Staffing Organization
Heneman−Judge: Staffing Organizations, Sixth Edition
II. Support Activities
4. Job Analysis and Rewards
© The McGraw−Hill Companies, 2009
CHAPTER FOUR Job Analysis and Rewards
Changing Nature of Jobs Job Requirements Job Analysis Overview Job Requirements Matrix Job Descriptions and Job Specifications Collecting Job Requirements Information Competency-Based Job Analysis Nature of Competencies Collecting Competency Information Job Rewards Types of Rewards Employee Value Proposition Collecting Job Rewards Information Job Analysis for Teams Legal Issues Job Relatedness and Court Cases Essential Job Functions Summary Discussion Questions Ethical Issues Applications
Heneman−Judge: Staffing Organizations, Sixth Edition
II. Support Activities
4. Job Analysis and Rewards
© The McGraw−Hill Companies, 2009
Heneman−Judge: Staffing Organizations, Sixth Edition
II. Support Activities
4. Job Analysis and Rewards
© The McGraw−Hill Companies, 2009
CHAPTER FOUR
Job Analysis and Rewards 145
T
his chapter begins with a description of the changing nature of jobs. Though continually evolving, all jobs may be analyzed and described in terms of specific job requirements (tasks, KSAOs [knowledge, skill, ability, and other characteristics], job context) and competency requirements (general and jobspanning KSAOs). Job analysis is the general process of studying and describing these requirements. Separate approaches are needed for job requirements and competency requirements. Job requirements job analysis is discussed first. It is guided by the job requirements matrix, which contains the three basic components (tasks, KSAOs, job context) that must be considered during the job analysis. Detailed descriptions of each component are provided. Also described are job analysis methods, sources, and processes for collecting the job requirements information. Competency-based job analysis is described next. It is very new on the job requirements
II. Support Activities
4. Job Analysis and Rewards
© The McGraw−Hill Companies, 2009
CHAPTER FOUR Job Analysis and Rewards
Changing Nature of Jobs Job Requirements Job Analysis Overview Job Requirements Matrix Job Descriptions and Job Specifications Collecting Job Requirements Information Competency-Based Job Analysis Nature of Competencies Collecting Competency Information Job Rewards Types of Rewards Employee Value Proposition Collecting Job Rewards Information Job Analysis for Teams Legal Issues Job Relatedness and Court Cases Essential Job Functions Summary Discussion Questions Ethical Issues Applications
Heneman−Judge: Staffing Organizations, Sixth Edition
II. Support Activities
4. Job Analysis and Rewards
© The McGraw−Hill Companies, 2009
Heneman−Judge: Staffing Organizations, Sixth Edition
II. Support Activities
4. Job Analysis and Rewards
© The McGraw−Hill Companies, 2009
CHAPTER FOUR
Job Analysis and Rewards 145
T
his chapter begins with a description of the changing nature of jobs. Though continually evolving, all jobs may be analyzed and described in terms of specific job requirements (tasks, KSAOs [knowledge, skill, ability, and other characteristics], job context) and competency requirements (general and jobspanning KSAOs). Job analysis is the general process of studying and describing these requirements. Separate approaches are needed for job requirements and competency requirements. Job requirements job analysis is discussed first. It is guided by the job requirements matrix, which contains the three basic components (tasks, KSAOs, job context) that must be considered during the job analysis. Detailed descriptions of each component are provided. Also described are job analysis methods, sources, and processes for collecting the job requirements information. Competency-based job analysis is described next. It is very new on the job requirements