Chapter 2 Flashcards
a brief, two- to
fi ve-page summary of the tasks and job requirements found in the job analysis.
job description
______ is the process of determining the work activities and
requirements, and the _______ is the written result of the job analysis.
job analysis, then job description
gathering, analyzing, and
structuring information about a job’s components,
characteristics, and requirements
Job Analysis
By identifying requirements,
it is possible to select tests or develop interview
questions that will determine whether a particular
applicant possesses the requirements of the job.
Employee Selection
Job analyses yield lists of job activities
that can be systematically used to create training
programs.
Training
One important but
seldom employed use of job analysis is to
determine worker mobility within an organization.
Personpower Planning
promoting employees until they eventually
reach their highest level of incompetence
Peter Principle
Job analysis enables a human
resources professional to classify jobs into groups
based on similarities in requirements and duties.
Job Classification.
is useful for determining pay levels, transfers,
and promotions.
Job classification
-Job analysis information can also
be used to determine the worth of a job.
Job Evaluation
Can be used to determine the optimal
way in which a job should be performed.
Job Design
Any
employment decision must be based on job
related information.
Compliance with Legal Guidelines
During the course of their
work, job analysts often become aware of certain
problems within an organization.
Organizational Analysis
is a relatively short summary of a job and should
be about two to five pages in length.
job description
describes the nature of
the job, potential applicants for a position will be
better able to determine whether their skills and
experience match those required for the job.
Job Title.
The summary need be only a
paragraph in length but should briefly describe the
nature and purpose of the job.
Brief Summary
Lists the tasks and activities in which
the worker is involved.
Work Activities
Lists all the tools and
equipment used to perform the work activities in the
previous section.
Tools and Equipment Used
describe the environment in which the employee works and
should mention stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger, and any other relevant
information. This information is especially important in providing applicants with
disabilities with information they can use to determine their ability to perform a
job under a particular set of circumstances.
Job Context
This section contains a relatively brief description of how an employee’s performance is evaluated
and what work standards are expected of the employee.
Work Performance
This section of the job description should contain information on the salary grade,
whether the position is exempt, and the compensable factors used to determine
salary. These concepts will be described later in the chapter. Th e employee’s actual
salary or salary range should not be listed on the job description.
Compensation Information
These are the knowledge, skills, abilities, and other characteristics (KSAOs) (such
as interest, personality, and training) that are necessary to be successful on the job.
Job Competencies
Who Will Conduct the Analysis?
a trained individual in the human resources
department, but it can also be conducted by job incumbents, supervisors, or outside consultants
state that a
job analysis must be “professionally conducted,” and a job analyst certainly cannot
be called a professional unless she has been trained.
Uniform Guidelines
How Often Should a Job Description Be Updated?
The typical answer is that a job description should
be updated if a job changes significantly.
An interesting reason that job descriptions change across time is______ –the informal changes that employees make in their jobs
(Wrzesniewski & Dutton, 2001).
job
crafting
a group of
subject matter experts (e.g., employees, supervisors) meet
to generate the tasks performed, the conditions under
which they are performed, and the KSAOs needed to
perform them.
committee-based job analysis
, the job analyst
individually interviews/observes a number of incumbents
out in the field.
field-based job analysis
What Types of Information Should Be Obtained?
level of specificity, should the job
analysis break a job down into very minute, specific
behaviors, or should the job be analyzed at a more general
level? Is it a formal or an informal requirement?
a secretary might include typing letters or
filing memos.
Formal requirements
might involve making coffee or
picking up the boss’s children from school.
Informal requirements
the goal of most job
analyses
to identify the tasks performed in a job, the conditions under which
the tasks are performed, and the KSAOs needed to perform the tasks under the
conditions identifi ed.
People who are knowledgeable about the
job and include job incumbents, supervisors,
customers, and upper-level management.
Subject Matter Experts
The job analyst
observes incumbents performing their jobs
in the work setting
Observing Incumbents
A properly written task statement must contain an ____ (what is
done) and an ______ (to which the action is done).
-task
statements will also include such components as where the task is
done, how it is done, why it is done, and when it is done.
action, object
The most common method of conducting a job
analysis is to interview ________.
-
Interviewing Subject Matter Experts.
are people who
are knowledgeable about the job and include job incumbents, supervisors, customers, and upper-level management.
Subject Matter Experts.
One can analyze a job by actually performing it. This technique,
called
job participation
—using a group of SMEs to
rate each task statement on the frequency and the
importance or criticality of the task being performed.
task analysis
is a body of information needed to
perform a task.
Knowledge
is the proficiency to perform a learned task.
Skill
is a basic capacity for performing a wide
range of different tasks, acquiring knowledge, or
developing a skill.
Ability
-is a
structured instrument developed at Purdue University by
McCormick, Jeanneret, and Mecham.
– it contains 194 items organized into six main dimensions:
information input, mental processes, work output,
relationships with other persons, job context, and other job-related variables such as work schedule, pay, and
responsibility.
Position Analysis Questionnaire (PAQ)
A revised version of the
PAQ was developed by Patrick and Moore (1985). The major
changes in the revision include item content and style, new
items to increase the discriminatory power of the intellectual
and decision-making dimensions, and an emphasis on having
a job analyst,
Job Structure Profile (JSP)
Another instrument
designed as an alternative to the PAQ, developed by Cornelius
and Hakel (1978). The ___ contains 153 items and has a
readability level appropriate for an employee with only a
tenth-grade education
Job Elements Inventory (JEI).
was designed by Fine
(1955) as a quick method that could be used by the federal
government to analyze and compare thousands of jobs.
Functional Job Analysis (FJA)
Developed by Banks,
Jackson, Stafford, and Warr (1983) used in England. It consists
of more than 400 questions covering five major categories:
tools and equipment, perceptual and physical requirements,
mathematical requirements, communication requirements,
and decision-making and responsibility. It is the only job
analysis method containing a detailed section on tools and
equipment.
Job Components Inventory
Is a
national job analysis system created by the federal
government to replace the Dictionary of Occupational Titles
(DOT) which had been in use since the 1930s. _____ is a
major advancement in understanding the nature of work, in
large part because its developers understood that jobs can be
viewed at four levels: economic, organizational, occupational,
and individual.
Occupational Information Network (O*NET)
Was developed and
first used by John Flanagan and his students at the University
of Pittsburgh, it was used to discover actual incidents of job
behavior that make the difference between a job’s successful
or unsuccessful performance.
Critical Incident Technique (CIT)
An approach similar to the JCI is the _______ which was developed by Lopez, Kesselman, and Lopez ().
This method is available only by hiring a particular consulting firm (Lopez and
Associates), but its unique style makes it worthy of mentioning. The ___ questionnaire’s items identify the traits that are necessary for the successful performance of a job. The items cover five trait categories: physical, mental, learned,
motivational, and social.
Threshold Traits
Analysis (TTA),
requires incumbents or job analysts to view a series of abilities, and to rate the level of ability needed to perform the job. These ratings are performed for each of the abilities and knowledge. The____ is easy to use by incumbents or trained analysts and is supported by years of research. Its advantages
over TTA are that it is more detailed and is commercially available.
the Fleishman Job Analysis Survey (F-JAS)
is a -item inventory developed by Pulakos, Arad, Donovan, and Plamondon () that taps the extent to which a job incumbent needs to adapt to situations on the job
Job Adaptability Inventory (JAI)
was developed by Raymark, Schmit, and
Guion () to identify the personality types needed to perform job-related
tasks.
Personality-Related
Position Requirements Form (PPRF)
—process of determining a job’s
worth. It is typically done in two stages: determining
internal pay equity and determining external pay equity.
Job Evaluation
involves comparing jobs within an
organization to ensure that the people in jobs worth the most money
are paid accordingly.
Internal pay equity
the worth of a job is determined by comparing the job to the external market (other organizations)._______ is important if
an organization is to attract and retain employees.
External equity
To determine external equity, organizations use
salary surveys
The amount of money a job is worth is called
direct compensation.
