04 Job Analysis Flashcards
HR planning involves the forecasts of both (blank) and (blank)
labor demand and labor supply
After forecasting both labor demand and supply, the next step in HR planning is to (blank)
forecast labor surplus or shortage
Once all forecasts are done, the next step to HR planning is (blank)
goal setting and strategic planning
The final step in HR planning is (blank)
program implementation and evaluation
What is the flow of the entire HR planning process?
Job analysis -> Job description -> Recruitment -> Selection
HR planning -> Recruitment -> Selection
Refers to a method of describing jobs and/or the human attributes necessary to perform them
job analysis
5 inclusions in a job description
- tasks involved
- time spent in doing each task
- difficulty of learning tasks
- length of time to learn
- personal characteristics needed to do the tasks and the entire job
3 elements comprising a formal job analysis
- systematic procedure
- job broken down into smaller units
- written output of the analysis results
True or False – In doing a job analysis, HR need not inform other people since it’s their job to conduct one
false, relevant people must be informed
2 products of job analysis
job description and job specification
Refers to the duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities
job description
Refers to a list of a job’s human requirements (e..g. education, skills, etc.)
job specification
True or False – Job description and job specification are usually done as two distinct outputs
false, they are usually combined in practice
2 approaches to job analysis
job-oriented and person-oriented approach
[Approaches to Job Analysis]
Refers to information provided on the nature of tasks done on the job
job-oriented approach
[Approaches to Job Analysis]
Refers to a description of the characteristics or KSAOs necessary for a person to successfully perform a job
person-oriented approach
Which approach to job analysis uses a high level of specificity?
job-oriented approach
Why is there a need to increase the level of specificity in job analysis?
to easily determine the match of the applicant to the job
Do informal requirements need to be included in the job analysis?
preferably yes, to avoid confusion in responsibilities
5 levels of job specificity
- position
- duty
- task
- activity
- element
[Levels of Specificity]
Refers to a collection of duties that can be performed by a single individual
position
[Levels of Specificity]
Refers to a major component of a job
duty
[Levels of Specificity]
Refers to a complete piece of work that accomplishes some particular objective
task
[Levels of Specificity]
Refers to the individual parts that make up a task
activity
[Levels of Specificity]
Refers to very specific actions needed to perform an activity
element
True or False – KSAOs are distinct from competencies
false, KSAOs = competencies
KSAOs stand for?
knowledge, skills, abilities, and other characteristics
[KSAOs]
Refers to characteristics that a person needs to know how to do a job properly
knowledge
[KSAOs]
Refers to proficiencies that a person is able to do on the job
skills
[KSAOs]
Refers to capabilities to do tasks or learn to do tasks
abilities
[KSAOs]
These 2 characteristics can be acquired
knowledge and skills
[KSAOs]
Abilities are also called what?
aptitudes
[KSAOs]
How are abilities different from interests?
interests are something a person enjoys doing without ascertaining proficiency;
abilities requires a certain level of proficiency
[KSAOs]
What are some of the things covered by Others Characteristics?
values, personality, physical fitness
In doing a competency-based job analysis, who provides the information?
- job analysts and trained observers
2. job incumbents and supervisors
Refers to employees modifying/customizing their own work
job crafting
4 main methods of collecting job analysis information
- job participation
- interview
- observations on the job
- questionnaires
4 other job analysis methods
- job components inventory (JCI)
- functional job analysis (FJA)
- position analysis questionnaire (PAQ)
- task inventories
[Job Analysis Methods]
2 main advantages of job participation
- provides context since it is conducted in the job’s natural environment
- provides extensive detail about the job
[Job Analysis Methods]
4 main disadvantages of job participation
- fails to differentiate the same jobs
- expensive
- time-consuming
- potential danger since analyst is not trained to do the job
[Job Analysis Methods]
3 main advantages of interviews
- provides multiple perspectives
- avoids job-crafting
- shows differences among incumbents with the same job
[Job Analysis Methods]
2 main advantages of job observations
- provides objective views
2. provides context since it is conducted in the job’s natural environment
[Job Analysis Methods]
2 disadvantages of job observations
- time-consuming
2. employee reactivity or changing behaviors due to being observed
Is employee reactivity similar to Hawthorne effect?
no, Hawthorne effect is a positive change in behavior; employee reactivity is not
[Job Analysis Methods]
4 main advantages of questionnaires
- efficient and inexpensive
- shows differences among incumbents with the same job
- easy to quantify and analyze statistically
- easy to compare jobs on common job dimensions
[Job Analysis Methods]
3 main disadvantages of questionnaires
- ignores context
- limits respondents to the questions being asked
- requires knowledge
[Job Analysis Methods]
This method matches job requirements to worker characteristics
job components inventory or JCI
[Job Analysis Methods]
JCI assesses these 5 job components
- use of tools and equipment
- perceptual and physical requirements
- math
- communication
- decision-making and responsibility
[Job Analysis Methods]
This method combines observations and interviews
functional job analysis or FJA
[Job Analysis Methods]
This method assesses activities related to task requirements or elements of a job
position analysis questionnaire or PAQ
[Job Analysis Methods]
5 activities assessed by PAQ
- decision-making/communication/social responsibilities
- performing skilled activities
- being physically active
- operating vehicles/equipment
- processing information
[Job Analysis Methods]
This method is a questionnaire that identifies the tasks that may be done on the job
task inventories
At least how may job analysis methods is advised to be used and why?
3 methods in order to triangulate information
True or False – Job analysis is sorely a job of HR
false, it is a joint effort by HR, the worker, and the worker’s supervisor
True or False – Research states low reliability and validity for job analyses
false, high test-retest and inter-rater reliability, high validity though wide in range
