Competency-Based Job Analysis Quiz

Planning Human Resources

• This section introduces the process of planning for human resources.
• Chapter 2 details various approaches to conducting job analysis.
• Steps for creating job descriptions, specifications, and performance standards are included.
• Chapter 3 discusses forecasting demand and supply of human resources.
• Popular forecasting techniques are outlined.
• Combined, these chapters help identify the necessary human resources for a firm, including type, quantity, and sophistication.

Job Analysis and Design

• Job analysis is considered a vital part of human resource administration.
• It can impact all major HR competencies.
• Learning objectives include describing the uses of job analysis information for HR professionals.
• Understanding various steps and data collection methods in conducting job analysis.
• Describing the content of job descriptions and specifications.
• Discussing approaches to setting performance standards.
• Defining and describing competency models.
• Outlining key considerations in job design.
• Job analysis is crucial for effective organization functioning.

Job Analysis Information Uses

• Job analysis information is essential for many HR functions, particularly in the recruitment process, performance appraisal and compensation systems, and training.
• It also aids in fair treatment across all employee groups and facilitates job redesign.
• Examples include elimination of unnecessary job requirements, creating job advertisements, and matching applicants to requirements.
• It's used for planning future human resource requirements, determining onboarding and training needs, compensation, and performance standards.
• Also for redesigning of jobs for better performance, morale, and quality of work life.

Steps in Job Analysis Process

• Job analysis has three phases: preparation, collecting job information, and using job information for effectiveness.
• Preparation phase includes becoming familiar with the organization and its jobs.
• The collection phase includes determining information sources, identifying data required, and selecting a data collection method.
• Methods include questionnaires, interviews, focus groups, employee logs, and observation.
  • Combinations of methods are often necessary, especially for geographically dispersed operations.
• Using the collected data involves job description, job specification, and performance standards.

Determining Uses of Job Analysis

• Job analysis has critical roles in many HR functions.
• Specific uses include recruitment, performance appraisal systems, and training.
• It's also used to ensure fair treatment, assist with job redesign, and evaluate environmental challenges/job requirements affecting employee quality of work life
• Effective job analysis is crucial for job applicants and HR specialists. Job analysis has objective, measurable standards of performance

Choosing Methods for Job Analysis

• Various methods, such as questionnaires (e.g., O*NET, Position Analysis Questionnaire (PAQ), Functional Job Analysis Questionnaire), interviews (focus groups, interviews, employee logs), and observational tools, are available.
• Each method has trade-offs in terms of time, cost, and accuracy, so choosing the most appropriate method is crucial.

Job Descriptions

• Job descriptions are written statements explaining job duties, working conditions, and other job aspects.
• Various styles exist, from narrative paragraphs to more structured sections.

Job Specifications

• Job specifications detail the necessary knowledge, skills, abilities, and other characteristics (KSAOs) for the job, such as experience, training, or education.

Job Performance Standards

• Performance standards are established from job analysis, used for motivating employee efforts, and for measuring job success.
• Standards form the basis for what is considered "good" or "poor" performance by workers and are reviewed if actual performance differs from the standard.
  • Examples include whether performance needs to be lowered to better serve customers' needs, or whether additional training is needed.

Competency Models

• Competency-based approaches are increasingly popular for job descriptions and specifications, defining required knowledge, skills, abilities, or behaviours.
• Competency models are broader than KSAOs, and they can be used for individual jobs, teams, work units, or even the entire organization
• They illustrate the important difference between job-based duties, and broader competencies.
• Competency models are helpful for determining skills, abilities, training, and experience needed in jobs.
• They help determine if job standards and/or performance is sufficient for a given role, and help with identifying areas where improvements could be made.
• Competency models can reflect company vision and strategic direction.

Job Design

• Job design is critical for worker efficacy and satisfaction, considering organizational, ergonomic, and employee factors, as well as environmental and work practice considerations.
• Critical considerations in effective job design include efficiency (maximum output with minimum resources), work flow (sequence of tasks in efficient manner), ergonomic factors, and appropriate employee involvement.
• Environmental considerations involve factors such as available workforce, social expectations, and legal considerations (discrimination).

Job Analysis in the Gig Economy

• Global competition, rapid technological change, and changing worker profiles make accurate job descriptions challenging.
• Trends include short-term work, customization (job crafting), and flexibility.

Summary

• Job analysis information is crucial for various HR functions. Useful for determining worker expectations and competencies needed for success.
• Essential elements for job design include organizational, ergonomic, and employee considerations, alongside specialization, enrichment, and environmental considerations such as workforce availability, and social/work practices.

Test your knowledge of competency-based job analyses and their applications within organizations. This quiz covers the use of competency matrices, employee development strategies, and the impact on compensation systems. Explore key concepts essential for modern workforce management!