Chap 2: Job Analysis and Evaluation

Question 1

• Always the first step
  -systematic process for collecting and analyzing information about a job

Answer 1

Job Analysis

Question 2

KSAOs

Answer 2

Knowledge, Skills, Abilities, and Other Characteristics

Question 3

-Determine worker mobility within an organization
-“how much people need?”

Answer 3

Personpower Planning

Question 4

The idea that organizations tend to promote
good employees until they reach the level at which they are not competent—in other words,
their highest level of incompetence.

Answer 4

Peter Principle

Question 5

can serve as an excellent source of employee training and counseling.

Answer 5

Performance Appraisal

Question 6

be used to determine the worth of a job

Answer 6

Job Evaluation

Question 7

5 Job Designs

Answer 7

Job Rotation, Horizontal Job Enlargement, Vertical Job Enlargement, Job Enrichment, and autonomous workgroups

Question 8

Aspects of analyzing Jobs

Answer 8

• Task or work activities
  -KSAO
• Level of performance
  -Workplace characteristics

Question 9

describes the nature of the job, its power and status level, and the competencies needed to perform the job

Answer 9

Job title

Question 10

Briefly describe the nature and purpose of the job

Answer 10

Brief Summary

Question 11

lists the tasks and activities in which the worker is
involved

Answer 11

Work Activities

Question 12

applicant can be asked if she can operate
an adding machine, a computer, and a credit history machine

Answer 12

Tools and Equipment Used

Question 13

describes the environment in which the employee works and mentions stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger, and any other relevant information

Answer 13

Job Context

Question 14

• outline standards of performance.
  -contains a relatively brief description of how an employee’s performance is evaluated and what
  work standards are expected of the employee.

Answer 14

Work Performance

Question 15

• should contain information on the salary grade.
  -actual salary or salary range should not be listed on the job description

Answer 15

Compensation Information

Question 16

Conducting a Job Analysis (5 steps)

Answer 16

1. Identify Task performed
2. Write task Statements
3. Rate Task Statements
4. Determine Essential KSAOs
5. Selecting Tests to tap KSAOs

Question 17

Sources such as supervisors and incumbents who are knowledgeable about a job.

Answer 17

Subject-matter experts (SMEs)

Question 18

The person conducting the job analysis

Answer 18

Job analyst

Question 19

• A structured job analysis method developed by McCormick
• contains 194 items organized into six main dimension

Answer 19

Position Analysis Questionnaire (PAQ)

Question 20

A revised version of the Position Analysis Questionnaire (PAQ) designed to be used more by the job analyst than by the job incumbent.

Answer 20

Job Structure Profile (JSP)

Question 21

A structured job analysis technique developed by
Cornelius and Hakel that is similar to the Position Analysis Questionnaire (PAQ) but easier to read.

Answer 21

Job Elements Inventory (JEI)

Question 22

-A job analysis method developed by Fine that rates the extent to which a job incumbent
is involved with functions in the categories of data, people, and things.
- used by the federal government to analyze and
compare thousands of jobs

Answer 22

Functional Job Analysis (FJA)

Question 23

A structured job analysis technique that
concentrates on worker requirements for performing a job rather than on specific tasks.

Answer 23

Job Components Inventory (JCI)

Question 24

An ergonomic job analysis
method developed in Germany

Answer 24

AET (Arbeitswissenschaftliches
Erhebungsverfahren zur
Tätigkeitsanalyse).

Question 25

The job analysis method developed by
John Flanagan that uses written reports of good and bad employee behavior

Answer 25

Critical Incident Technique (CIT)

Question 26

A 33-item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job.

Answer 26

Threshold Traits Analysis (TTA)

Question 27

A job analysis method in which jobs are rated
on the basis of the abilities needed to perform them.

Answer 27

Fleishman Job Analysis Survey (F-JAS)

Question 28

A job analysis method that taps the extent to
which a job involves eight types of adaptability

Answer 28

Job Adaptability Inventory (JAI)

Question 29

A job analysis instrument that helps determine
the personality requirements for a job

Answer 29

Personality-Related Position Requirements Form (PPRF)

Question 30

The job analysis system used by the
federal government that has replaced the Dictionary of Occupational Titles (DOT).

Answer 30

Occupational Information
Network (O*NET)

Question 31

The process of determining the monetary
worth of a job

Answer 31

Job evaluation

Question 32

2 stages of Job Evaluation

Answer 32

determining internal pay equity and determining external pay equity