Chapter 2 Flashcards
Gathering and analyzing information about the work an employee performs, the condition under which the work is performed, and the worker characteristics needed to perform the work under the identified conditions
Job Analysis
Written product of job analysis
Job Description
The process of determining the work activities and requirements
Job Analysis
The written result of the job analysis
Job Description
Promoting employees until they eventually reach their highest level of incompetence
Peter Principle
Obtaining Information about a job by talking to a person performing it
Job Analysis Interview
2-5 pages
TASK, DUTIES, & RESPONSIBILITIES
Job Description
Job Description is composed of
Job Title
Job Context
Work Performance
Compensation Information
Job Competency
Describes the nature of the job, its power and status level, and the competencies needed to perform the job
Job Title
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
Job Context
Contains a relatively brief description of how an employee’s performance is evaluated and what work standards are expected of the employee
Work Performance
Contain information on the salary, grade, whether the position is exempt, and the compensable factors used to determine salary
Compensation Information
A cluster of jobs with similar worth
Grade
A relatively dated 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
Who will conduct the Analysis?
Human Resources Department
Job Incumbents
Supervisors and Managers
Subject Matter Experts
Consultant
Project Team
Employee Representatives
A process in which employees unofficially change their job duties to better fit their interest and skills
Job Crafting
Steps in conducting Job Analysis
- Identify Tasks Performed
- Write Tasks Statement
- Rate Task Statement
- Determine Essential KSAO’s
- Selecting Test to Tap KSAO’s
Gathering –> Interviewing –> Job Dimension
Identify Task Performed
Sources such as supervisors and incumbents who are knowledgeable about a job
Subject-matter experts (SMEs)
The person conducting the job analysis
Job analyst
A group job analysis interview consisting of subject-matter experts (SMEs)
SME Conference
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
A job analysis method in which the job analyst watches job incumbents perform their jobs
Observations
A job analysis method in which the job analyst actually performs the job being analyzed
Job Participation
What is done? –> Duties and Responsibilities
Write Task Statements
A questionnaire containing a list of task each of which the job incumbent rates on a series of scales such as importance and time spent
Task Inventory
Evaluate –> SME –> Performance –> Duties and Responsibilities
Rate Task Statements
The process of identifying the task for which employees need to be trained
Task Analysis
KSAOs –> Competency
Determine Essential KSAOs
A body of information needed to perform a task
Knowledge
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
Factors that are not knowledge, skills, or abilities such as personality, willingness, interest, and degrees.
Other Characteristics
Position Analysis Questionnaire, Job Structure Profile, Job Components Inventory, Occupational Information Network, Critical Incident Technique, Threshold Traits Analysis, and Fleishman Job Analysis Survey
Selecting Tests to Tap KSAOs
A structured job analysis method developed by McCormick
Position Analysis Questionnaire
A revised version of the Position Analysis Questionnaire designed to be used more by the job analyst than by the job incumbent
Job Structure Profile
A structured job analysis technique developed by Cornelius and Hakel that is similar to the Position Analysis Questionnaire but easier to read
Job Elements Inventory
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
Functional Job Analysis
A structured job analysis technique that concentrates on worker requirements for performing a job rather than on specific tasks
Job Components Inventory
An ergonomic job analysis method developed in Germany
AET
(Arbeitswissenschaftliches Erhebungsverfahren zur Tätigkeitsanalyse_
The job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles
Occupational Information Network
The job analysis method developed by John Flanagan that uses written reports of good and bad employee behavior.
Critical Incident Technique
A 33- item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job
Threshold Trait Analysis
A job analysis method in which jobs are rated on the basis of the abilities needed to perform them
Fleishman Job Analysis Survey
A job analysis method that taps the extent to which a job involves eight types of adaptability
Job Adaptability Inventory
A job analysis instrument that helps determine the personality requirements for a job
Personality-Related Position Requirement Form
The process of determining the monetary worth of a job
Job Evaluation
Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs
Compensable Job Factors
Determining Internal Pay Equity involves
- Determining Compensable Job Factors
- Determining the Levels for Each Compensable Factor
- Determining the Factor Weights
A line that represents the ideal relationship between the number of points that a job has been assigned (using the point method of evaluation) and the salary range for that job
Wage Trend Line
A questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey
Salary Surveys
The worth of a job is determined by comparing the job to the external market (other organization)
External Pay Equity
The amount of money paid to an employee (does not count benefits, time off, and so forth)
Direct Compensation
The idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand
Comparable Worth
