Ch 4

Question 1

What are the uses of job analysis information

Answer 1

Job description, recruiting, selection, training, compensation, promotion/ job assignment, job design, workforce reduction/ restructuring, criterion development, performance evaluation, litigation

Question 2

Job ladder or job family

Answer 2

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

Question 3

Task oriented job analysis

Answer 3

Approach that begins with a statement of the actual tasks as well as what is accomplished by those tasks

Question 4

Worker oriented job

Answer 4

Approach that focuses on the attributes of the worker necessary to accomplish the tasks

Question 5

Ksao

Answer 5

Individual attributes of knowledge, skills, abilities, and other characteristics that are required to successfully perform job tasks

Question 6

Subject matter expert

Answer 6

Employee/incumbent Who provides information about a job in a job analysis interview or survey

Question 7

Critical incident technique

Answer 7

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

Question 8

Work diary

Answer 8

Job analysis approach that requires workers and/or supervisors to keep a log of their activities over a prescribed period of time

Question 9

Electronic performance monitoring

Answer 9

Monitoring work processes with electronic devices; can be very cost-effective and has the potential for providing detailed and accurate work logs

Question 10

Cognitive task analysis

Answer 10

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

Question 11

Think aloud protocol

Answer 11

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

Question 12

Personality related position requirements form (PPRF)

Answer 12

Job analysis instrument devoted to identifying personality predictors of job performance

Question 13

Dictionary of occupational titles

Answer 13

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

Question 14

Occupational information network

O*net

Answer 14

Collection of electronic databases, based on well-developed taxonomies, that has updated and replace the dictionary of occupational titles

Question 15

Competency modeling

Answer 15

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

Question 16

What is the goal of job analysis

Answer 16

To break down what is important

Question 17

What do you breakdowns job into?

Answer 17

Its components, characteristic, and requirements

Question 18

What is the collection of data on?

Answer 18

1. Job oriented behaviors such as tasks or work procedures
2. More abstract worker oriented behaviors such as decision making, supervision, and information processing
3. Behaviors involved in interactions with machines, materials, and tools
4. Methods of evaluating performance, such as productivity and error rates
5. Job context, such as working conditions and type of compensation system
6. Personal requirements such as skill, physical ability and personality trait

Question 19

Task

Answer 19

Distinct work activity carried out for a distinct purpose

Question 20

Element

Answer 20

Smallest unit into which work can be divided

Question 21

Job

Answer 21

Collection of multiple related positions

Question 22

Job family

Answer 22

A group of multiple, related jobs, related in terms of similar worker characteristic or tasks

Question 23

Asking why for job analysis

Answer 23

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

Question 24

What are common subject matter experts

Answer 24

Supervisors, job incumbent, and jog analyst

Question 25

General approach to task oriented job analysis

Answer 25

Define a job based upon the behaviors that job involves (what the worker accomplishes)

Question 26

Sample subtypes of task oriented job analysis

Answer 26

Task inventory, functional job analysis

Question 27

Result of task oriented job analysis

Answer 27

Extremely detailed, specific description of what a jog involves

Question 28

Worker oriented job analysis approach (KSAO)

Answer 28

General approach defines a job based upon the attributes of the worker necessary to accomplish tasks on the job

Question 29

How do you measure worker oriented job analysis

Answer 29

Positional analysis questionnaire PAQ

Question 30

Problems for task oriented approach

Answer 30

Lack of flexibility- need to redo often, difficult to compare across jobs, and unsuitable for selection

Question 31

Would you rather do task oriented or worker oriented job analysis

Answer 31

You need to ask what is the purpose

Question 32

What is competency modeling

Answer 32

An attempt to define what is important for success at an organizational level

Question 33

Job analysis

Answer 33

Process that determines that important tasks of a job and that human attributes necessary to successfully perform those tasks