Job of WOP

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job of WOP

job analysis

aim 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 specifications

Job descriptions specify the work to be done, while job specification indicates the personal characterestics required to do the work

Job description

what a worker does, how they do it and why, used to determine KSAOS are required to perform this RELATE TO THE ALGERA MODEL

Job specifications

represent 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 motions

task - distinct work activity for distinct purpose

duty- large segment of work includes tasks

position - duties performed by worker at a given time as many positions as there are workers

job - group of similar positions that are similar in their duties, though depending on the size, a job may be only one position

job family - group of 2 or more jobs that call for similar work characterstics or contain parrellel work tasks

occupation - group of similar jobs found in different orgs

Methods of collecting job information

questionairres, interviews with incumbants, direct observation of incumbents, diaries, documentation, recordings of job activities

Sanchez 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 information

Validity and reliability of job analysis data

often result of subjective judgement and thus can lead to inaccuracy

Morgeson and Campion 2 types of inaccuracy

1- 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 systems

leads to 6 effects of job analysis

-interrater reliability

- interrater agreement

-discrimination between jobs

- dimensionality of factor structures

- mean ratings

- completness of job information

Collecting work related info

Harvey taxonomy of job analysis methods based on

- specificty of job anlysis information

- degree to which items are rated ona common metric

Specifity 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 impossible

2nd 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 Questionairre

Cosnidred 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 activities

job 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 modeling

based 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 methods

Schippmann 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 analysis

Work and tasks

technical skills

differences between jobs

short term job match

advantage psychometrically sound

Competency modelling

worker

personal values, personality

core competencies, common for several jobs

long term organisational fit

advantage: link to business goals and strategies

defining competences

competencies integrate K, S, personal values and attitudes and they build on knlowedge and skills, acquirted through work experience and learning by doing

Architectural model of competences

high/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 process

2- enabling or secondary competences: those enabling the practitioner to render their services effectively

can be argued (Sanchez) that competence modelling is an extension of job analysis

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