MANA 443 Lecture Notes - Lecture 4: Job Analysis, Performance Management, Offshoring

• School: Concordia University
• Department: Management
• Course: MANA 443
• Professor: Adeline Saillard

Document Summary

So far, we have spent a whole chapter discussing the importance of alignment between pay structure and organizational effectiveness. The process begins by looking at people at work. Why perform a job analysis: it establishes similarities and differences in the content of jobs, it helps establish an internally fair and aligned job structure. General procedures for a conventional job analysis: develop preliminary job information, conduct initial tour of work site, conduct interviews, conduct second tour of work site, consolidate job information, verify job description. Types of skills (manual, verbal, written, leadership ) Conventional methods: ask the people who are doing a job to full out a questionnaire, conventional methods have given way to more quantitative data collection. Quantitative methods: online questionnaire filled up by job holders, the results can be analyzed arithmetically. Companies try to keep up-to-date job information (usually every 2-3 year and whenever needed) for every job in the company.