Compensation and Job/Work Analysis

Compensation and Job/Work Analysis

Ex. 4.1: Many
Ways to Create
Internal
Structure
(Milkovich, Newman, &
Gerhart, 2011, p. 95)

Ex. 4.3: Determining the Internal Job Structure
Internal
relationships in
organization
Work analysis
Job
descriptions
Job evaluation
Job structure
Collect
information
about the
nature of
specific jobs
(Adapted from Milkovich, Newman, & Gerhart, 2011, p. 97)

Work Analysis
The systematic process of collecting
information that identifies similarities
and differences in the work.
(adapted from Milkovich, Newman, & Gerhart, 2011)

Why Perform Work Analysis
• Potential uses exist for every major human
resource function
• An internal structure provides a work-related
rationale for pay differences
• Uses of work analysis in compensation
– Establishes similarities and differences
in work content of jobs
– Helps establish an internally
fair and aligned job structure

Methods of Data Collection (Psy 3315)
Observation
Interviews (individual or group)
Questionnaires
Diaries
Equipment
Review of existing records/literature
Study of equipment design specifications
Do the work yourself

Generic Categories of Information Collected
(Psy 3315)
Job Content
Job KSAOs or
Competencies
Job Context
Duties, tasks, activities
Knowledge, skills, abilities and
other characteristics (KSAOs)
Purpose, accountability,
responsibility, supervision
received or given, consequences
of error, physical demands,
working conditions, shifts,
equipment, etc.
(Bemis, Belenky, & Soder, 1983)

Work Analysis: Levels of Descriptors
(Brannick, Levine, & Morgeson, 2007, p. 13)

Conventional Work Analysis Techniques
• Task Inventory Analysis
• Critical Incident Technique
• Position Analysis Questionnaire (PAQ)
• Functional Job Analysis (FJA)
• Methods Analysis (Motion Study)
• Guidelines-Oriented Job Analysis
• Management Position Description Questionnaire
(MPDQ)
• And many more!

Ex. 4.6:
Typical
Data
Collected
for Work
Analysis
(Milkovich, Newman, & Gerhart, 2011, p. 101)

The Judgment Call
“How much detail is needed to make pay decisions”

Typical Sources (Psy 3315)
Work analyst him/herself
Subject matter experts (SMEs)
• job incumbent(s)
• immediate supervisor(s)
• others who have previously performed job
Technical expert (e.g., prof in field)
Trainers
Clients or customers
Textbooks

Judging Work Analysis
Reliability
Validity
Acceptability
Usefulness/
Practicality
(Milkovich & Newman, 2008)

Job Descriptions
Job Description
1. Job Title.
2. Job Identification.
3. Essential Functions.
1. XXX
2. XXX
3. XXX
4. XXX
4. Job Specifications.
1. XXX
2. XXX
3. XXX
4. XXX

Job Description Categories (Psy 3315)
I. JOB IDENTIFICATION
II. PURPOSE OF JOB/PLACE IN ORGANIZATION
III. JOB SUMMARY
IV. ESSENTIAL FUNCTIONS
V. JOB DUTIES & RESPONSIBILITIES
VI. ACCOUNTABILITIES/EMPLOYMENT STANDARDS
VII. JOB SPECIFICATIONS
VIII. WORKING CONDITIONS/HAZARDS/HOURS
IX. PRODUCTS/TOOLS/EQUIPMENT USED
X. EXTERNAL & INTERNAL CONTACTS
(Carrell, Elbert, & Hatfield, 1995; Gael, 1988)

Exhibit 4.14: Job Description for Nurse 100 Years Ago

Exhibit 4.2:
Contemporary
Job
Description for
Registered
Nurse

Times for Reviewing Jobs and Revising Descriptions
• Assigning a new incumbent to a job
• When major changes are made in product or
outputs provided by work unit or individual
• Introduction of new equipment,
methods, or procedures to workplace
• Reorganization of work unit
• Implementation of a new pay system
• When a new responsibility (a major work activity
area) is added to job