Job of WOP

job of WOP

job analysisaim to define each job in terms of neccesary behviour to perform about it and hypothesise on the personal characteristics required to perform these behaviours Comprised of two major elements;- job description- job specificationsJob descriptions specify the work to be done, while job specification indicates the personal characterestics required to do the workJob description what a worker does, how they do it and why, used to determine KSAOS are required to perform this RELATE TO THE ALGERA MODELJob specificationsrepresent the ksaos that are needed to perform a job, ksaos are generally not rigid and serve as a guidleine in most recruitment selection and process, in some cases are weighted in regards that higher performance in other aspects can reduce the need for others

HR Jargon;Element - smalles unit work can be divided to without analysing separate motionstask - distinct work activity for distinct purposeduty- large segment of work includes tasksposition - duties performed by worker at a given time as many positions as there are workersjob - group of similar positions that are similar in their duties, though depending on the size, a job may be only one positionjob family - group of 2 or more jobs that call for similar work characterstics or contain parrellel work tasksoccupation - group of similar jobs found in different orgs

Methods of collecting job informationquestionairres, interviews with incumbants, direct observation of incumbents, diaries, documentation, recordings of job activitiesSanchez disadvantages of incumbent job analysis- takes up time of large numbers of incumbents- incumbents not always motivated to conscientiously rate jobs- rating instructions and survey format not always well understood- no empirical evidence to suggest that incumbents are most qualified to ensure valid job informationValidity and reliability of job analysis dataoften result of subjective judgement and thus can lead to inaccuracyMorgeson and Campion 2 types of inaccuracy1- social innacuracy;- social influence processess (conformity pressures)- self presentation processes (social desirability)2- cognitive innacuracy;- limitations in information processing systems (info overload)- biases in info processing systemsleads to 6 effects of job analysis-interrater reliability- interrater agreement-discrimination between jobs- dimensionality of factor structures- mean ratings- completness of job informationCollecting work related infoHarvey taxonomy of job analysis methods based on- specificty of job anlysis information- degree to which items are rated ona  common metricSpecifity of information degree of behaviour and technological detail proided by job descriptor items. has an effect on possibiltiy of cross job comparisons. Job analysis data in terms of a high level of behaviours specificity (e.g task statements) makes cross-job comparisons very difficult, if not impossible2nd construct comprised of;- cross-job relative ( scales related to each other within job)- within job relative (items rated relative to other items)- qualitative ratings (often no standard)combination of three levels of both dimensions leads to 9 categories, most of the standarised questionaires belong to category that combines moderate behaviours specidicity and within job relative scales (e.g PAQ position analysis questionairre)Harvey argues against the use of instruments that do not allow cross job comparssions, as these instruments i limited in job classification, career planning placement and other personnel activities

Position Analysis QuestionairreCosnidred to be best and most researched out of standardised job analysis questionairres. Based on worker oriented approach (generalised worker behaviours are involved and that the instrument has a moderate level of beavioural specificity).187 items,, job elements that describe behaviours that are involved in work activitiesjob element is a generalised class of behaviourally related job activities. Generalised refer to the fact that the elemnts are not job specific (allows comparrison of multiple jobs)Items fall in to; information input, mental processes, work output, relationships with others, job context and other job characteristcs (e.g job demands) most on 5 point likert

Future-orientated job analysis and competence modeling- strategic job analysis- strategic job modeling- duture oriented job modelling- competency modelingbased on combination of traditional analysis. predictions are made by asking sme and incumbants about their expectations for the future.  Future job analysis includes 7 developmental stpes that were based on combination of traditional job analysis methodsSchippmann uses the term strategic job modelling to describe a job analysis approach that focuses on "the strategic and future-orinted needs of todays organisations2 the term modelling underlines the creative, developmental character of the apporach. considered worker oriented: competencies are one of the building blocks of strategic job modelling.considered an extreme replacement for  traditional job analysis, also does not help that the term "competent" is contradictory and undefined in a certain way.

Job analysisWork and taskstechnical skillsdifferences between jobsshort term job matchadvantage psychometrically soundCompetency modellingworkerpersonal values, personalitycore competencies, common for several jobslong term organisational fitadvantage: link to business goals and strategies

defining competencescompetencies integrate K, S, personal values and attitudes and they build on knlowedge and skills, acquirted through work experience and learning by doingArchitectural model of competenceshigh/low level competences (those which are distinct duties, or activites that cover only part of these duties).2 main groups of competences;1- professional or primary competences: those relating to psychoological content of professional practice process2- enabling or secondary competences: those enabling the practitioner to render their services effectivelycan be argued (Sanchez) that competence modelling is an extension of job analysis

New Page