Podcast
Questions and Answers
What are the four lessons the pandemic taught us about work, life, and balance?
- Workplace Flexibility and Adaptability
- Clear Boundaries Between Work and Family
- Empowering Adults and Accountability
- Rethinking Communication and Reducing Bureaucracy
What is the primary purpose of job analysis?
What methods are commonly used for collecting data in job analysis?
Interviews, questionnaires, observation, internet-based job analysis.
What is a job description?
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Job specifications only focus on the duties of the job.
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Which factor is NOT mentioned as a reason employees leave their jobs?
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What percentage of employees experienced burnout, according to the 2020 Gallup Report?
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What is an effective retention strategy shared in the content?
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The key to achieving great results is the internal drive to make things for their ______.
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What shift in workforce planning will become more important than financial planning?
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Which of the following was mentioned as a key factor in employee retention?
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What is the goal of HR planning?
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What are some reasons that people leave a job?
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Job specifications describe the minimum qualifications necessary for success.
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What is the importance of creating a virtual induction program?
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A _________ describes the duties and responsibilities of a job.
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What are two key components of employee retention strategies?
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Match the following motivations with their definitions:
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The pandemic taught employees to value flexibility in work schedules.
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What was a highlighted challenge regarding the global workforce?
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Study Notes
Job Analysis
- It involves analyzing and describing tasks, responsibilities, and outcomes of jobs.
- It also involves understanding the knowledge, competencies, skills, and abilities required to perform those duties.
- Useful questions to ask when doing a job analysis include:
- What kind of role is needed?
- Is this role the best way to execute the tasks?
- Is this role a team role or an individual job?
- Should we be looking at a job for the future, not just now?
- What skills are needed to effectively do this job?
- Can we get and keep the skills needed?
Methods of Collecting Data
- Interviews
- Questionnaires
- Observation
- Internet-based job analysis
Job Description
- A written statement describing the duties and responsibilities of a job.
- It specifies what a worker does, how, why, and the priorities and circumstances under which it is done.
- Includes:
- Job identification
- Job summary
- Relationships
- Responsibilities and duties
- Performance standards
- Working conditions
Job Specifications
- A description of the minimum qualifications an employee needs to successfully carry out the duties and responsibilities.
- Includes:
- Skill Factors
- Effort Factors
- Working Conditions
- Performance Standards and Priorities
Challenges in the Global Workforce
- Reiner Strack highlights the workforce crisis of 2030 and how to start solving it now.
- People are looking for:
- Being appreciated for their work
- Having great relationships with colleagues
- Enjoying a great work-life balance
- Having a great relationship with the boss
- Salary
Plans for Change
- Plan 1: Forecast supply and demand for different jobs and skills. Workforce planning will become more important than financial planning.
- Plan 2: Attract great people, including millennials, women, and retirees.
- Plan 3: Educate and upskill the workforce.
- Plan 4: Realize an appreciation and relationship culture to retain the best people.
Induction, Orientation, and Onboarding
- Induction introduces newcomers to the company and work environment.
- Orientation helps newcomers align with their position, responsibilities, and work culture.
- Onboarding is a comprehensive process that lasts up to 12 months.
Creating a Virtual Induction Program
- Criteria for a successful program include:
- Spread the program over multiple days.
- Overcommunicate.
- Get technology into the hands of new employees quickly.
- Emphasize the company's culture and values.
- Make the program interactive.
- Emphasize the roles of the hiring manager and a designated buddy.
- Model continuous learning by asking for feedback and acting on it quickly.
Retention of Key People
- "Attracting key people is only one dimension, the other is keeping them." - Nankervis et al., 2008, 214
- 87% of employers say improving retention is a critical priority. - Future Workplace and Kronos 2016
Reasons Employees Leave and Stay
- Inadequate salary or hourly rate
- Feeling overworked, burned out, and unsupported
- No or limited space for growth
- Need for better work-life balance
- Unhappy with management or the company culture
- 2020 Gallup Report on Employee Burnout: 76% of employees experience burnout sometimes, and 28% experience it often or always.
- Top 5 factors of burnout include:
- Unfair treatment at work
- Unmanageable workload
- Unclear communication from management
- Lack of manager support
- Unreasonable time pressure
- Top 5 factors of burnout include:
Effective Employee Retention Strategies in 2024:
- Offer competitive base salaries
- Let employees work from home
- Provide flexible scheduling
- Encourage and promote work-life balance
- Recognize and reward employees for their work
- Create a culture employees want to be part of
- Build employee engagement
- Create an emphasis on teamwork
- Reduce employee burnout
- Provide wellness offerings
- Give employees other job perks (cell phone service, travel costs, car rentals, etc.)
- Foster growth and offer professional and personal development
Motivation
- Maslow's Hierarchy of Needs
- Baby Boomers (1946-1964)
- Generation X (1965-1980)
- Millennials (1981-1996)
- Gen Z (1997-2012)
The Puzzle of Motivation
- Karl Duncker's Candle Problem demonstrates functional fixedness.
- Sam Glucksberg's research on the power of incentives shows carrots and sticks are only effective in certain situations.
External and Internal Motivations
- Dan Ariely's research shows that:
- Bonuses are effective for mechanical skills.
- For cognitive activities, internal motivators are more effective.
- Internal motivators include autonomy, mastery, and purpose.
- The key to great results is "the internal drive to make things for their value...because they have sense for us" - Dan Ariely.
HR Planning Phase: Processes
- Strategic business goals define what the organization needs to achieve and how.
- HR planning determines the number and types of jobs to be filled, matching the HR supply with job openings.
- Job analysis collects information about jobs.
-
Job description outlines:
- Job Title
- Duties and Responsibilities
- Relationships, Know-how
- Accountability
- Authority
- Special Circumstances
-
Job Specification lists:
- Experience
- Qualifications
- Skills, Abilities, Knowledge
- Personal Qualities
- Special Requirements
- Recruitment identifies and attracts a pool of candidates for open positions.
Job Analysis
- Job analysis is the process of breaking down jobs into their individual components.
- It involves understanding the tasks, responsibilities, and outcomes of jobs.
- It also identifies the knowledge, competencies, skills, and abilities needed to perform those duties.
Useful Questions for Job Analysis
- What kind of role is needed?
- Is this role the best way to execute needed tasks?
- Is it a team role or an individual job?
- Should the job be designed for the future, not just the present?
- What skills are required to effectively do this work?
- Can the required skills be obtained and retained?
Methods of Collecting Job Analysis Data
- Interviews
- Questionnaires
- Observation
- Internet-based job analysis
Job Description
- A job description is a written, factual statement that describes the duties and responsibilities of a position.
- It specifies what, how, why, the priorities, and circumstances of the job.
Writing a Job Description
- Job Identification
- Job Summary
- Relationships
- Responsibilities and Duties
- Performance Standards
- Working Conditions
Job Specifications
- A job specification lists the minimum individual qualities needed to successfully perform a job's duties and responsibilities.
- It can include:
- Skill Factors (both essential and desirable)
- Effort Factors (mental and physical)
- Working Conditions
- Job specifications may also include performance standards and priorities.
Challenges in the Global Workforce
- The workforce is facing a crisis in 2030, as outlined in Reiner Strack's TED talk.
- To address this crisis, organizations need to develop plans for attracting and retaining employees.
What People Look for in Work
- Appreciation for their work
- Positive relationships with colleagues
- A good work-life balance
- A positive relationship with their boss
- And, of course, salary
Plans for a Changing Workforce
- Plan 1: Forecast supply and demand for different jobs and skills.
- Plan 2: Attract a diverse workforce, including Gen Y (Millennials), women, and retirees.
- Plan 3: Educate and upskill employees to meet changing job demands.
- Plan 4: Create an appreciation and relationship culture to retain top talent.
Induction, Orientation, and Onboarding
- Induction introduces newcomers to the company and work environment.
- Orientation helps align newcomers with their roles, responsibilities, and work culture.
- Onboarding is a continuous process, lasting up to 12 months, that involves management and employees.
Key Elements of Virtual Induction Program
- Duration: Spread the program out over multiple days.
- Communication: Overcommunicate information to new employees.
- Technology: Provide technology to new employees quickly.
- Culture and Values: Highlight the organization's culture and values.
- Interactivity: Ensure engagement and connection through interactive components.
- Role of Hiring Managers and Buddies: Emphasize the role of the hiring manager and a designated buddy.
- Continuous Learning: Encourage feedback gathering and quick action (onboarding).
Retention of Key People
- The challenge is not just to attract key talent but to retain them.
-
Burnout is a significant factor in employee turnover.
- 76% of employees sometimes experience burnout, with 28% experiencing it often or always.
Effective Employee Retention Strategies
- Offer competitive salaries
- Enable remote work
- Offer flexible schedules
- Encourage work-life balance
- Recognize and reward employee contributions
- Cultivate a positive and welcoming company culture
- Promote employee engagement
- Emphasize teamwork
- Reduce burnout
- Provide wellness offerings
- Offer job perks (e.g., phone service, travel costs, car rentals)
- Foster growth through professional and personal development
Motivation
- Frederick Herzberg developed the "Motivation-Hygiene Theory" of job satisfaction and motivation.
- Maslow's Hierarchy of Needs is a theory that outlines a hierarchy of human needs that motivate individuals.
The Puzzle of Motivation
- Dan Pink highlights the complex nature of motivation.
- The Candle Problem demonstrates "functional fixedness" – the tendency to perceive objects in their usual context.
Internal vs. External Motivations
- External motivations (e.g., bonuses) are effective for tasks requiring mechanical skills.
-
Internal motivations are crucial for cognitive tasks, creative endeavors, and overall job satisfaction.
- Autonomy: The need to manage one's life.
- Mastery: The desire to develop skills in something important.
- Purpose: The desire to contribute to something meaningful.
Key Idea of Motivation
- Great results stem from internal drive to make things for their value, because those tasks hold meaning for the individual.
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Description
This quiz explores the essential elements of job analysis and descriptions, focusing on methods, responsibilities, and required competencies. Test your knowledge on effective job analysis techniques and the importance of job descriptions in the workplace.
