Chapter 2: Job Analysis and Job Evaluation

Question 1

the process of determining the job duties and requirements

Answer 1

job analysis

Question 2

the written summary of job analysis

Answer 2

Job Description

Question 3

an accurate title describes the nature of the job, its power and status level, and the competencies needed to perform the job

Answer 3

Job title

Question 4

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.

Answer 4

Job context

Question 5

a job analysis method providing general information about worker activities that contains 194 items organized i to 6 maim dimensions:

1. Information input
2. work input
3. mental processes
4. relationships with other persons
5. other related job variables such as work sched, pay, and responsibility

Answer 5

Position Analysis Questionnaire

Question 6

a cluster of jobs of similar worth

Answer 6

grade

Question 7

job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal incumbent

Answer 7

Ammerman Technique

Question 8

Basic steps in conducting an Ammerman technique job analysis

Answer 8

1. gather a panel of experts that include representatives from all levels of the organization
2. Have the panel identify the objectives and standards that are to be met by an ideal incumbent
3. Have the panels list the specific behaviors necessary for each objectives and standard to be attained
4. have the pabel identify which of the behaviors from step 3 are critical to reaching the objective
5. Have the panel rank order the objectives on the basis of importance

Question 9

Basic steps in Conducting Job Analysis

Answer 9

Step 1: Identify Task Performed (Gather existing information, Interview SMEs, Job Participation, Observation)
Step 2: Write Task Statements (where, how, why the task is done?)
▪task inventory
Step 3: Rate task statements
▪task analysis (Frequency and Importance)
Step 4: Determine Essential KSAOs
Step 5: Selecting Tests to Tap KSAO

Question 10

Job analysis Methods used to provide general information about worker activities

Answer 10

1. Position analysis Questionnaire
2. Job structure Profile
3. Job elements Inventory
4. Functional Job Analysis

Question 11

a job analysis method that include item content and style, new items to increase discriminatory power of the intellectual and decision-making dimensions and an emphasis on having a job analyst

Answer 11

Job Structure Profile

Question 12

one of the job analysis methods that rates the extent to which an incumbent is involved with the functions in the categories of people, data, and things

(insert table 2.6 pg 59)

Answer 12

Functional job analysis (FJA)

Question 13

a structured job analysis that is similar to PAQ but has a tenth grade readability level

Answer 13

Job Elements Inventory

Question 14

a job analysis technique that concentrates on worker’s requirements for performing a job rather than on specific tasks

Answer 14

Job Components Inventory

Question 15

a job analysis used to obtain information about work environment

Answer 15

AET (Ergonomic job analysis procedure)

Question 16

a job analysis method that uses written report of good and bad behavior

Answer 16

Critical Incident Techniques

Question 17

a 33-item questionnaire that taps the traits that are necessary to be successful in the job

Answer 17

Threshold Traits Analysis

Question 18

a job analysis method in which jobs are rated based on the abilities needed to perform them

Answer 18

Fleishman Job Analysis Survey

Question 19

factors to decide the type of information should be obtained from a job analysis

Answer 19

1. level of specificity

2. informal vs. formal

Question 20

Basic steps of Job analysis

Answer 20

Step 1: Identify Tasks performed (Ammerman Technique)
Step 2: Write Task Statements
Step 3: Rate Task Statements
Step 4: Determine Essential KSAO
Step 5: Selecting Tests to tap KSAO

Question 21

a questionnaire containing a list of tasks each of which the job incumbent rates on series ion scales such as importance and time spent

Answer 21

task inventory

Question 22

a job analysis method in which the job analyst actually perform the job being analyzed

Answer 22

job participation

Question 23

the process of determining the monetary worth of a job

Answer 23

job evaluation

Question 24

two stages in conducting job evaluation

Answer 24

1. Determining internal pay equity

2. Determining external pay equity

Question 25

a job evaluation method that involves comparing jobs within an organization

Answer 25

internal pay equity

Question 26

factors that differentiate the relative worth of a job

Answer 26

compensable job factors

Question 27

How to determine internal pay equity?

Answer 27

Step 1: Determine compensable factors
Step 2: Determine the level of each compensable factors
Step 3: Factor weights

Question 28

a job evaluation method that determines the worth of a job by comparing the job to the external market (other organizations)

Answer 28

external pay equity

Question 29

two pay audits that should be conducted to ensure that employees are not paid differently on the basis of gender and sex

Answer 29

1. pay audits that looks at pay rates of employees within positions with identical duties
2. pay audits that looks at pay rates of employees which is conducted by comparing jobs with similar worth, field of knowledge, and job duties.

Question 30

the idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand

Answer 30

comparable worth

Question 31

compensable job factors

Answer 31

■ Level of responsibility
■ physical demands
■ mental demands
■ education requirements
■ training and experience requirements
■ working conditions

Question 32

a job analysis that helps determine the personality requirements for a job

Answer 32

Personality-Related Position Requirements

Question 33

a job analysis method that helps to determine which of seven main personality traits are needed to perform a given job

Answer 33

Performance Improvements Characteristics

Question 34

basic steps on determining internal pay equity

Answer 34

Step 1: Determining each compensable factor
Step 2: Determining the levels for each compensable factor
Step 3: Determining the factor weights

Question 35

a line that represents the ideal relationship between the number of points that a job has been assigned and the salary range for that job

Answer 35

wage trend line

Question 36

ways to determine external pay equity

Answer 36

• conduct salary surveys

* make a market position decision

Question 37

amount of money a job is worth

Answer 37

direct compensation

Question 38

lets you identify pay disparities among your workers.

Answer 38

pay audit

Question 39

two types of pay audits

Answer 39

1. one that looks at pay rates of employees within positions with idebtical duties (equal pay for equal work)
2. one that looks at pay rates of employees with jobs of similar worth and responsibility (comparable worth)

Question 40

conducted by comparing jobs with similar worth, field of knowledge, and job duties

Answer 40

comparable worth

Question 41

the idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of the supply and demand

Answer 41

comparable worth