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63 Cards in this Set
- Front
- Back
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-Job analysis
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Gathering information about tasks, duties, and responsibilities and knowledge, skills and abilities a person must have to perform that job
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-The first products of a job analysis
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Job description and job specifications
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Job description
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Describes duties, tasks and responsibilities
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-Job specification
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Lists knowledge, skills and abilities that a person needs to perform that job
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Importance of a job analysis
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Because it provides input to so many other major human resource functions
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Impact of ADA on job analysis
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1. Emphasizes need for current job descriptions and specification
2. Requires orgs. to identify essential job functions and exclude marginal functions 3. Requires organizations to state necessary physical demands of the job |
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Essential job functions
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Statements in a job description of fundamental duties critical for job success
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Marginal job functions
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Duties on a job description that are not necessary to achieve the basic purpose of the particular job
Ex. if you are a security official and you have to hand out badges to hospital visitors staying overnight |
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Four methods for gathering job information
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Observation, logs, questionnaires, job analysis
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Guidelines for conducting a job analysis interview
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Analyze the job not the person doing the job
Prepare the jobholder whom you’ll interview ahead of time Get background information Phrase questions carefully, avoid yes no questions and leading questions Urge jobholders to discuss job in logical order Don’t argue with the jobholder Verify info with supervisor |
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O-net
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Free database of jobs in U.S. economy that is continuously updated and provides a useful starting point in preparing job descriptions
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Main parts of job description
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Job title, identification, statement of the job, job duties or essential functions, job specifications.
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Identification
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Department job is in, whom the person reports to, date the job description was last revised, # of employees performing the job, exempt or not exempt
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Statement of the job (job summary)
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Overall general description of job with enough detail to separate it from other jobs
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Essential functions
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Clear, precise job duty statements that appear in order of importance, stress results and not how the work is done, indicate tools and equipment employees use to do the job
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Job specification
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Minimum human qualities person needs to perform duties satisfactory, knowledge skills abilities, physical demands and working conditions
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PAQ
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195 item structured job analysis questionnaire categorized into 6 dimensions, or factors. Supposedly applicable to wide range of jobs. Post college reading level required. Courts view PAQ positively
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Flextime work schedules
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Flextime, compressed work week, job sharing, telework
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Human resource planning
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Analyzing and identifying the need for and availability of human resources so an organization can meet its goals
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Formal human resource planning
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Review organizations strategic plans objectives and environmental factors, forecast demand for workers, analyze supply and composition of workforce, expand or contract employment as needed
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Quantitative approach
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Trend analysis – widely used but has 1 big disadvantage. Projects demand for employees based on historical trends
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Qualitative approach
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Delphi technique – survey of experts
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Succession planning
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Identifying, developing and tracking key employees so they can eventually fill top executive positions. To replace and exec it takes about 750,000
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Skills inventory
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Computerized list of employee education special skills and interests that managers review and match to job opening
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Expansion options
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Overtime, outsourcing, employee leasing, temp work, training of current employees, recruitment for full time employees
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Worker adjustment and retraining notification
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Firms with 100+ people must give a 60 day notice to layoff or facility closing affecting more than 50 people to employees and local community
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Attrition
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Not replacing employees who retire/quit voluntarily
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Reducing negative effects of downsizing
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Involve key managers, develop comprehensive communication plan, develop plan to nurture survivors, offer outplacement assistance
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Social media recruitment
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Twitter, facebook, linkedin
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Pros for internet recruiting
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Speed, diversity of applicants, cost, expanded global pool
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Cons for internet recruitment
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More unqualified applicants, privacy concerns, exclusion to lower socio-economic groups
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Employee referral
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employees wont refer unqualified people, applicants receive a more realistic view of the job and organization, may help find applicants for hard to fill positions, may lead to nepotism charges, diversity may suffer
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Internal recruitment
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Talent management software, skills inventory, SAP enterprise resource planning, job posting
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Evaluation of recruitment
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Yield ratio - % of applicants from a particular recruitment source who advance to the next stage of selection process, acceptance rejection rate, cost/hire, cost/one year retention, analysis of quit rates by job
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Selection
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Narrowing the pool of qualified applicants so one is chosen to fill each vacancy
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Recruitment
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Involves activities to generate a large pool of qualified applicants
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Purpose of uniform guidelines on employee selection procedures
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To ensure that selection procedures with adverse impact on a protected group are valid
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Validity
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Extent to which test measures what it is intended to measure
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Reliability
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Obtaining consistent results over time
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Predictor
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The test itself
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Criterion
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Measure of job performance
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Criterion-related Validity
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Extent to which selection tool predicts, or significantly correlates with, important elements of work behavior
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Content validity
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Extent to which selection tool adequately samples knowledge and skills needed to perform a job
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Questions to ask yourself if an item should or should not be included on an application
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Is the information job related, is it necessary, is it need now or could it be obtained after hire
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Automated HRIS
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HR and line managers can oversee recruitment/selection from resume submission to skills tests and background checks
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How is somebody an applicant
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If an employer acted to fill a particular position, a person followed the employer’s standard procedures for submitting applications and that person indicated interest in the particular position.
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Types of selection tests
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Aptitude and achievement, cognitive, personality, physical, psychomotor, work sample
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Achievement test
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A test covering what a person knows now
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Aptitude test
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A person’s capacity to learn or acquire skills
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Cognitive ability test
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Measure general reasoning and numerical ability, memory, vocabulary, verbal fluency. EX. Wonderlic
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Buros mental measurements yearbook
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Includes comprehensive reviews of commercially available tests in English
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Flextime Positives
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May cut absenteeism and voluntary turnover, thereby increasing productivity. Worker moral may improve. Business can provide service for more hours due to staggered schedules. Recruiting advantages
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Flextime Negatives
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Increased utility costs. Increased costs for security. Supervisors may need to work longer hours. Tracking hours and payroll may be more difficult.
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Compressed workweek positives
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May increase morale. Easier to finish task requiring long, intense effort. Recruiting advantages.
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Compressed workweek negatives
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Employee fatigue may lead to safety concerns. Employee fatigue could affect performance negatively
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Telework/flextime positives
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Increase employee morale. Less money spent on office space and property
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Telework/flextime negatives
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Possible concern about security of business info. Safety issues in home workspace. Possible difficulty in supervision.
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Job sharing positives
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Retention of 2 employees who may have quit without this option. Possible reduced absenteeism if one job sharer can fill in when the other is absent
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Job sharing negatives
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Employee benefits cost if company provides. Possible communication/coordination issues if job sharers do not handle these well. Not generally applicable.
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Telework/flextime positives
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Increase employee morale. Less money spent on office space and property
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Telework/flextime negatives
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Possible concern about security of business info. Safety issues in home workspace. Possible difficulty in supervision.
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Job sharing positives
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Retention of 2 employees who may have quit without this option. Possible reduced absenteeism if one job sharer can fill in when the other is absent
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Job sharing negatives
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Employee benefits cost if company provides. Possible communication/coordination issues if job sharers do not handle these well. Not generally applicable.
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