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Chapter 7

Chapter 7. Job Description Performance appraisal Job evaluation Job Design. Job Description (not position description). Identifiers Title and other classifying information Summary Mission/ objectives Duties & tasks (<100 tasks; 5-10 duties) What -action verb)

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Chapter 7

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  1. Chapter 7 • Job Description • Performance appraisal • Job evaluation • Job Design

  2. Job Description(not position description) • Identifiers • Title and other classifying information • Summary • Mission/ objectives • Duties & tasks (<100 tasks; 5-10 duties) • What -action verb) • How – tools, equipment etc. • Why – purpose “to…” • Other information • KSAOs, accountabilities, reports etc.

  3. Issues in Job Description • Descriptive v. Prescriptive • Is performed v. ought to be • Present v. Future • How it’s performed now cf anticipated changes • Key considerations • Method to fit purpose of JA • How it’s to be applied determines infor collected • Know the purpose of the job

  4. Performance AppraisalPurposes • Support performance management • Administrative • Developmental • Use for criterion development (selection)

  5. Rating Formats • Graphic Rating Scales • Behaviorally Anchored Rating Scales (BARS) • Behavioral Observation Scales • Forced-choice Scales • Difficult to fake • Reliable • Precursor to forced distribution for ranking • Administrative: merit awards

  6. Rating Scales(comparison) • All are difficult to develop • Users like BOS, • Users hate forced-choice • Most not useful for coaching/development • Especially “global” ratings

  7. Behavioral Job Description • Can substitute for management • Objectives / outcomes from behavior terms • Prescribed behaviors / outcomes for successful performance • Create one for your job • Establish evaluation standards • Benchmarks

  8. Job Evaluation • Equity theory (Adams) concerns with: • Internal: • Same jobs, same company (internal) • Different jobs, same company (internal) • External: • Same job different company (external) • Market value issue • –what are some factors that will affect this?

  9. Evaluation • Whole job v. Compensable Factors • Ranking method (simplest) • SKA/effort/responsibility/work conditions • (Equal Pay Act, 1963) • Compensable factors • Factor comparison method • panel ranks jobs & assigns $ value to each factor (table 7.6) • Jobs v. Attributes • Point Factor methods (table 7.7) • (Hay Group) • U.S. Civil Service Commission (table 7.8)

  10. Evaluation Methods • Multiple Regression • Beta weights used • PAQ • Cross validation avg about .85) • O*Net • Standardized set of abilities and work activities • Good reliability for Job Evaluation

  11. Job Design / Redesign • Production System Needs • Social –Organizational Needs • Individual worker Needs • Physical • JCM dimensions • Internal Social relations factors • Career paths

  12. Design Decisions • Accomplished by People • For Problem solving, Humans are better than robots (so far) • Keeps them tuned up if they have to use skills • Airline pilots • Truck divers (in the future) • Task Allocation • How many people do you need? • Redundancy needed? • Cross training? • Job Relations (proximal – distal distance)

  13. Key Considerations • Kinds of information • Duties and how they fit the mission • Redesign Process (4 steps) • 1. Define task clusters (smallest collection) • 2. Rate clusters (table 7.9) • 3. Combine clusters • 4. Evaluate results • For motivational potential and satisfaction

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