Department of Labor o Occupational Information Network ONET an online job

Department of labor o occupational information

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Department of Labor o Occupational Information Network (O*NET) : an online job description database developed by the Labor Department Position Analysis Questionnaire (PAQ) o A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs o Key sections: - Information input - Mental processes - Work output - Relationships with other persons - Job context - Other characteristics Fleishman Job Analysis System o Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job o Categories of abilities: - Written comprehension - Deductive reasoning
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- Manual dexterity - Stamina - Originality Importance of Job Analysis o Job analysis is so important to HR managers that it has been called the building block of all HRM functions. o Almost every HRM program requires some type of information determined by job analysis - Work redesign - HR planning - Selection - Training - Performance appraisal - Career planning - Job evaluation Trends in Job Analysis o Organizations are being viewed as a field of work needing to be done, rather than as a set series of jobs held by individuals o “Dejobbing” designing work by project rather than jobs Job Design Job Design : the process of defining how work will be performed and what tasks will be required in a given job. Job Redesign : a similar process that involves changing an existing job design To design jobs effectively, a person must thoroughly understand: o Job itself (through job analysis) and o Its place in the units work flow (work flow analysis) Approaches to Job Design Design for motivation Job enlargement: Broadening types of tasks performed in a job Job extension: Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks Job rotation: Enlarging jobs by moving employees among several different jobs Job enrichment: Empowering workers by adding more decision-making authority to jobs o Individuals motivated more by intrinsic aspects of work Self-managing work teams: Have authority
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