Ch 3: Job Analysis

Question 1

Framework for Industrial Psychology

Answer 1

Job Analysis

1. > Job Evaluation > Compensation
2. > Job Description
   a. > Criterion development + Performance Appraisal + Job design/redesign + Training
   b. *Job Specifications
3. > Job Specifications > Selection + Placement

Question 2

Job Analysis

Answer 2

The process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them.

Question 3

Element

Answer 3

In job analysis, the smallest unit of work activity.

Question 4

Task

Answer 4

A work activity that is performed to achieve a specific objective.

Question 5

Position

Answer 5

An individual’s place in the organization defined by the tasks performed.

Question 6

Job

Answer 6

A collection of positions similar enough to one another to share a common job title.

Question 7

KSAOs

Answer 7

The knowledge, skills, abilities, and other characteristics that are required for successful job performance.

Question 8

Levels of Work Activity

Answer 8

Job Title:
Instructor

Position:
Professor of Psychology

Task:
Lecture

Element:
Prepare Lesson Outline

Question 9

Task-Oriented

Answer 9

Approaches to job analysis that focus on describing the various tasks that are performed on the job.

Question 10

Worker-Oriented

Answer 10

Approaches to job analysis that examine broad human behaviors involved in work activities.

Question 11

Task Inventory Approach

Answer 11

Task-oriented approach that uses task statements generated by experts familiar with the job in question.

Question 12

Subject Matter Experts
SMEs

Answer 12

Individuals who participate in job analyses as a result of their expertise.

Question 13

Incumbents

Answer 13

Employees who are currently occupying the job of interest.

Question 14

Functional Job Analysis
FJA

Answer 14

A highly structured task-oriented approach developed by Sidney Fine in which data are obtained about what tasks a worker does and how those tasks are performed.

Question 15

Job Element Method
JEM

(Worker-Oriented Techniques)

Answer 15

A worker-oriented approach to job analysis that was designed to identify the characteristics of superior workers in a particular job.

JEM’s aim is to directly connect job analysis to the selection context by identifying KSAOs that are necessary for successful job performance.

Con: JEM ignores the specific job tasks, making it difficult to demonstrate that a particular element is related to a job.

Job analysis should remain focused on OBSERVABLES instead of hypothetical traits or characteristics.

Question 16

Position Analysis Questionnaire

PAQ

(Worker-Oriented Techniques)

Answer 16

A widely used job analysis instrument that focuses on general work behaviors.

PAQ Dimensions

1. Information input
2. Mental Processes
3. Work output
4. Relationships with other persons
5. Job context
6. Other job characteristics

Cons: reading level is college level, not well suited for managerial jobs, and too abstract.

Question 17

Common-Metric Questionnaire
CMQ

Answer 17

A worker-oriented job analysis instrument that attempts to improve the generalizability of worker-oriented approaches through the use of items focused on slightly less general work behaviors.

Question 18

O*NET

Answer 18

Occupational Information Network initiative data gathering in various ways

hybrid approach as it focuses simultaneously on both the work and the worker.

Question 19

Strategic Job Analysis

Answer 19

An approach to job analysis that considers the status of jobs as they currently exist but also factors in how jobs are likely to change in the future as a result of anticipated organizational or industry changes.

Question 20

Job Description

Answer 20

As an outcome of job analysis, a written statement of what job holders actually do, how they do it, and why they do it.

Question 21

Job Specifications

Answer 21

An outcome of job analysis delineating the KSAOs deemed necessary to perform a job; often called job specs.

Question 22

Job Evaluation

Answer 22

As an outcome of job analysis, a technique that attempts to determine the value or worth of particular jobs to organizations so that salaries can be set accordingly.

Question 23

Point System

Answer 23

The most common approach to job evaluation, which involves estimating the value of jobs based on points assigned to various predetermined dimensions.

Question 24

Compensable Factors

Answer 24

Dimensions or factors that are used to rate jobs, indicating that employees are compensated based on these factors.

Examples include:

effort, skill, responsibility, and working conditions.

Question 25

Perfect/Imperfect Wage Equity Plot

Answer 25

Question 26

Comparable Worth

Answer 26

A doctrine maintaining that jobs of equal (or comparable) worth to the organization should be compensated equally.