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

CHAPTER 2: JOB ANALYSIS AND JOB EVALUATION Flashcards

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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
Q

These are taks and activities that worker is involved and organized into meaningful categories

A

Work activities

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26
Q

It is describing the environment that employee works

A

Job context

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27
Q

It outline standards of performance

Brief section of employee’s performance

A

Work performance

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28
Q

It tells about the salary grade, factors to determine salary

A

Compensation information

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29
Q

It is known as Job specifications or competencies needed for the job

A

Job competencies

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30
Q

What is job crafting?

A

It is informal changes they make to their jobs

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31
Q

Difference of committe based job analysis and field based job analysis

A

CBJA - generate tasks they performed

FBJA - observes incumbents outside the field

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32
Q

What if all the employees don’t want to participate in the job analysis?

A

Used random sampling

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33
Q

What are the goals of most job analysis?

A
  1. Identify tasks performed in a job
  2. Conditions under the tasks performed
  3. KSAO needed to perform a job
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34
Q

What are the five strategies to perform job analysis?

A
  1. Idenfify task performed
  2. Write task statements
  3. Rate task statements
  4. Determine essential KSAO
  5. Selecting tests to tap KSAO
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35
Q

What are the three guidelines in doing interview?

A
  1. Announce that you are doing interview
  2. Have rapport during interview
  3. Ask open-ended questions
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36
Q

A psychologist used job participation for 2 weeks with fire fighter to analyze their jobs

A

Wayman Mullins

37
Q

What is task statement? How to write it?

A

It tells about what is your action and the object you used.

It should be written in the most understandable way

38
Q

What are the five steps of the ammerman style techniques?

A
  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
Q

These are the irrelevant tasks as part of job

A

bogus task

40
Q

How to rate the task staments?

What is the scale to use?

A

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
Q

A type of KSAO which is a body of information to perform tasks

A

Knowledge

42
Q

A type of KSAO which is a proficiency to perform a learned task

A

Skill

43
Q

A type of KSAO which is a basic capacity of performing a wide range

A

Ability

44
Q

What is competency modeling?

A

When competency is based on the organization strategic initiative rathern than specific task

45
Q

What are the two ways to determine the importance of KSAO?

A
  1. Logically linking tasks to KSAO

2. Prepared questionnaires

46
Q

What are the methods of selecting tests to tap KSAO?

A

a. Interview
b. work samples
c. ability tests
d. Personality tests
e. Integrity tests
f. biodata
g. assessment centers

47
Q

It is a structured test developed by Purdue University that has 194 items with 6 dimensions

A

PAQ or Position Analysis Questionnaire

48
Q

What are the advantages of PAQ?

A
  1. Inexpensive and little time to use
  2. One of the most standardized test
  3. It has acceptable reliability
49
Q

What are the disadvantages of PAQ?

A
  1. Its own strength

2. It is written for the college level only

50
Q

It is a revised PAQ by Patrick & Moore in 1985

A

JSP or Job Structure Profile

51
Q

What are the majore changes of JSP?

A
  1. It include item content and style

2. Increased discriminatory power of intellectual and decision making dimensions

52
Q

It is an alternative test to PAQ by Cornelius and Hakel that has 153 items with good readibility for the grade 10 educational level

A

JEI or Job Elements Inventory

53
Q

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)

A

FJA or Functional Job Analysis

54
Q

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

A

JCI or Job Components Inventory

55
Q

It is method of analysis in work and environment with 216 items used for human machine interaction

A

AET - Ergonomics Job Analysis Procedure

56
Q

It is a national job analysis system that replaces DOT. It is also develop in four levels.

A

ONET or The Occupational Network

57
Q

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

A

CIT or Critical Incident Technique

58
Q

It is similar to JCI by Lopez et. al, it has 33 items that uses 5 traits.

A

TTA or Threshold Trait Analysis

59
Q

What is the advantage of TTA?

A

It is available in one particular consulting firm

60
Q

What is the disadvantage of TTA?

A

not available commercially and focus on employee selection and career plan

61
Q

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

A

F-JAS or Fleishman Analysis Survey

62
Q

A test which a job incumbent needs to adapt to situation on the job worked by Pulakos et.al

A

JAI or Job Adaptability Inventory

63
Q

A test which identify personality to perform a job related tasks. It uses the “Big5 personality” to its 12 personality dimensions.

A

PPRF or Personality Related Position Requirements Form

64
Q

What are the three tests that are best for employee selection and performance appraisal (worker-oriented methods?

A
  1. CIT
  2. JCI
  3. TTA
65
Q

It is most used standardized technique

It is the least used standardized technique

A

PAQ > CIT

66
Q

It is least used amounts of job analyst training

It is the most used amounts of job analyst training

A

CIT > Task analysis

67
Q

A technique with least amount of time

A technique with most amount of time

A

PAQ > Task Analysis

68
Q

It is the least costly method

It is the most costly method

A

PAQ > CIT

69
Q

It has the highest quality result

It has the lowest quality result

A

Task Analysis > TTA

70
Q

It has the longest job report

It has the lowest job report

A

Task Analysis > Job Elements Report

71
Q

It has been the most useful method

It has been the least useful method

A

CIT > PAQ

72
Q

It has the best overall job picture

It is the worst overall job picture

A

Task Analysis > PAQ

73
Q

It determines the job’s worth

A

Job evaluation

74
Q

What are the two stages of Job evaluation?

A

It determines external and internal pay equity

75
Q

What is Internal Pay Equity?

A

It compares the job within organization compensable factors

76
Q

What is External Pay Equity?

A

It compares the job to external market

77
Q

What is method to determine the salary in the organization?

A

Salary survey

78
Q

What is market position?

A

Offers higher salary to the competitive organization

79
Q

What is direct compensation?

A

the amount of money a job’s worth

80
Q

What is comparable worth?

A

Comparing jobs with similar worth (salary grade) and responsibility (family)

81
Q

What are the two types of statistical test used to test salary grades?

A

a. Fischner’s exact test

b. Hierarchical regression

82
Q

What is Fischner’s Exact Test?

A

It is used for the organization with only 30 employeess below to compare the median of salary

83
Q

What is Hierarchical Regression?

A

Based on their race and sex of employees

84
Q

It determines the work mobility within an organization

A

Person Power Planning

85
Q

What type of info should be obtained?

A

It is the level of specificity

86
Q

What are the two ways to know or idenfify your tasks?

A

Gather existing information

Make interview with SMEs

87
Q

What is best used for work design and writing job description (job-oriented method)

A

Task Analysis

88
Q

What are two ways of Job evaluation?

A

External and Internal Pay Equity

I/O PSYCHOLOGY (4 decks)

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