Chapter 2: Job Analysis and Job Evaluation (Reverse)

Question 1

job analysis

Answer 1

the process of determining the job duties and requirements

Question 2

Job Description

Answer 2

the written summary of job analysis

Question 3

Job title

Answer 3

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

Question 4

Job title

Answer 4

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

Question 5

Job context

Answer 5

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.

Question 6

Position Analysis Questionnaire

Answer 6

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

Question 7

grade

Answer 7

a cluster of jobs of similar worth

Question 8

Ammerman Technique

Answer 8

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

Question 9

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

Answer 9

Basic steps in conducting an Ammerman technique job analysis

Question 10

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

Answer 10

Basic steps in Conducting Job Analysis

Question 11

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

Answer 11

Job analysis Methods used to provide general information about worker activities

Question 12

Job Structure Profile

Answer 12

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

Question 13

Functional job analysis (FJA)

Answer 13

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

Question 14

Job Components Inventory

Answer 14

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

Question 15

AET (Ergonomic job analysis procedure)

Answer 15

a job analysis used to obtain information about work environment

Question 16

Critical Incident Techniques

Answer 16

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

Question 17

Threshold Traits Analysis

Answer 17

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

Question 18

Fleishman Job Analysis Survey

Answer 18

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

Question 19

FACTORS:

1. level of specificity
2. informal vs. formal

Answer 19

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

Question 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

Answer 20

Basic steps of Job analysis

Question 21

task inventory

Answer 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

Question 22

job participation

Answer 22

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

Question 23

job evaluation

Answer 23

the process of determining the monetary worth of a job

Question 24

1. Determining internal pay equity

2. Determining external pay equity

Answer 24

a job analysis is typically done in two stages:

Question 25

internal pay equity

Answer 25

a job evaluation method that involves comparing jobs within an organization

Question 26

compensable job factors

Answer 26

factors that differentiate the relative worth of a job

Question 27

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

Answer 27

the process of determining internal pay equity?

Question 28

external pay equity

Answer 28

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

Question 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.

Answer 29

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

Question 30

comparable worth

Answer 30

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