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IO > Chapter 3 - JOB ANALYSIS > Flashcards

Chapter 3 - JOB ANALYSIS Flashcards

1
Q

Process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them

A

What is a job analysis?

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2
Q

________ methods of job analysis attempt to gather information about the work and the worker at the same time

A

Hybrid

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3
Q

A written statement of how, what, and why employees do their tasks is known as a job: ______

A

Description

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4
Q

One advantage of using worker-oriented methods over job-oriented methods when conducting a job analysis is the: _______

A

Ability to make comparisons across jobs

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5
Q

The most frequently used job evaluation system is known as the: ___________

A

Point system

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6
Q

Provide one example of a worker-oriented method

A

JEM, PAQ, CMQ, KSAOs

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7
Q

Provide one example of a job- oriented method

A

TIA, FJA, DOT

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8
Q

Provide one example of a hybrid method

A

O*net

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9
Q

What are the uses of Job Analysis? Define them.

A

Job design/ redesign: reveal problems & opportunities for better job design

Training: identify areas that need training programs to be developed

Job classification: categorize jobs into job families

Selection & placement: identify KSAOs that are necessary for successful performance

Criterion Development & Performance Appraisal: identifies what the organization defines as effective work behaviors

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10
Q

What is the data we collect from Job Analysis?

A

Observable job behaviors including both what is accomplished & how it is accomplished.
Characteristics of the job environment include: physical, social, mechanical, & informational elements

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11
Q

Activity of work that is performed to achieve a specific objective

A

Task

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12
Q

Smallest unit of work activity

Ex: pressing a button to start a machine

A

Element

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13
Q

What are the 3 types of Job Analysis?

A

1) work/Job oriented
2) worked-oriented
3) hybrid

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14
Q

Focus on what the worker DOES… includes:
Tasks, tools, machines, & work context
- emphasis is on what is being accomplished & resources used to accomplish task(s)

A

Work/Job-oriented (task-oriented)

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15
Q

Focus is on WORKER:
Attributes, &/or characteristics
-those that are required for people need to be able to complete their jobs successfully

A

Worker - Oriented

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16
Q

Combination of work & worker-oriented

-focus on what(work method) & who (worker method)

A

Hybrid

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17
Q

People currently occupying the job of interest

A

Incumbents

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18
Q

Job analysis process (8 steps)

A

1) decide on the job(s) to be analyzed
2) decide on the people who will provide data
3) Decide on the method to gather job data
4) meet with selected employees (manager & incumbents) to explain process & method
5) collect data
6) prepare final job analysis data form
7) send to manager & incumbents for feedback
8) revise if needed. Create the job description & send to manager for approval

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19
Q
  • Task statements generated by subject matter experts (SMEs)
A

Task Inventory Approach (TIA)

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20
Q

Tasks performed by an individual in an organization

A

Position

21
Q

A collection of positions similar enough to one another to share a common job title

A

Job

22
Q

What are KSAOs?

A

Knowledge, skills, abilities, & others

23
Q

Who are SMEs?

A

Incumbents or experts

24
Q

Focuses on what the worker DOES rather than what they ACCOMPLISH

A

Functional Job Analysis (FJA)

25
Q

What is the focus of FJA?

A

Data- extent to which cognitive resources are needed to handle info, facts, ideas

People- extent to which interpersonal resources are needed

Things- extent to which physical resources are needed (strength, speed, etc)

26
Q

Contains basic information in 12,000 various jobs

  • codes jobs according to data, people, & things dimensions
  • contains a lead statement, task element statement, and “may” items in order to describe job requirements
A

Dictionary of Occupational Titles (DOT)

27
Q

What are some advantages of job oriented?

A
  • cheap/ quick to administer
  • done at respondents’ leisure
  • can survey many incumbents
  • easily quantifies & analyzed
28
Q

What are some disadvantages of Job oriented?

A
  • time consuming & expensive to develop
  • ambiguities in items unresolved
  • narrowly focused on specific task
  • this, hard to compare across jobs & may miss similarities
29
Q

Developed by dept. of labor to replace the DOT; data base of over 950 occupations

  • purpose: identify & describe the key components of modern occupations
  • based on data gathered in a variety of ways; hybrid approach
  • highly accessible; searchable online database
A

Occupational Information Network (O*Net)

30
Q

Designed to identify the characteristics of superior workers in a particular job

  • use SMEs to develop list of job elements
  • aim: to directly connect JA to the selection context by identifying the KSAOs that are necessary for successful job performance
A

Job Element Method (JEM)

31
Q

Standardized instrument that focuses on general work behaviors

  • 187 items—> describe general work behaviors, work conditions, job characteristics
  • concerns; not for white collar jobs, college reading level, too abstract so many jobs look similar
A

Position Analysis Questionnaire (PAQ)

32
Q

Developed by Harvey,

  • focus: describing jobs at a level that allows the descriptions to be compared across jobs, as opposed to describing them so abstractly that differences across jobs are lost
  • consists of 2,077 items organized along 80 dimensions: computer based
  • criticism: time to complete(~3 hrs)
A

Common Metric Questionnaire (CMQ)

33
Q

What are some Job Analysis tools?

A 
Observation
Interviews
Surveys
Job diaries
Use of existing data
34
Q

Intentional, systematic process of collecting current & future work-related aspects of a job within the organizations strategic context

A

Strategic Job Analysis

35
Q

As an outcome of job analysis, a written statement of what job holders actually do, how they do it, & why they do it

A

Job Description

36
Q

An outcome of job analysis delineating the KSAOs deemed necessary to perform a job; often called specs

A

Job Specifications

37
Q

What are some advantages of interviews?

A

Provide a broad view of the job in a short period.

Can be tailored to get at specific information

38
Q

What are some disadvantages of interviews?

A
  • may describe the ideal job rather than the typical job (incumbent may distort reality)
  • may be difficult for experienced workers to articulate job tasks that have become automatic
  • dependent on interviewer ability
39
Q

What are some advantages fdor job diaries?

A

Detailed, hour-by-hour, day-by-day account of job from incumbents perspective

Best for non-repetitive, creative jobs

40
Q

What are some disadvantages of job diaries?

A

Garbage-in… garbage-out

Time consuming to maintain & analyze

41
Q

What are some advantages of surveys?

A

Efficient can collect great deal of info quickly from SMEs

Amenable go psychometric Analysis

42
Q

What are some disadvantages of surveys?

A

Garbage-in… garbage-out(deficiency)
Rater unreliability
May get conflicting data from incumbents vs. supervisors
Requires lots of data to do psychometric Analysis

43
Q

Written statement about what job holder actually does; how & why

A

Job description

44
Q

Technique based on JA that attempts to determine the value or worth of particular jobs to organizations so that salaries can be set accordingly

A

Job Evaluation

45
Q

KSAOs necessary to perform a job

A

Job specification

46
Q

Maintains that jobs of equal (or comparable) worth to the organization should be compensated equally

A

Comparable Worth

47
Q

Men & women who do the same work must receive equal pay

A

Equal Pay Act of 1963 (EPA)

48
Q

Indicate that employees are compensated based on them- are effort, skill, responsibility, & working conditions

A

Compensable Factors

49
Q

Involves estimating the value of jobs based on points assigned to various predetermined dimensions

A

Point system

IO (12 decks)

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