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I/O PSYCHOLOGY > CHAPTER 2: JOB ANALYSIS AND JOB EVALUATION > Flashcards

CHAPTER 2: JOB ANALYSIS AND JOB EVALUATION Flashcards

1
Q

It is gathering, analyzing and structuring job’s components

It is a process of determining work activities and requirements

A

Job analysis

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2
Q

What is the importance of job analysis?

A

it determines work activities and requirements of job

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3
Q

It is a written result of job analysis

A

Job description

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4
Q

It identifies the requirements for the job

A

Employee selection

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5
Q

What are the three ways to evaluate employees using the performance - appraisal?

A

DKI or
Dependability
Knowlegde
Iniative

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6
Q

It promotes the employee to reach the highest level of incompetencies

A

Peter Principle

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7
Q

It classifies based on groups (similarities of req. and duties)
It is useful for determining pay levels, transfers and promotions

A

Job classifications

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8
Q

It is a worth of job

A

Job evaluation

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9
Q

It is a short summary that tells a job that it should be written in 2 - 5 pages

A

Job description

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10
Q

It provides the workers with some form of identity

A

Job title

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11
Q

It is a brief description of the nature of job and its purpose

A

Brief summary

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12
Q

It list all the tools and equipment to perform work activities

A

Tools and equipement used

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13
Q

What is the meaning of KSAO?

A

Knowledge, Skills, Ability and Others

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14
Q

Who will conduct the Job analysis?

A

HR personnel or consultant

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15
Q

How often should a job description be updated?

A

It is updated if job changes significantly

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16
Q

Which employees should participate in job analysis?

A

All employees are encourage

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17
Q

Formal requirement vs. Informal requirement

A

Formal requirement - list of job roles which are based on the job title
Informal requirement - based not on the job description. Example: Making coffee for your boss

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18
Q

What is the meaning of SME?

A

Subject Matter Expert

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19
Q

What is the first strategy in job analysis?

A

Interview

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20
Q

What are the two kinds of job interview?

A

Individual and group interview

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21
Q

Who made the interview technique in 1965?

A

Ammerman

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22
Q

It is analyzing a job by performing it

A

Job participation

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23
Q

It is an optimal way in whichg a job should be performed

A

Job design

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24
Q

It is “professionally conducted”

A

It is uniform Guidelines on Employee selection

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25
These are taks and activities that worker is involved and organized into meaningful categories
Work activities
26
It is describing the environment that employee works
Job context
27
It outline standards of performance | Brief section of employee's performance
Work performance
28
It tells about the salary grade, factors to determine salary
Compensation information
29
It is known as Job specifications or competencies needed for the job
Job competencies
30
What is job crafting?
It is informal changes they make to their jobs
31
Difference of committe based job analysis and field based job analysis
CBJA - generate tasks they performed | FBJA - observes incumbents outside the field
32
What if all the employees don't want to participate in the job analysis?
Used random sampling
33
What are the goals of most job analysis?
1. Identify tasks performed in a job 2. Conditions under the tasks performed 3. KSAO needed to perform a job
34
What are the five strategies to perform job analysis?
1. Idenfify task performed 2. Write task statements 3. Rate task statements 4. Determine essential KSAO 5. Selecting tests to tap KSAO
35
What are the three guidelines in doing interview?
1. Announce that you are doing interview 2. Have rapport during interview 3. Ask open-ended questions
36
A psychologist used job participation for 2 weeks with fire fighter to analyze their jobs
Wayman Mullins
37
What is task statement? How to write it?
It tells about what is your action and the object you used. | It should be written in the most understandable way
38
What are the five steps of the ammerman style techniques?
1. One representative of each org for the panelist 2. Know the objective and standards of incumbent 3. Have a specific behavior required for the job 4. Reach the objective 5. Rank the objectives based on importance
39
These are the irrelevant tasks as part of job
bogus task
40
How to rate the task staments? | What is the scale to use?
Conducting task analysis which SMEs will rank the task statements. If the combined rank is less than .5 it is not included, but .5 up is important
41
A type of KSAO which is a body of information to perform tasks
Knowledge
42
A type of KSAO which is a proficiency to perform a learned task
Skill
43
A type of KSAO which is a basic capacity of performing a wide range
Ability
44
What is competency modeling?
When competency is based on the organization strategic initiative rathern than specific task
45
What are the two ways to determine the importance of KSAO?
1. Logically linking tasks to KSAO | 2. Prepared questionnaires
46
What are the methods of selecting tests to tap KSAO?
a. Interview b. work samples c. ability tests d. Personality tests e. Integrity tests f. biodata g. assessment centers
47
It is a structured test developed by Purdue University that has 194 items with 6 dimensions
PAQ or Position Analysis Questionnaire
48
What are the advantages of PAQ?
1. Inexpensive and little time to use 2. One of the most standardized test 3. It has acceptable reliability
49
What are the disadvantages of PAQ?
1. Its own strength | 2. It is written for the college level only
50
It is a revised PAQ by Patrick & Moore in 1985
JSP or Job Structure Profile
51
What are the majore changes of JSP?
1. It include item content and style | 2. Increased discriminatory power of intellectual and decision making dimensions
52
It is an alternative test to PAQ by Cornelius and Hakel that has 153 items with good readibility for the grade 10 educational level
JEI or Job Elements Inventory
53
It is a test which has a quick method of analyzing and comparing thousands of job created by Fine on 1955. It has 100 items with three functions (data, people and things)
FJA or Functional Job Analysis
54
A test used in England which has 400 questions with 5 categories A job analysis method that has a detailed section on tools and equipments
JCI or Job Components Inventory
55
It is method of analysis in work and environment with 216 items used for human machine interaction
AET - Ergonomics Job Analysis Procedure
56
It is a national job analysis system that replaces DOT. It is also develop in four levels.
ONET or The Occupational Network
57
It is used to discover actual incidents of job behavior that make the difference between a job's successful and unsuccessful performance worked by John Flanagan
CIT or Critical Incident Technique
58
It is similar to JCI by Lopez et. al, it has 33 items that uses 5 traits.
TTA or Threshold Trait Analysis
59
What is the advantage of TTA?
It is available in one particular consulting firm
60
What is the disadvantage of TTA?
not available commercially and focus on employee selection and career plan
61
It is a test more detailed than TTA and commercially available. It rates the ability to perform a job and easily used by the analysts
F-JAS or Fleishman Analysis Survey
62
A test which a job incumbent needs to adapt to situation on the job worked by Pulakos et.al
JAI or Job Adaptability Inventory
63
A test which identify personality to perform a job related tasks. It uses the "Big5 personality" to its 12 personality dimensions.
PPRF or Personality Related Position Requirements Form
64
What are the three tests that are best for employee selection and performance appraisal (worker-oriented methods?
1. CIT 2. JCI 2. TTA
65
It is most used standardized technique | It is the least used standardized technique
PAQ > CIT
66
It is least used amounts of job analyst training | It is the most used amounts of job analyst training
CIT > Task analysis
67
A technique with least amount of time | A technique with most amount of time
PAQ > Task Analysis
68
It is the least costly method | It is the most costly method
PAQ > CIT
69
It has the highest quality result | It has the lowest quality result
Task Analysis > TTA
70
It has the longest job report | It has the lowest job report
Task Analysis > Job Elements Report
71
It has been the most useful method | It has been the least useful method
CIT > PAQ
72
It has the best overall job picture | It is the worst overall job picture
Task Analysis > PAQ
73
It determines the job's worth
Job evaluation
74
What are the two stages of Job evaluation?
It determines external and internal pay equity
75
What is Internal Pay Equity?
It compares the job within organization compensable factors
76
What is External Pay Equity?
It compares the job to external market
77
What is method to determine the salary in the organization?
Salary survey
78
What is market position?
Offers higher salary to the competitive organization
79
What is direct compensation?
the amount of money a job's worth
80
What is comparable worth?
Comparing jobs with similar worth (salary grade) and responsibility (family)
81
What are the two types of statistical test used to test salary grades?
a. Fischner's exact test | b. Hierarchical regression
82
What is Fischner's Exact Test?
It is used for the organization with only 30 employeess below to compare the median of salary
83
What is Hierarchical Regression?
Based on their race and sex of employees
84
It determines the work mobility within an organization
Person Power Planning
85
What type of info should be obtained?
It is the level of specificity
86
What are the two ways to know or idenfify your tasks?
Gather existing information | Make interview with SMEs
87
What is best used for work design and writing job description (job-oriented method)
Task Analysis
88
What are two ways of Job evaluation?
External and Internal Pay Equity

I/O PSYCHOLOGY (4 decks)

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