Job Analysis
What information is collected during job analysis?
Work activities, human behaviours, machines, tools, performance standards, job context, human requirements
Performance appraisal vs. performance management
Performance management is a continuous process of identifying, measuring, and developing performance and aligning performance with the strategic goals. Performance appraisal is the depiction of the strengths and weaknesses of employees in a non-continuous manner, typically just once a year.
List three outside sources of candidates
careers section, online job boards, headhunters, print ads, social media, employee referral campaigns, campus recruitment, competitors, temporary workers, employment exchanges
Three benefits of training programs
improves performance, supports retention, increases job satisfaction, decreases errors, increases flexibility
State three out of the nine lies about work (Buckingham & Goodall, 2019)
People care which team they're on, The best intelligence wins, The best companies cascade meaning, The best people are spiky, People need attention, People can reliably rate their own experience, People have momentum, Love-in-work matters most, We all follow spikes
Why is job analysis important?
Job analysis is important because it supports recruitment and selection, performance appraisal, compensation and training
Three ways to set effective goals
Goals must be derived from the company’s overall goals; personally meaningful; SMART; challenging yet attainable
List four recruitment indices
cost per hire, offer acceptance rate, response time, time to fill, quality of hire, time to start
Explain the purpose of employee orientation
New employees should feel welcome and at ease. New employees should understand the organization in a broad sense including its past, present, culture, and vision for the future. They should be clear about what is expected in terms of work and behavior.
Tools for forecasting personnel needs
trend analysis, ratio analysis, scatter plot, managerial judgment
What is the difference between a job specification and a job description?
Job description - TDRs
Job specification - KSAOs
Three methods of evaluating performance
Simple ranking, forced distribution, paired comparison, graphic rating scale, mixed standard scale, critical incident method, BARS, outcomes measures, MBO
Outline three ways to measure reliability
Test-retest reliability estimates, Equivalent or alternate form estimate, Internal consistency estimate
Outline the five steps in a training program
Needs analysis, Instructional design, Validation, Implementation, Evaluation
Five options for reducing a surplus
Downsizing, Pay reduction, Demotions, Transfer, Work sharing, Hiring freeze, Natural attrition, Early retirement, Retraining
What is the Dunning Kruger effect?
People with limited knowledge or competence in a given domain greatly overestimate their own knowledge or competence in that domain
Three effective performance management strategies
Use behavior-based measures, Provide ongoing feedback, Use multiple raters, Train the raters” training program
List five interviewer biases
Affinity bias, confirmation bias, contrast effect, halo effect / horn effect, stereotyping
Five training methods
lectures, case studies, workshops, simulated training, behaviour modelling, e-learning, role plays, coaching
Five options for avoiding a shortage
Overtime, Temporary employees, Outsourcing, Retrained transfers, Turnover reductions, New external hires, Technological innovation
Skill variety, task identity, task significance, autonomy, feedback
How did Deloitte finish the idiosyncratic effect?
Asked team leaders what they would do with each team member, rather than what they think of that individual.
List five selection tools
Cognitive ability tests, job knowledge test, personality tests, structured interviews, situational judgement tests, work sample tests, assessment centers, physical ability tests
Kirkpatrick's four levels of evaluation
Five culture principles at Netflix
Hire, Reward, And Tolerate Only Fully Formed Adults; Tell the Truth About Performance; Don’t treat employees like family; Let hardworking people go if their skills are no longer a fit; pay top of the market; context, not control; freedom and responsibility