HRMN 3420 Exam 2 Dr. Walker Latest Update Graded A+

HRMN 3420 Exam 2 Dr. Walker Latest Update Graded A+ Job Analysis A formal process of getting detailed information about jobs Objectives of Job Analysis: To identify: -significant tasks performed in a job -the qualifications, tools and equipment needed to perform those tasks -the environment in which the tasks must be carried out Levels of Job Analysis Data Task, Duty, Position, Job, Job Family Task basic unit of work (prepares lectures, develops exams, grades exams, place grades in spreadsheet) Duty large segment of the work performed and includes "bundles' of tasks (teach, service, research) Position a set of tasks performed by a single employee. As many positions as there are employees. (adjunct, fixed-term, assistant, associate, or full professor) Job a set of similar positions which are grouped together (all assistant, associate or full professors) Job Family a set of familiar jobs Work Flow Analysis Understanding how job being analyzed fits into the organization as a whole Job Description a list of the tasks, duties, and responsibilities (TDRs) that a particular job entails. Job Specifications what do the people in the job need to have? - a list of the KSAOs that an individual must have to perform a particular job Job Description and Job Specifications are outcomes of Job Analysis KSAOs knowledge, skills, abilities, and other characteristics Knowledge Usually a recognized body of information such as "knowledge of accounting principles," knowledge of statistical process control," or "knowledge of basic electrical principles" Skill an individual's level of proficiency or competency in performing a specific task usually expressed in numerical terms (skill at typing 30 words per minute, skill at tig-welding bicycle frame to standards within 30 mins, skill at handling and operating a fork lift) Ability relatively enduring, stable attributes (cognitive ability, physical ability, spatial ability, fine motor movement or dexterity) Other Characteristics Other personal attributes (personality, willingness, interests, motivation, licenses, degrees, years of experience) Importance of Job Analysis JA is considered the building block of all HR functions which include: Work redesign,