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Questions and Answers
What is a key purpose of job design in terms of staffing?
What is a key purpose of job design in terms of staffing?
- To set working conditions
- To determine the types and ratio of employees needed (correct)
- To write job descriptions
- To determine the scheduling of employees
What is a method for obtaining information for job analysis?
What is a method for obtaining information for job analysis?
- Having workers fill out questionnaires and checklist about their work (correct)
- Conducting team meetings
- Developing organizational charts
- Conducting performance appraisals
What is an example of a physical demand of a job?
What is an example of a physical demand of a job?
- Financial analysis
- Time management
- Extended standing (correct)
- Leadership skills
What is a factor that must be considered in job analysis?
What is a factor that must be considered in job analysis?
What is a purpose of scheduling in job design?
What is a purpose of scheduling in job design?
What is a skill that a job analyst or supervisor trained in job design methodology may use?
What is a skill that a job analyst or supervisor trained in job design methodology may use?
What is a factor that must be considered in job analysis related to the personnel?
What is a factor that must be considered in job analysis related to the personnel?
What is a way to obtain information for job analysis from employees?
What is a way to obtain information for job analysis from employees?
What is the primary purpose of a job in an organization?
What is the primary purpose of a job in an organization?
Which of the following is NOT a main determinant of a job?
Which of the following is NOT a main determinant of a job?
What is the outcome of effective job design?
What is the outcome of effective job design?
What is the primary goal of performance appraisal?
What is the primary goal of performance appraisal?
What is the relationship between the needs of the organization, its people, and the task to be performed?
What is the relationship between the needs of the organization, its people, and the task to be performed?
What is the purpose of work analysis?
What is the purpose of work analysis?
What is the outcome of effective staffing and scheduling?
What is the outcome of effective staffing and scheduling?
What is the purpose of job performance standards?
What is the purpose of job performance standards?
What is the primary purpose of a job description?
What is the primary purpose of a job description?
What is one of the organizational objectives of a job description?
What is one of the organizational objectives of a job description?
What is a term that has been imposed on laboratories by the regulations of the Clinical Laboratories Improvement Act of 1988 (CLIA ’88)?
What is a term that has been imposed on laboratories by the regulations of the Clinical Laboratories Improvement Act of 1988 (CLIA ’88)?
What is an employee objective of a job description?
What is an employee objective of a job description?
What is a result of having a well-written job description?
What is a result of having a well-written job description?
What is one of the benefits of having a job description?
What is one of the benefits of having a job description?
What is a key aspect of a job description?
What is a key aspect of a job description?
What is one of the organizational objectives of a job description, related to performance appraisal?
What is one of the organizational objectives of a job description, related to performance appraisal?
What does the 'Identification and headings' section of a job description typically include?
What does the 'Identification and headings' section of a job description typically include?
What is the primary purpose of assigning an authority scale code to each duty in a job description?
What is the primary purpose of assigning an authority scale code to each duty in a job description?
What is the significance of writing job duties in a clear and concise manner?
What is the significance of writing job duties in a clear and concise manner?
What information is typically included in the 'Job specifications' section of a job description?
What information is typically included in the 'Job specifications' section of a job description?
Who should sign off on a job description to indicate final approval?
Who should sign off on a job description to indicate final approval?
What is the main focus of the 'Duties' section of a job description?
What is the main focus of the 'Duties' section of a job description?
Why is it essential to include the date of preparation and activation in a job description?
Why is it essential to include the date of preparation and activation in a job description?
What is the benefit of including the preparer's name in a job description?
What is the benefit of including the preparer's name in a job description?
What is the primary purpose of the closing section of a performance appraisal form?
What is the primary purpose of the closing section of a performance appraisal form?
Who can provide inputs in a 360-degree evaluation?
Who can provide inputs in a 360-degree evaluation?
What is the main characteristic of a Tell and Sell method of appraisal interview?
What is the main characteristic of a Tell and Sell method of appraisal interview?
What is a benefit of using a 360-degree evaluation?
What is a benefit of using a 360-degree evaluation?
What is a potential risk of peer-to-peer appraisal?
What is a potential risk of peer-to-peer appraisal?
What is the main advantage of self-appraisal?
What is the main advantage of self-appraisal?
What is the primary goal of an evaluation interview?
What is the primary goal of an evaluation interview?
Who can be a performance appraiser?
Who can be a performance appraiser?
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Study Notes
Laboratory Management
- Course module: 2
- Course unit: 8-9
- SOST session: 7
- Topics: Staffing and scheduling, job design, job description, performance appraisal
Job Analysis
- Definition: The process of identifying and describing the duties, responsibilities, skills, and knowledge required for a specific job
- Importance: Helps to identify the needs of the organization, its people, and the task to be performed
- Techniques for collecting and analyzing job design information:
- Interviews with workers, supervisors, and customers
- Observations by job analysts or supervisors
- Questionnaires and checklists completed by workers
- Logs or diaries maintained by employees
- Expert opinions from industrial engineers, employees, managers, and instrument manufacturers
- Factors to consider in job analysis:
- Working conditions
- Technology
- Job specifications
- Availability of labor
- Personal interaction
- Legal aspects
- Work-flow
- Work itself
- Work process
Job Design in the Workplace
- Applying job design in the workplace involves:
- Setting staffing levels
- Scheduling personnel
- Writing job descriptions
- Staffing:
- Matching people with jobs that meet the goals and structure of the organization
- Determining the types and ratio of employees needed
- Writing job specifications, including skills, training, and regulatory qualifications
- Scheduling:
- Matching people on a day-to-day basis with the fluctuating workload of the laboratory
- Determining where and when employees work
- Posting schedules on a periodic basis (daily, weekly, or monthly)
Writing a Job Description
- Definition: A written statement that designates the tasks, duties, working conditions, and reporting relationships for a specific job
- Objectives:
- Communication tool for assuring that employees, supervisors, and the organization understand job duties
- Sets boundaries and limitations of responsibilities
- Assigns authority to act in performing duties
- Key components:
- Identification and headings
- Job specifications
- Reporting relationships
- Duties
- Performance and evaluation criteria
- Approval signatures
Performance Appraisal
- Definition: A formal evaluation of an employee's job performance
- Objectives:
- Identify strengths and weaknesses
- Set goals and objectives for the next review cycle
- Evaluate job performance against established standards
- Determine promotions, salary increases, and other personnel actions
- Types of performance appraisals:
- Self-appraisal
- Peer-to-peer appraisal
- 360-degree evaluation
- Performance appraisal measurement instruments:
- Rating scales
- Checklists
- Goal-setting sheets
- Performance appraiser:
- Immediate supervisor
- Higher-level managers
- Employees
- Coworkers
- Subordinates
- Customers
- Independent experts
Evaluation Interviews
- Definition: A formal discussion between an appraiser and an employee to evaluate job performance
- Guidelines:
- Conducted in a relaxed, non-threatening, business-like atmosphere
- Beneficial to both parties
- Types of appraisal interviews:
- Tell and sell method
- Other methods (problem-solving, etc.)
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