Chapter 2: Job Analysis and Job Evaluation Flashcards
Job Analysis
the process of determining the job duties and requirements
job analysis
the written summary of job analysis
Job Description
an accurate title describes the nature of the job, its power and status level, and the competencies needed to perform the job
Job title
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
a job analysis method providing general information about worker activities that contains 194 items organized i to 6 maim dimensions:
- Information input
- work input
- mental processes
- relationships with other persons
- other related job variables such as work sched, pay, and responsibility
Position Analysis Questionnaire
a cluster of jobs of similar worth
grade
job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal incumbent
Ammerman Technique
Basic steps in conducting an Ammerman technique job analysis
- gather a panel of experts that include representatives from all levels of the organization
- Have the panel identify the objectives and standards that are to be met by an ideal incumbent
- Have the panels list the specific behaviors necessary for each objectives and standard to be attained
- have the pabel identify which of the behaviors from step 3 are critical to reaching the objective
- Have the panel rank order the objectives on the basis of importance
Basic steps in Conducting Job Analysis
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
Job analysis Methods used to provide general information about worker activities
- Position analysis Questionnaire
- Job structure Profile
- Job elements Inventory
- Functional Job Analysis
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
Job Structure Profile
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)
Functional job analysis (FJA)
a structured job analysis that is similar to PAQ but has a tenth grade readability level
Job Elements Inventory
a job analysis technique that concentrates on worker’s requirements for performing a job rather than on specific tasks
Job Components Inventory
a job analysis used to obtain information about work environment
AET (Ergonomic job analysis procedure)
a job analysis method that uses written report of good and bad behavior
Critical Incident Techniques
a 33-item questionnaire that taps the traits that are necessary to be successful in the job
Threshold Traits Analysis
a job analysis method in which jobs are rated based on the abilities needed to perform them
Fleishman Job Analysis Survey
factors to decide the type of information should be obtained from a job analysis
- level of specificity
2. informal vs. formal
Basic steps of Job analysis
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
a questionnaire containing a list of tasks each of which the job incumbent rates on series ion scales such as importance and time spent
task inventory
a job analysis method in which the job analyst actually perform the job being analyzed
job participation
the process of determining the monetary worth of a job
job evaluation
two stages in conducting job evaluation
- Determining internal pay equity
2. Determining external pay equity
a job evaluation method that involves comparing jobs within an organization
internal pay equity
factors that differentiate the relative worth of a job
compensable job factors
How to determine internal pay equity?
Step 1: Determine compensable factors
Step 2: Determine the level of each compensable factors
Step 3: Factor weights
a job evaluation method that determines the worth of a job by comparing the job to the external market (other organizations)
external pay equity
two pay audits that should be conducted to ensure that employees are not paid differently on the basis of gender and sex
- pay audits that looks at pay rates of employees within positions with identical duties
- pay audits that looks at pay rates of employees which is conducted by comparing jobs with similar worth, field of knowledge, and job duties.
the idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand
comparable worth
compensable job factors
■ Level of responsibility ■ physical demands ■ mental demands ■ education requirements ■ training and experience requirements ■ working conditions
a job analysis that helps determine the personality requirements for a job
Personality-Related Position Requirements
a job analysis method that helps to determine which of seven main personality traits are needed to perform a given job
Performance Improvements Characteristics
basic steps on determining internal pay equity
Step 1: Determining each compensable factor
Step 2: Determining the levels for each compensable factor
Step 3: Determining the factor weights
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
wage trend line
ways to determine external pay equity
- conduct salary surveys
* make a market position decision
amount of money a job is worth
direct compensation
lets you identify pay disparities among your workers.
pay audit
two types of pay audits
- one that looks at pay rates of employees within positions with idebtical duties (equal pay for equal work)
- one that looks at pay rates of employees with jobs of similar worth and responsibility (comparable worth)
conducted by comparing jobs with similar worth, field of knowledge, and job duties
comparable worth
the idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of the supply and demand
comparable worth
