasing staffing flexibility in job
assignments
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KSAOs or Competencies?
Similarities between competencies and KSAOs Both reflect an underlying ability to perform a job
Differences between competencies and KSAOs Competencies are much more general May contribute to success on multiple jobs Contribute not only to job performance but also to
organizational success
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Exh. 4.16: Examples of Competencies
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Organization Usage
Organizations are experimenting with Developing competencies and competency models and Using them as underpinnings of several HR applications
Three strategic HR reasons for doing competency modeling Create awareness and understanding of need for change in
business Enhance skill levels of workforce Improve teamwork and coordination
Emphasis -- Establishing general competencies
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The “Great Eight” Competencies
Leading: initiates action, gives direction Supporting: shows respect, puts people first Presenting: communicates and networks
effectively Analyzing: thinks clearly, applies expertise Creating: thinks broadly, handles situations
creatively Organizing: plans ahead, follows rules Adapting: responds to change, copes with
setbacks Performing: focuses on results, shows
understanding of organization
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Collecting Competency Information
Best practices Establish mission and goals prior to
determining competency requirements General competencies should be important at
all job levels All competencies should have specific
behavioral definitions, not just labelsRecent research suggests these methods
are a rigorous and accurate as those based on job requirements
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Discussion Questions
What are the advantages and disadvantages of using multiple methods of job analysis for a particular job? Multiple sources?
What are the advantages and disadvantages of identifying and using general competencies to guide staffing activities?
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Job Rewards
Extrinsic rewards external to the job itself designed and granted to employees by the organization pay, benefits, work schedule, advancement, job security
Intrinsic rewards intangibles experienced by employees as an outgrowth of doing the job variety in work duties, autonomy, feedback, coworker and
supervisor relations Employee value proposition
the “package” or “bundle” of rewards provided to employees and to which employees respond by joining, performing, and remaining with the organization
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Job Rewards:Collecting Information
Within the organization Interviews with employeesSurveys with employees
Outside the organizationSHRM surveyOrganizational practices
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Ex. 4.16: Examples of Job Rewards Interview Questions
Rewards Offered What are the most rewarding elements of your job?
Consider both the work itself and the pay and benefits associated with your job.
Looking ahead, are there any changes you can think of that would make your job more rewarding?
Reward Magnitude Describe the amount of potential for growth and
development in your job. Do you feel like the pay and benefits provided for
your job are adequate for the work you do, and if not, what would you change?
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Ex. 4.16: Examples of Job Rewards Interview Questions
Reward Mix If you could change the mix of rewards
provided in your job, what would you add? Of the rewards associated with your job, which
two are the most important to you?Reward Distinctiveness
Which rewards that you receive in your job are you most likely to tell others about?
Which of our rewards really stand out to you? To job applicants?
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Exhibit 4.17 Job Rewards Survey
Developing questionsShould cover material identified in
interviews Identify both extrinsic and intrinsic elements
Response options Importance of each type of reward for
workersExtent to which each type of reward is
provided on the job
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Legal Issues
Job relatedness and court cases Recommendations -- Establishing job-related nature of
staffing practices
Essential job functions fundamental job duties of the employment position the
individual with a disability holds or desires the reason the position exists is to perform the function a limited number of employees available among whom the
performance of that job function can be distributed the incumbent is hired for his or her expertise or ability to
perform the particular function
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Recommendations: EstablishingJob-Related Nature of Staffing Practices
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 writingJob analysis should describe in detail the
procedure usedJob data should be collected from a
variety of current sources by knowledgeable job analysts
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Recommendations: EstablishingJob-Related Nature of Staffing Practices
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
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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?