Ch 2

Question 1

Job analysis:

Answer 1

A method for describing jobs and characteristics necessary for jobs.

Question 2

KSAOs:

Answer 2

The knowledge, skills, abilities, and other personal characteristics necessary for good job performance.

Question 3

Job-oriented job analysis:

Answer 3

Any job analysis method that focuses on the content of jobs.

Question 4

Knowledge, Skill, and Ability

Answer 4

Knowledge is what a person needs to know to do a particular job. For example, a carpenter should have knowledge of local building codes and power tool safety.

Skill is what a person is able to do on the job. A carpenter should have skill in reading blueprints and in using power tools.

Ability is a person’s aptitude or capability to do job tasks or learn to do job tasks. It is a person’s potential to develop skills. Most skills require one or more abilities. The skill of using power tools requires several abilities, including hand–eye coordination. In order to build the roof on a house, a carpenter should have good balance and an ability to work quickly.

Question 5

Job oriented

Answer 5

• Positions
• Duties
• Tasks
• Activities
• Elements

Question 6

Person-oriented Job Analysis

Answer 6

Describes characteristics of people, the human attributes
needed for a job. Unit of analysis is the person

Question 7

KSAOs

Answer 7

Knowledge: Know to do a task
• Skill: Can do a task
• Ability: Capability to learn to do a task
• Other personal characteristics: Everything else

Question 8

SMEs

Answer 8

subject matter experts

SMEs
• Experts in the job being analyzed
• Job incumbents who do the job
• Supervisors who supervise the job

Question 9

Job Components Inventory (JCI):

Answer 9

A method of job analysis that matches job requirements to characteristics of people.

Question 10

Task Inventory