Job Analysis and Evaluation PDF

I. Job Analysis Definition ​ The process of studying jobs to gather, document, and analyze job-related information. Methods of Job Analysis 1. Methods Providing General Information About Worker Activities ​ Position Analysis Questionnaire (PAQ) – Standardized questionnaire used to analyze...

I. Job Analysis Definition ​ The process of studying jobs to gather, document, and analyze job-related information. Methods of Job Analysis 1. Methods Providing General Information About Worker Activities ​ Position Analysis Questionnaire (PAQ) – Standardized questionnaire used to analyze job roles. ​ Job Structure Profile (JSP) – Expands PAQ to focus more on managerial tasks. ​ Job Elements Inventory (JEI) – Identifies job elements and their relevance to performance. ​ Functional Job Analysis (FJA) – Breaks down jobs into tasks and evaluates work performed. 2. Methods Providing Information About Tools and Equipment ​ Job Components Inventory (JCI) – Identifies the tools, equipment, and resources needed for a job. 3. Methods Providing Information About the Work Environment ​ Arbeitswissenschaftliches Erhebungsverfahren Zur Tätigkeitsanalyse (AET) – German system used for analyzing work conditions. 4. Methods Providing Information About Competencies ​ Occupational Information Network (O*NET) – Online database containing job information. ​ Critical Incident Technique (CIT) – Analyzes important job-related behaviors. ​ Job Components Interview (JCI) – Gathers details on required job skills. ​ Threshold Traits Analysis (TTA) – Identifies personality traits linked to job performance. ​ Fleishman Job Analysis Survey (F-JAS) – Measures required abilities for jobs. ​ Job Adaptability Inventory (JAI) – Evaluates adaptability skills in work settings. ​ Personality-Related Position Requirements Form (PPRF) – Assesses personality traits necessary for job success. ​ Performance Improvements Characteristics (PIC) – Identifies skills needed for performance enhancement. II. Evaluation of Job Analysis Methods ​ Worker-Oriented Methods (e.g., CIT, JCI, TTA) → Best for employee selection and performance appraisal. ​ Job-Oriented Methods (e.g., task analysis) → Best for work design and job descriptions. III. Job Evaluation ​ Definition: The process of determining the monetary worth of a job. ​ Two Main Stages: 1.​ Determining Internal Pay Equity 2.​ Determining External Pay Equity IV. Determining Internal Pay Equity ​ Definition: Comparing jobs within an organization to ensure fair pay distribution. ​ Steps: 1.​ Determining Compensable Job Factors ​ Factors that differentiate the relative worth of jobs. ​ Includes responsibility, education, experience, physical and mental demands, working conditions. 2.​ Determining the Levels for Each Compensable Factor 3.​ Determining the Factor Weights ​ Some factors are more important than others. ​ A job evaluation committee assigns weights and points to each factor. ​ The total points are compared with the salary structure. ​ Wage Trend Line: Represents the ideal relationship between job evaluation points and salary range. V. Determining External Pay Equity ​ Definition: Comparing job pay rates with external market rates to ensure competitiveness. ​ Key Methods: ○​ Salary Surveys → Collects pay rate data from other organizations. ○​ Direct Compensation → Includes salary, bonuses, commissions.  ○​ Other Compensation: ​ Pay for time not worked (e.g., vacation, sick leave, holidays). ​ Deferred income (e.g., pensions, Social Security). ​ Health benefits (e.g., medical, dental insurance). ​ Perquisites (Perks) (e.g., company car, gym memberships). VI. Determining Sex and Race Equity ​ Two Types of Audits: 1.​ Equal Pay for Equal Work – Ensures fair compensation regardless of gender or race. 2.​ Comparable Worth – Jobs requiring similar skills and responsibilities should receive equal pay, despite supply and demand factors.