Chapter 02 - Job Analysis and Evaluation Flashcards
What is the foundation for almost all human resources activities?
Job Analysis
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.
Peter Principle
This is to classify jobs into groups based on similarities in requirements and duties.
Job Classification
This is used to determine the worth of a job.
Job Evaluation
This is used to determine the optimal way in which a job should be performed.
Job Design
This is to obtained information about a job by talking to a person performing it.
Job analysis Interview
This is a term that refers to the knowledge, skills, and abilities needed to successfully perform a job.
Job specifications
The knowledge, skills, abilities, and other characteristics needed to perform a job.
Competencies
A job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker.
Ammerman technique
The process of identifying the tasks for which employees need to be trained.
Task Analysis
The proficiency to perform a learned task.
Skill
The basic capacity for performing a wide range of tasks, acquiring a knowledge, or developing a skill.
Ability
A body of information needed to perform a task.
Knowledge
Factors that are not knowledge, skills, or abilities such as personality, willingness, interest, and degrees.
Other characteristics
A structured job analysis method
developed by McCormick.
Position Analysis Questionnaire (PAQ)
It provides information about the perceptual, physical, mathematical, communication, decision making, and responsibility skills needed to perform the job.
Job Components Inventory
A 33-item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job.
Threshold Traits Analysis (TTA)
A job analysis method in which jobs are rated on the basis of the abilities needed to perform them.
Fleishman Job Analysis Survey (F-JAS)
A job analysis method that taps the extent to which a job involves eight types of adaptability.
Job Adaptability Inventory (JAI)
A job analysis instrument that helps determine the personality requirements for a job.
Personality-Related Position Requirements Form (PPRF)
The amount of money paid to an
employee.
Direct compensation
