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JOB ANALYSIS AND REWARDS - Coggle Diagram
JOB ANALYSIS AND REWARDS
TERMINLOGY USED IN DESCRIBING JOBS
JOB FAMILY
JOB CATEGORY
JOB
POSITION
TASK DIMENSION
TASK
ELEMENT
JOB REQUIREMENT ANALYSIS
PROCESS OF STUDYING TO GATHER, ANALYYZE, SYNTHESIZE, AND REPORT INFORMATION ABOUT JOB REQUIREMENT
TWO MAJOR FORMS
HAS DIFFERENT DEGREES OF RELEVANCE TO STAFFING ACTIVITIES
SUPPORT ACTIVITY FOR STAFFING ACTIVITIES
JOB REQUIREMENT MATRIX
TASK STATEMENTS
OBEJCTIVELY WRITTEN DESCRIPTIONS OF THE BEHAVIORS OR WORK ACTIVITIES ENGAGED IN BY EMPLOYEES IN ORDER TO PERFORM JOB
TASK DIMENSIONS
INVOLVES GROUPING SETS OF TASK STATEMENTS INTO DIMENSIONS, ATTACHING A NAME TO EACH DIMENSION
OTHER TERM-"DUTIES", "ACCOUNTABILITY AREAS", "RESPONSIBILITIES", AND "PERFORMANCE DIMENSIONS"
IMPORTANCE OF TASKS/DIMENSIONS
INVOLVES AN OBJECTIVE ASSESSMENT OF IMPORTANCE
TWO DECISIONS- DECIDE ON ATTRIBUTE TO BE ASSESSSED IN TERMS OF IMPORTANCE/ DECIDE WHETHER ATTRIBUTE WILL BE MEASURED IN CATEGORICAL OR CONTINUOUD TERMS
WAYS TO ASSESS TASK/IMPORTANCE DIMENSION IMPORTANCE
RELATIVE TIME SPENT
PERCENTAGE (%) TIME SPENT
IMPORTANCE TO OVERALL PERFORMANCE
NEED FOR NEW EMPLOYEE TRAINING
JOB DESCRIPTION
DECRIBES TASKS, TASKS DIMENSIONS, IMPORTANCE OF TASK/DIMENSIONS AND JOB CONTEXT INCLUDE JOB FAMILY, JOB TITLE, JOB SUMMARY, TASK STATEMENT AND DIMENSIONS, IMPORTANCE INDICATORS, JOB CONTEXT INDICATORS AND DATE DONDUCTED
JOB SPECIFICATIONS
DESCRIBES KSAOs
COLLECTING JOB REQUIEMENTS INFORMANTION
METHOD
PRIOR INFORMATION
OBSERVATION
INTERVIEWS
TASK QUESTIONNAIRE
COMMITEE OR TASK FORCE
SOURCES TO BE USED
JOB ANALYST
JOB INCUMBENTS
SUPERVISORS
SUJECTS MATTER EXPERTS
COMPENTENCY-BASED JOB ANALYSIS
THE "GREAT EIGHT" COMPETENCIES
LEADING
SUPPORTING
PRESENTING
4.ANALYZING
CREATING
ORGANIZING
ADAPTING
8.PERFORMING
JOB REWARDS
TYPE JOB REWARDS
EXTRINSIC REWARDS
INTRINSIC REWARDS
EMPLOYEE VALUE PROPOSITION
COLLECTING INFORMATION
WITHIN THE ORGANIZATION
INTERVIEWS WITH EMPLOYEES
SURVEYS WITH EMPLOYEES
OUTSIDE THE ORGANIZATION
SHRM SURVEY
ORGANIZATIONAL PRACTICES
EXAMPLES OF REWARD PREFERENCES INTERVIEW QUESTIONS
REWARDS TO OFFER
REAWRD MAGNITUDE
REWARD MIX
REWARD DISTINCTIVENESS
LEGAL ISSUES
JOB RELATEDNESS AND COURT CASES
RECOMMENDATIONS- ESTABLISHING JOB-RELATED NATURE OF STAFFING PRACTICES
ESSENTIAL JOB FUNCTIONS
FUNDAMETAL JOB DUTIES OF THE EMPLOYMENT POSITIONS THE INDIVIDUAL WITH A DISABILITY HOLDS OR DESIRES
THE REASON THE POSITION EXISTS IS TO PERFORM THE FUNCTION
A LIMITED NUMBER OF EMPLOYEES AVAILABLE AMONG WHOM THE PERFORMANCE OF THAT JOB FUNCTION CAN BE DISTRIBUTED
THE INCUMBENT IS HIRED FOR HIS OR HER EXPERTISE OR ABILITY TO PERFORM THE PARTICULAR FUNCTION