Job Analysis Part 7

• PAQ Areas - Job Context
• The physical and social in which the work is performed
• Stressful Environment
• Personally Demanding Environment
• Hazardous Situations
• PAQ Areas - Relationships With Others
• The relationships with individuals that are necessary to perform the job
• Communicating judgments
• Supervisor related activities
• Exchanging job related information
• Personal contact
• PAQ Areas - Other Job Relationships
• These include
• Non Typical V’s Daily Schedule
• Salary V’s Variable Basis
• Irregular V’s Regular Schedule
• Business Situation
• Job Demanding Events
• Unstructured V’s Structured Work
• Being Responsive to Changing Situations
• PAQ Scales
• Position Analysis Questionnaire
• Extent of Use
• Does not apply
• Nominal/Very Infrequent
• Occasional
• Moderate
• Considerable
• Very Substantial
• Position Analysis Questionnaire
• Importance to the Job
• Does not apply
• Very Minor
• Low
• Intermediate
• High
• Extreme

Until next time...

 




Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Job Analysis Part 4

• What is a Critical Incident?
• A Critical Incident:
• “The incident must occur in a situation where the purpose or intent of the act seems fairly clear to the observer and where its consequences are sufficiently definite concerning its effects”
• Critical Incident Technique
• General Aims & Objectives
• Identification of the Specific Aim of the Analysis
• Decide whether Observed Behavior relates to the Specific Aim
• Planning
• Determine who will Perform the Observations
• Familiarity with the Activity Observed (e g , Supervisors)
• Training
• Activity & Requirements
• Planning
• Groups
• Location & Time
• Person & Conditions
• Behaviors
• Type of Activity & Behaviors
• Relevance & Importance to General Aim

Until next time...

 




Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Process, Benefits & Preparation Part 2

Performance Apprasisals

Supervisor’s Role and Benefits from Performance Management
The supervisor's role within the process can be defined as:

• Setting objectives with employee
• Managing rewards and ensuring fair compensation for the level of job performance
• Offering accurate, timely, regular and specific feedback
• Through effective Performance Appraisals, supervisors can
• Translate business goals into individual job objectives and standards
• Monitor performance and offer feedback
• Communicate and seek agreement on objectives
• Coach employees on how to achieve their performance objectives
• Identify employees’ strengths and weaknesses
• Generate and agree on development plans to best serve the organization and individual needs  

Employee’s Role and Benefits from Performance Management
The employee’s role in the process includes:

• Set objectives with supervisor
• Improve performance
• Plan his/her development

Through Performance Appraisals, employees can:

• Openly discuss performance with supervisors
• Reinforce and sustain good performance
• Improve performance where needed
• Determine career-progression goals
• Identify development and training needs
• Link rewards to performance

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/