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27 Cards in this Set
- Front
- Back
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What is the goal of Session 10: Job analysis and Competency Modeling
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Understand what job/work analysis is and its strategic importance to integrated HRM systems
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What is Job Analysis
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Work Analysis is the process of getting detailed information about jobs
–What, where, how, when, why, under what conditions –“The building block of everything that personnel does”1 |
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What is the purpose of Job Analsis
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–“Not an ends in itself, but rather a means to many ends...”
–Generates two types of information: •Job descriptions: List of task, duties & responsibilities (observable actions) •Job specifications: Knowledge, skills, abilities, & other characteristics (KSAOs) |
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Legal Significance of Job Analysis
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It allows you to defend your HR practices in the court of law.
–Only 1 of 12 cases did trial judge consider JA comprehensive enough to ensure KSAOs measured by test were critical requirements |
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What is the Strategic Importance of Job Analysis with regards to:
Restructuring/ Merger/ Acqusition |
- Provides a systematic basis for comparing the content of jobs that existed in the separate companies
- Helps to identify redundant jobs |
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What is the Strategic Importance of Job Analysis with regards to:
Recruitment / Selection |
- Specifies the knowledge, skill, abilities, and other characteristics (KSAOs) needed to perform jobs; helps differentiate jobs with strategic impact
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What is the Strategic Importance of Job Analysis with regards to:
Training & Career Development |
- Helps to identify the tasks performed in a job to ensure that training will be effectively designed
- Helps match individuals' skills with job requirements |
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What is the Strategic Importance of Job Analysis with regards to:
Performance Appraisals |
- Helps organization identify the behaviors and results that distinguish effective performance from ineffective performance.
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What is the Strategic Importance of Job Analysis with regards to:
Job Evaluation |
- to put dollar values on jobs, it is necessary to get information about different jobs to determine which deserve higher pay
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What are the 3 types of Job Differentations
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1. Strategic Position
2. Support Position 3. Surplus Position |
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What is the defining characteristics of a:
Strategic Position |
- Has direct strategic impact (SI) - affects long-term health of firm; high value-add to customers
- High performance variability |
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What is the defining characteristics of a:
Support Position |
- indirect SI via support/ risk minimization
or - potential SI w/ little performance variablility |
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What is the defining characteristics of a:
Surplus Position |
Maybe required for firm functioning and may have high performance variability but little SI.
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What are the Scopes of Authority of the Three Positions
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Strategic - Autonomous Decision Making
Support - Moderate - Follows rules Surplus: Little discretion |
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What are the Primary Determinants of Compensation of the Three Positions
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Strategic - Performance
Support - Job Level Surplus: Market Price |
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What are the effects on Value Creation for the three position types
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Strategic - Creates value; enhances revenue or reduces costs
Support - supports Strategic position Surplus - little positive economic impact |
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What are the Consequences of Mistakes for the three position types
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Strategic - Very Costly.
Support - may be costly and destroy value Surplus - not necessarily costly |
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How to Conduct Job Analysis
What are your sources of Information? |
- Subject Matter Experts (SME)
- job incumbent, supervisor, job analyst, supervisor level 2, customer |
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What are the two Approaches to Conducting Job Analysis
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–Task-oriented
•Focus = work activities and outcomes –Worker-oriented •Focus = job incumbent characteristics (KSAOs; personality) what are those attributes that help you get the job done. |
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What is the primary Method of Collecting JA Data
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Observation (shadow), performing the job, interviews, critical incidents, diaries, background records, standardized questionnaires (e.g., PAQ, MPDQ) (there are questionnaires that walk you through different aspects of the job), customized questionnaires, Dictionary of Occupational Titles (DOT)…basic description of all job titles, O*NET (gives you tons and tons of information about tons of jobs), competency models
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What are causing some of the declines in Job Analysis
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–Totally new jobs; changing jobs; decreased job specialization; increased emphasis on teams; emphasis on “person-org fit”
•Strategic Job Analysis –What to do when the job(s) does not currently exist in your organization (c.f., Schneider & Konz, 1989) •Competency Models |
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What are "Core competencies"
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“Core competencies” are those things (knowledge, skills, abilities and behaviors) that people need to be good at if they are to be effective in their jobs and meet the organization’s needs. They also reflect an organization’s values. Unlike specific competencies which are related to success in specific jobs (e.g., Staff VP, Program Management), core competencies cut across the organization. They’re the skills needed by all employees at certain levels in the organization.
(Similar to worker-oriented job analysis but more strategically focused) |
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What is the "Global View" competency
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Has a good grasp on the variables that affect businesses in other countries; Actively develops cross-cultural knowledge; Encourages discussions of international business issues and opportunities; Pushes others to consider whether there is an international or global component to their ideas and suggestions.
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What is the "Integrity" competency
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Readily acknowledges his/her mistakes, limitations, and/or failures; Keeps his/her word; Gives credit where credit is due; Tells the truth/is candid; Respects and retains the confidentiality of Company information; Presents the facts even if they contradict with his/her self-interests; Follows through on commitments - can always be counted on to get the job done.
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What is the "Customer Service Orientation" competency
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Always looks for ways to make it easier for customers to do business with us; Avoids maximizing short-term profits at the expense of building enduring relationships; Anticipates customers’ needs/requirements.
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What is "Strategic Perspective/ Visioning" competency
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Articulates a mission/vision that captures the hearts and minds of employees; Evaluates and pursues initiatives, investments, and opportunities based on their fit with broader strategies; Aligns strategic priorities of a unit/group with the direction and strategic priorities of the broader organization; Understand and considers "big picture" patterns and systems when addressing problems.
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What is the "Leveraging Diversity" Competency?
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Gives employees the opportunity to speak their minds regardless of functional area, organizational level, gender, age, race, nationality, or culture; Uses differences as a way of gaining a broader range of unique ideas and perspectives; Creates an environment of respect for differences with regards to backgrounds or experience, functional area, learning and work styles, and workforce composition (e.g., gender, race, age, religion).
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