Analyzing Work and Designing Jobs
28 important questions on Analyzing Work and Designing Jobs
What is work flow design?
What are the components of a work flow analysis?
2. Equipment (what equipment etc. Are needed)
3. Human resources (what knowledge etc. Is needed)
This leads to
4. Activity (what tasks are required in the production of output)
This leads to
5. Output (what product is finally provided and how is it measured)
What is a job specification?
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What is a skill?
What is the Position Analysis Questionnaire?
What are the 6 sections of the PAQ?
2. Mental processes - mp necessary for the job
3. Work output - physical activities etc. To perform the job
4. Relationship with other people - relationships needed for the job
5. Job context - physical/social contexts where the work is performed
6. Other characteristics - other things relevant to the job
What are the 6 scales on which the PAQ items are rated?
2. Amount of time
3. Importance to the job
4. Applicability
5. Possibility of occurrence
6. Special code
What is the Fleishman Job Analysis System?
What are the 3 ways of measuring the nature of teams?
2. Authority differentiation - the allocation of decision-making authority among individuals, sub-groups and the team as a whole
3. Temporal stability - length of time over which members must work together
What sort of info can be deduced from job analysis?
2. Human resource planning - info about skills required
3. Selection - to identify the most qualified applicants
4. Training - to identify the tasks where there should be training
5. Performance appraisal - info on performance of employee to reward accordingly
6. Career planning - match skills with career opportunities
7. Job evaluation - assessing the relative dollar value of the job to set up fair pay structures
What is a competency?
What is a competency model?
What is job design?
What is job redesign?
What are the available approaches for job design?
2. Design for motivation (job enlargement, job enrichment, teamwork and flexibility)
3. Design for safety and health (ergonomics)
4. Design for mental capacity (filtering info, clear displays and instructions and memory aids)
What is industrial engineering?
What is the scientific management approach?
What is the motivational approach to job design?
What is the Job Characteristics Model?
What are the 5 characteristics of the Job Characteristics Model?
2. Task identity - degree to which a job requires completing a 'whole' piece from beginning to end
3. Task significance - extent to which the job has an important impact on the lives of other people
4. Autonomy - degree to which the job allows an individual to make decisions about the way the work will be carried out
5. Feedback - extent to which a person receives clear info about performance effectiveness from the work itself
What are the 4 applications of the job characteristics approach?
2. Job enrichment - adding more decision-making authority to jobs
3. Self-managing work team
4. Flexible work schedules
What are the 2 forms of job enlargement?
2. Job rotation - moves employees among several jobs
What are the different types of work flexibility?
2. Job sharing - two part-time employees carry out one job
3. Compressed workweek - full-time employees complete weekly hours in less than 5 days
4. Telework - doing work away from centrally located office
What is the four-pronged strategy for encouraging ergonomic job design?
2. Enforce violations of its requirement that employers should have general duty top protect workers from ergonomic hazards
3. Work with industry groups to advise employers in those industries
4. National Advisory Committee on Ergonomics established
What are the 3 ways of selecting/managing people?
2. Competency management (organisation-focused)
3. Job design (person-focused)
Why is job analysis important?
2. To identify which skills are needed
3. To identify the best way to recruit suitable candidates
4. As a basis to assess suitable candidates
5. To establish expectations for new recruits
6. To identify a baseline for development and performance management
What are the 2 types of competencies?
2. Behavioural - that align with organisational values
What is the difference between vertical competency alignment and horizontal?
The question on the page originate from the summary of the following study material:
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- Never study anything twice again
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