Troy University Performance Appraisal and Compensation Questions Course:Performance Appraisal and compensation Describe an orderly and systematic procedur

Troy University Performance Appraisal and Compensation Questions Course:Performance Appraisal and compensation

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?

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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.

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