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Module 2 Terms to Know - HRMG 4410
Terms in this set (28)
A systematic study of jobs to determine what activities and responsibilities they include, their relative importance and relationship with other jobs, the personal qualifications necessary for performance of the jobs, and the conditions under which the work is performed.
Should be conducted on the job, not the person doing the job.
KSAs (Three key elements included in a job analysis)
Knowledge - Body of information necessary for task performance
Skills- Level of proficiency needed for task performance
Abilities- Capabilities necessary to perform the job
Job Analysis Methods
Highly Structured Questionnaire
Obtain information directly from the job incumbent when feasible, although additional input may come from managers, subordinates, and other sources.
Collect data from multiple job holders and supervisors.
Select a technique that allows information to be obtained, summarized, and processed with minimal effort. (ie. codable, concise data is easier to process than narrative, descriptive information.)
Select a technique that is easy to update without having to repeat the entire process from the beginning.
Observation (Job analysis method)
Direct _______ of employees performing the tasks of a job, and turning that into the necessary Knowledge, Skills, and Abilities for the job.
Interview (Job Analysis Method)
Face-to-Face meeting with candidate to obtain the necessary info from the employee about their KSAOs needed to perform the job.
To job incumbents/their managers asking about the knowledge, skills, and abilities necessary to perform the job. Answers are combined, and a composite statement of job requirements is published.
Structured in a manner that allows only specific responses, aimed at determining the frequency with which specific tasks are performed, their relative importance, and the skills required.
Work Diary or Log
Maintained by employee. Job info, including the frequency and timing of tasks, usually kept over an extended period of time. Then analyzed and patterns identified and translated into duties and responsibilities.
Essential Job Functions, and ADA
Under the ADA, a person is qualified for a job if he or she can perform the __________ _________ of the job, these are fundamental job-related duties that are necessary to the position.
Summarizes the most important features of a job, including a description of the work that details the required tasks, knowledge, skills, abilities, responsibilities, and reporting structures. Physical requirements of the job must be included for ADA considerations.
Job Title, Job Summary, Who the Job Reports to, and the Detail of Job Functions
Spells out the qualifications necessary for an incumbent to be able to perform the job. Must be carefully worded to ensure legal defensibility.
Skills, Education, Knowledge, and Experience
The knowledge, skills, and abilities (KSAs) and other personal characteristics that work together to produce outstanding performance in a given area of responsibility.
Generally, in order for an employee to be exempt, three requirements must be met: Minimum Salary, Paid on a salary basis, exempt duties.
Fair Labor Standards Act (FLSA)
US law which sets out various labor regulations regarding interstate commerce employment including minimum wages, requirements for overtime pay, and limitations on child labor.
FLSA Executive Exemption
Have primary duty involving management of an enterprise or a customarily recognized department or subdivision of the enterprise. Customarily and regularly direct the work of at least two or more other full-time employees or their equivalent. Have the authority of the employer to hire or fire other employees.
1.5 times their regular rate for hours worked in excess of 40 in any workweek (all nonexempt workers)
Compensatory Time as it Applies to Overtime
In general, overtime must be paid in cash. However, public-sector employees may grant compensatory time off ("comp" time) instead of cash. 1.5 hours is granted for each hour of overtime worked subject to agreement between the parties.
Generally included in FSLA, however, the time spent at a conference, meeting, or seminar does not have to be compensated if 4 conditions are met:
Attendance is voluntary, outside of normal working hours, not directly job-related, and the employee performs no productive work during this period.
Equal Pay Act (EPA)
1936 - Prohibits unequal pay for equal or "substantially equal" work performed by men and women. Burden of proof is on employer to justify actions once a disparity is established.
Defined by equal skills, equal effort, equal responsibility, and equal working conditions.
4 Equal Work Factors
Effort (Physical or mental exertion needed for performance of a job)
Responsibility (Extent to which an employer depends upon the employee to perform the job as expected, with emphasis on accountability)
Skills (Experience, training, education, and ability required to perform a job)
Working Conditions (Physical surroundings and hazards of a job including dimensions such as inside vs outside work, excessive heat or cold, and fumes and other factors relating to poor ventilation.)
Discriminatory Actions: Prima Facie Case
A plaintiff would have a Prima Facie Case under the Equal Pay Act if she/he received a lower wage than members of the opposite sex for performing work that requires substantially the same skills, effort, and responsibilities under similar working conditions, all performed at the same location.
Age Discrimination in Employment Act (ADEA)
Seniority systems or the use of factors other than age are permissible. A pay system that pays for performance must not be discriminatory against older workers; employers may establish a mandatory retirement age of 65 or more for certain highly paid executives.
Established prevailing wage and benefit requirements for contractors on federally funded construction projects
Extended the concept of prevailing wage to employers who manufacture or supply goods under government contracts and required time and a half
Service Contract Act
Extended prevailing wage rate and benefit requirements to employers providing services under federal government contracts.
Defines general rules for hours worked
Internal Consistency - Pay
Comparing the value/worth of jobs within an organization
KSAOs required for a job to other jobs in the organization
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