Job analysis is a systematic procedure to determine the relative worth of various jobs
Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources. Specific internal approval processes will be determined by the unit's organizational leadership. Show
Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation. A relative value is placed on the differing factors described in the Zone Placement Matrix. All new and existing positions will be assigned to a job family and zone using the job analysis process. This process is designed to place positions into families and zones based upon assigned duties, qualifications and competencies as measured by the five criteria found in the Zone Placement Matrix. Organizational unit leaders are encouraged to consult with Human Resources for guidance at any step in the job analysis process. Determine the Exempt/Non-Exempt and Managerial/Professional or Office/Service StatusThe exempt/nonexempt and Managerial/Professional-Office/Service status of each job will be assigned by Human Resources. Exempt-nonexempt status is based upon an interpretation of the Fair Labor Standards Act (FLSA) as it relates to the duties and responsibilities of each job. Managerial/Professional or Office/Service status correlates closely with exempt/nonexempt and impacts some benefits of the job.
Asked by agamjot24 Which of the following is a systematic procedure that is used to determine the relative worth of jobs to the organization a.job evaluation b.forced distribution method c.job characteristics model d.job analysis e.noncomparative evaluation method Answer & Explanation Solved by verified expert Answered by imskmishra cing elit. Nam lacinia pulvinar tortor nec facilisis. Pellentesque dapibus efficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquetUnlock full access to Course Hero Explore over 16 million step-by-step answers from our library Subscribe to view answer at, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nam lacinia pulvinar tortor nec pulvinar tortor nec facilisis. P fficitur laoreet. Nam risus ante, dapibus a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum s a molestie consequat, ultrices ac magna. Fusce dui lectus, congue vel laoreet ac, dictum vitae odio e vel laoreet ac, dictum vitae odio. Donec aliquet. Lorem ipsum dolor sit am Learning Outcomes
OPM (United States Office of Personnel Management) describes job analysis as “a systematic procedure for gathering, documenting, and analyzing information about the content, context, and requirements of the job.”[1] Purpose of Job AnalysisThe purpose of job analysis is to establish what a job entails, including the required knowledge, skills and abilities or KSA as well as job duties and responsibilities and the conditions of the job. Job analysis is essential documentation and a fundamental resource for human resources management actions including recruiting, compensation, training and assessment and performance evaluation. As OPM notes, “a job analysis is the foundation of human resources management. A valid job analysis provides data that should be used to develop effective recruitment, qualification and assessment, selection, performance management, and career development methodologies.”[2] Job analysis serves four primary purposes:
Practice QuestionSteps in Job AnalysisFundamentals of Human Resource Management authors DeCenzo, et.al. identify the following job-specific steps in the job analysis process:[3]
Summary: The Job Analysis ProcessThe job analysis process, including inputs and output, are listed below.[4] Inputs
Position Data / Information
Output
Practice QuestionSources of InformationAs noted above, determining what a job consists of involves identifying sources of information and determining how data will be collected. Internal sources of information include published information including organizational charts, job announcements, position descriptions; direct or indirect (e.g., review of video) observation; input from management, employees and/or a relevant subject matter expert, obtained through interviews or via questionnaires. An additional option for collecting data is the diary method, where a job incumbent keeps a diary or log of daily activities. Information obtained from internal sources can be supplemented with or compared with external data. A key source of information—relevant for career exploration and job analysis, as the site’s welcome notes—is the O*Net OnLine database. O*Net’s About states the site “is the nation’s primary source of occupational information. O*Net’s database is updated on a continual basis and “contains hundreds of standardized and occupation-specific descriptors on almost 1,000 occupations covering the entire U.S. economy.” The section of particular interest to job analysts and human resource management in general is the Content Module, which provides the “anatomy” or distinguishing characteristics of an occupation including knowledge, skills and abilities and other job dimensions. O*Net data is organized in the following six major domains:
Practice QuestionLearn MoreO*Net’s Content Model page is interactive; data can be accessed by clicking on a particular section or domain. For example, clicking on Worker Requirements links to a page with four primary folders: Abilities, Occupational Interest, Work Values and Work Styles. Nested under Abilities, defined as “Enduring attributes of the individual that influence performance” are four folders: Cognitive Abilities, Psychomotor Abilities, Physical Abilities and Sensory Abilities. Completing Job AnalysisConducting a job analysis includes the following processes:
To elaborate on the rating point, the OPM recommends that tasks that are rated as both frequent (every few days to weekly) and important (on a scale from Not Important to Extremely Important) be considered critical for the job. The OPM ranks competencies based on importance and when the skill is needed—for example, on entry or within 6 months, recommending that competencies be considered critical if considered at least Important and needed within the first 3 months. Practice QuestionContribute!Did you have an idea for improving this content? We’d love your input. Improve this pageLearn More Why is job analysis called a systematic procedure?It is a systematic way to collect information and make a judgment about all the things related to a job. The process of job analysis is to prepare a document that contains all the job specifications and descriptions related to the work performed. This process also involves a questionnaire for all employees.
What is systematic job analysis?Job analysis refers to a systematic process of collecting all information about a specific job, including skill requirements, roles, responsibilities and processes in order to create a valid job description.
What is the process that determines the relative value of one job in relation to another?Job evaluation is a process that determines the relative value of one job in relation to another.
Is a systematic process of determining the relative worth of jobs to establish which jobs should be paid more than others within an organization?Job evaluation is the systematic process of determining the relative value of different jobs in an organization. The goal of job evaluation is to compare jobs with each other in order to create a pay structure that is fair, equitable, and consistent for everyone.
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