Ch 4 Flashcards
What are the uses of job analysis information
Job description, recruiting, selection, training, compensation, promotion/ job assignment, job design, workforce reduction/ restructuring, criterion development, performance evaluation, litigation
Job ladder or job family
Cluster of positions that are similar in terms of the human attributes needed to be successful in those positions or in terms of the tasks that are carried out
Task oriented job analysis
Approach that begins with a statement of the actual tasks as well as what is accomplished by those tasks
Worker oriented job
Approach that focuses on the attributes of the worker necessary to accomplish the tasks
Ksao
Individual attributes of knowledge, skills, abilities, and other characteristics that are required to successfully perform job tasks
Subject matter expert
Employee/incumbent Who provides information about a job in a job analysis interview or survey
Critical incident technique
Approach in which subject matter expert are asked to identify critical aspects of behavior or performance in a particular job that lead to success or failure
Work diary
Job analysis approach that requires workers and/or supervisors to keep a log of their activities over a prescribed period of time
Electronic performance monitoring
Monitoring work processes with electronic devices; can be very cost-effective and has the potential for providing detailed and accurate work logs
Cognitive task analysis
A process that consists of methods for decomposing job and task performance into discrete, measurable units, with special emphasis on eliciting mental processes and knowledge content
Think aloud protocol
Approach used by cognitive psychologist to investigate the thought processes of experts who achieve high levels of performance; an expert performance describes in words the thought processes that he or she uses to accomplish a task
Personality related position requirements form (PPRF)
Job analysis instrument devoted to identifying personality predictors of job performance
Dictionary of occupational titles
Document that includes job analysis and occupational information used to match applicants put job openings; major purpose of the dot was and is used in occupational counseling
Occupational information network
O*net
Collection of electronic databases, based on well-developed taxonomies, that has updated and replace the dictionary of occupational titles
Competency modeling
Process that identifies the characteristics desired across all individuals in jobs within an organization; these characteristics should predict behavior across a wide variety of tasks and settings, and provide the organization with a set of core characteristics that distinguish it from other organizations
What is the goal of job analysis
To break down what is important
What do you breakdowns job into?
Its components, characteristic, and requirements
What is the collection of data on?
- Job oriented behaviors such as tasks or work procedures
- More abstract worker oriented behaviors such as decision making, supervision, and information processing
- Behaviors involved in interactions with machines, materials, and tools
- Methods of evaluating performance, such as productivity and error rates
- Job context, such as working conditions and type of compensation system
- Personal requirements such as skill, physical ability and personality trait
Task
Distinct work activity carried out for a distinct purpose
Element
Smallest unit into which work can be divided
Job
Collection of multiple related positions
Job family
A group of multiple, related jobs, related in terms of similar worker characteristic or tasks
Asking why for job analysis
Lays foundation for many io practices: job specifications and prerequisites, job descriptions, selection, training, recruiting strategies , performance appraisal, compensation, promotion system, hr planing, legal defensibility
What are common subject matter experts
Supervisors, job incumbent, and jog analyst
General approach to task oriented job analysis
Define a job based upon the behaviors that job involves (what the worker accomplishes)
Sample subtypes of task oriented job analysis
Task inventory, functional job analysis
Result of task oriented job analysis
Extremely detailed, specific description of what a jog involves
Worker oriented job analysis approach (KSAO)
General approach defines a job based upon the attributes of the worker necessary to accomplish tasks on the job
How do you measure worker oriented job analysis
Positional analysis questionnaire PAQ
Problems for task oriented approach
Lack of flexibility- need to redo often, difficult to compare across jobs, and unsuitable for selection
Would you rather do task oriented or worker oriented job analysis
You need to ask what is the purpose
What is competency modeling
An attempt to define what is important for success at an organizational level
Job analysis
Process that determines that important tasks of a job and that human attributes necessary to successfully perform those tasks
