Chapter 7
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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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Chapter 7

Chapter 7

  • Job Description

  • Performance appraisal

  • Job evaluation

  • Job Design


Job description not position description

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.


Issues in job description

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


Performance appraisal purposes

Performance AppraisalPurposes

  • Support performance management

    • Administrative

    • Developmental

  • Use for criterion development (selection)


Rating formats

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


Rating scales comparison

Rating Scales(comparison)

  • All are difficult to develop

  • Users like BOS,

  • Users hate forced-choice

  • Most not useful for coaching/development

    • Especially “global” ratings


Behavioral job description

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


Job evaluation

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?


Evaluation

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)


Evaluation methods

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


Job design redesign

Job Design / Redesign

  • Production System Needs

  • Social –Organizational Needs

  • Individual worker Needs

    • Physical

    • JCM dimensions

    • Internal Social relations factors

    • Career paths


Design decisions

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)


Key considerations

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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