Read and answer the following questions as they pertain to the information that was covered in chapters 6-8. Chapters 6 and 7 take you into the world of job analysis and provide detailed procedures for translating job content information into job descriptions.
Chapter 8 covers Job Evaluations and how they are used to identify various methodologies that provide a hierarchy or ordering of jobs according to some concept of value or worth to the employer. It covers the goal of any job evaluation method which is to minimize subjectivity and promote objectivity.
Chapter 6
* The uses an organization can make of job analysis.
* The importance of gaining employee acceptance and cooperation before beginning a job analysis program.
* Information available in an organization to assist in designing and developing a job analysis program.
* The roles of the job analyst, the incumbent, and the immediate supervisor in conducting a job analysis.
* The procedures used for collecting job information.
Chapter 7
* The purpose and organizational use of a job description.
* The major parts of a basic job description.
* Responsibility and duty statements and how to write them.
* The usefulness of job descriptions in complying with various pieces of government legislation.
* The differences among a job description, a position description, and a class description.
* The usefulness of task inventories in writing job descriptions.
* Using the computer to develop, write, and update job descriptions within acceptable cost limits.
Chapter 8
* The methodologies available for establishing the worth or value of jobs.
* The reasons for implementing a job evaluation program.
* The advantages and disadvantages of whole job ranking.
* The strengths and weaknesses of market pricing.
* Compensable factors and how they are used.
* Different kinds of point-factor job evaluation methods and their value to organizations.
* The influence of federal government legislation on job evaluation.
Read and answer the following questions as they pertain to the information that was covered in chapters 6-8.
Describe an orderly and systematic procedure for developing a job analysis program.
Describe the major sections of a job description. What purpose does each section serve?
What are some of the strengths and limitations in the use of ranking for job evaluation purposes?
Textbook; Henderson, R. I. Compensation management in a knowledge-based world [10th ed.]. Upper Saddle River, NJ: Prentice-Hall. [Online version available as SafariX WebBook.] [Use with Grote or Latham & Wexley supplement, and optionally Falcone supplement.] ISBN: 0-13-149479-1