Job Analysis
What are KSAO’s
Employees’ Knowledge, Skills, Abilities, and other characteristics
SFU wants to hire an Academic Advisor. Before posting the job, HR first needs to identify the advisor's tasks, KSAOs, and work environment. What do they need to conduct?
Job Requirements Analysis
Communication, teamwork, and adaptability are examples of:
Competencies
The total package of rewards and benefits an employee received from an organization.
Employee Value Proposition (EVP)
Fundamental duties which are necessary for a job and must be performed.
Essential Functions
One major outcome of strong Human Capital Resources, often reflected in productivity, profitability, and organizational success.
Higher Organizational Performance
A receptionist's task statement says: "Responds to customer inquiries regarding appointments and documents to provide accurate information." This is an example of a well-written:
Task Statement
Which would be valuable in almost every profession: communication or knowledge of accounting standards?
Communication
A questionnaire distributed to many employees to compare reward preferences across the organization
Employee Surveys
This helps organizations show that hiring and selection practices are directly related to job requirements
Job Analysis
What are the three different internal sources of information?
Organizational Leaders, Supervisors, Job Incumbents
A Starbucks barista needs to know drink recipes and food safety procedures. From KSAOs, this is an example of:
Knowledge
Which is a competency: "Preparing financial statements" or "Problem-solving"?
Problem-solving
Meaningful work, autonomy, and positive workplace relationships are examples of this category of rewards.
Intrinsic Rewards
What Source of Information would be best for a Social Media Manager Position?
Job Incumbents & Supervisors
This document describes the qualifications and KSAOs needed for a job as opposed to the job itself.
Job Specification
Job analysis focuses on a specific job, while this approach focuses on broader qualities across the organization.
Competency Modelling
A reward package that is large enough to attract employees but still affordable for the organization.
The Right Magnitude
Helps defend the selection procedure if challenged in court
Legal Defensibility
Individuals with specialized knowledge about a job who help identify important duties, KSAOs, and organizational requirements.
Subject Matter Experts (SME)
Organizations often use observation, interviews, questionnaires, and other methods when collecting job information. Why do they use multiple methods?
No single method is perfect (each method has strengths and weaknesses)
Name one difference between job analysis and competency modeling.
Possible answers: Specific jobs vs. multiple jobs, Job-focused vs. organization-focused, Present-focused vs. future-focused, KSAOs vs. competencies
What concept describes rewards such as a:four day workweek and unlimited professional development funding that help an organization stand out from competitors?
Reward Distinctiveness