Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
18 Cards in this Set
- Front
- Back
Policy |
used to develop outlining the purpose and underlying principles of the program. It is important to understand the organization, its employees and the nature of the work |
|
Concerns in creating Policy |
*the organization's goals *the desired employee population chracteristics and competencies *the work that is being performed *the comparative labour market *the desired competitive compensation placement within the market * the role of performance, service/seniority, in determining compensatin * the degree of "openness and transparency" in communicating the program *a means of measuring and containing cost * a means of measuring the other elements of program sucess |
|
desired competitive compensation placement within the market |
this is usually expressed as a percentile match |
|
Communication |
key elements for this are transparency, employee involvement and openness |
|
Equity |
Beyond legal requirement the achievement of internal and external equity are vital. Involves establishing job worth, and aligning that worth with the competitive marketplace |
|
Job Worth |
the determination of the worth of the job to the organization, which in turn leads to the amount of compensation provided to the job incumbent |
|
Used to determine Job Worth |
Job Analysis Job Design Job Evaluation |
|
Job Analysis |
the collection of all information pertaining to a job in order to determine its duties, tasks and activities and results in the creation of a job description |
|
Job Description |
the job purpose, job content, types of duties and respnsibilities, K.S.A.s required to perform the job and job performance standards (least likely) |
|
Position Analysis Questionnairs |
a quantifiable data collection method covering 194 different worker-oriented tasks. Focus on the general behaviour that make up a job by organizing job element into 6 dimensions (information input, mental processes, work output, relationship, job context and other characteristics). Best suited for lower level jobs Requires a college level reading comprehension to complete it properly |
|
Structured Job Analysis Questionnaris or Inventories |
workers and other subject matter experts respond to writtenactivites and tasks, tools and equipment and working conditions involved in their jobs |
|
Critical Incident Technique |
generates behaviourally focused description of work activites based on the use of critical incidents that occur in the performance of the job |
|
Task Inventory Analysis |
analysis using a task inventory questionnaire that is customized to each organization |
|
Competency-based Analysis |
jobs are defined in terms of tasks, duties, processes and skills necessary for job success, with a focus on identifying the key competencies for organization success. |
|
Work Trait Inventories aka Threshold Traits Analysis Systems |
focus on the traits required for job incumbents based on the job analysis data |
|
Job Element Method |
a work oriented method focused on the human attributes needed for superior performance, used to match what employees can do against what the work calls for |
|
Fleishman Job Anaylsis Survey |
is a system for identifying employee characteristics that influence job performance and assumes that job tasks differ with respect to the abilities required to perform them successfully |
|
Functional Job Analysis |
quantitative approach to job analysis that originally examined 3 broad worker function - data, people and things also can include an examination of work instruction, reasoning, math and language. |