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chapter 4: job analysis and rewards - Coggle Diagram
chapter 4: job analysis and rewards
changing nature of jobs
the traditional way of designing a job
shortcomings of the traditional view
job are constantly evolving
job requirement job analysis
job requirement matrix
job description and job specification
collecting job
requirements information
method
prior information
observation
interviews
committee or task force
task questionnaire
source to be used
job analyst
job incumbents
supervisors
subject matter experts
definition: process of studying job to gather, analyze, synthesize and report information about job requirements
competency-based job analysis
nature of competencies
an underlying characteristic of an individual that contributes to a job or role performance and to organizational success
collecting competency information
techniques and processes are in their infancy
general competencies at the organizational
guidelines for establishing general competency requirements
job rewards
types of reward
extrinsic rewards
intrinsic rewards
employee value proposition
employee value proposition
collecting job rewards information
within the organization
interviews with employees
surveys with employees
outside the organization
SHRM survey
organizational practices
job analysis for teams
staffing must emphasize recruitment and selection for both KSAOs job and job-spanning KSAOs
increades imprortance of KSAOs pertaining to interpersonal qualities
many team members perform multiple job
legal issue
job relatedness and court cases
recommendation
essential job function
fundamental job duties of the employment position the individual with a disability holds or desires
the reason the position exists is to perform the function