Types of Job Analysis (Exh. 4.1)
| Job requirements | Competency | Job rewards | |
|---|---|---|---|
| Method | Collect information on activities performed on the job to assess needed KSAOs for each job | Collect information on company strategy to determine KSAOs and behavioral capabilities across the organization | Collect information from employees on preferences and outcomes of jobs |
| Process | Collect data on tasks, duties, responsibilities from incumbents and supervisors, develop job requirements matrix | Discuss strategy with executives, then review how each job fits with the overall goals | Develop lists of potential rewards for a job and survey job incumbents and leaders |
| Staffing Implications | Documents task requirements for legal purposes, determines specific KSAOs for selection | Links organizational strategy with planning process and determines broad KSAOs for selection | Provides guidance for how to develop recruiting materials and retention strategies |
This next slide is from your book, exhibit 4.1. Now I'll let you make sure you'll write up on this material but my summary of the purpose of each type of job analysis is that when it comes to job requirements we're really talking about or trying to protect ourselves and we're thinking a lot about selection. How do we select for a specific job in our organizations. So this is clearly about person job fit in trying to make good decisions in support of that. When it comes to competency based job analysis, we're thinking about links to organizational strategy. So competency based goes more to the organizational so we're looking at person organization fit to some degree. And then job rewards is really focusing on both the recruiting of new employees and then the retaining of our existing employees. So we want to know you know what rewards matter to our employees. So you might observe that these all have their place in an organization right? They're all kind of meeting specific information needs and so ideally these are used together.