ch 6

compares the value of each job within the same company against the rest of the jobs found within that company

represents job structure or hierarchy, job descriptions are it’s cornerstone, recognizes differences in job characteristics

a descriptive procedure that identifies and defines job content

compensation systems set pay levels, establish pay differentials

systematic process for gathering, documenting, and analyzing information to describe jobs

actual activities the employees must perform on the job

minimum qualifications and KSA’s

social context or physical environment

determine job analysis program

select and train analysts

direct job analyst orientation

conduct study

summarize results: write job descriptions

questionnaires, interviews, observation, participation

the smallest step into which it is practical to subdivide any work activity

compares the value of each job within the same company against the rest of the jobs found within that company

compares the value of each job within the same company against the rest of the jobs found within that company

group of positions within a company that are identical, with respect to their major or significant tasks, and sufficiently alike to justify their being covered by a single analysis

group of two or more jobs that call for either similar worker characteristics or similar work tasks

a group of jobs, found at more than one establishment, in which a common set of tasks are performed

published by the office of management and budget, relevant for making compensation decisions

yields consistent results under similar conditions

accurately assesses each job’s duties or content

an observable competence to perform a learned psychomotor act

competence to perform an observable behavior that results in an observable product

refers to a body of information applied directly to the performance of a function

must justify pay differences between men and women performing equal work (legal)

determines exemption status (legal)

determine essential job functions (legal)

place jobs into categories based on compensable factors

describes physical and social factors that influence the nature of work

variables that define and describe the general characteristics of occupations that may influence occupational requirements

basic skills, cross-functional skills, knowledge, education

abilities, interests, work styles

systematically recognizes differences in the relative worth among a set of jobs

job characteristics by which companies establish relative pay rates

skill, effort, responsibility, and working conditions

factors that describe a job should

select, choose, train, document, communicate, set up

uses market data to determine differences in job worth

emphasizes company’s internal value system by establishing a hierarchy of internal job worth

evaluates jobs by comparing compensable factors by assigning numerical values to compensable factors that describe jobs, and these values are summed as an indicator of the overall value for the job

order all jobs from lowest to highest according to a single criterion

used if there are many jobs to rate. for each pair, committee members assign a point to the job with the highest value, whereas the lowest-value job does not receive a point

orders jobs by extremes. determine which job is the most valuable (& least). committee members then judge the next most valuable (& least) and continues until all have been evaluated

place jobs into categories based on compensable factors