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Compensation Issues - Chapter 4
Terms in this set (16)
The systematic method of discovering and describing the differences among jobs. Job description and job specification result from this process.
The list of tasks, duties, and responsibilities that make up a job - observable actions (focuses on job).
The list of knowledge, skills and abilities as well as other characteristics that are necessary for an individual to have to perform the job (focuses on the person).
Underlying purposes of the processes for creating internal structures are the same:
1) Collect and summarize work content information that identifies similarities and differences
2) Determine what to value
3) Assess the relative value
4) Translate the relative value into an internal structure
Job analysis has two critical uses:
1) It establishes similarities and differences in the work contents of the job
2) It helps establish an internally fair and aligned job structure
A group of tasks performed by one person.
The heart of job analysis. Data involve the elemental tasks or units of work, with emphasis on the purpose of each task.
Reveal the actual work performed and its purpose or outcome.
Position Analysis Questionnaire (PAQ)
Groups work information into seven basic factors:
1) Information input
2) Mental processes
3) Work output
4) Relationships with other persons
5) Job context
6) Other job characteristics
7) General dimensions
Elements of a job that cannot be reassigned to other workers.
Quantitative Job Analysis (QJA)
A questionnaire that employees fill out on a website.
The jobs, the skills, and the abilities required to adequately perform the tasks.
Refers to the movement of jobs to locations beyond a country's borders.
A measure of the consistency of results among various analysts, various methods, various sources, of data or overtime.
Examines the convergence of results among sources of data and methods.
Refers to the practicality of information collected.
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