Chapter Four Flashcards
Job description
A written description of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures
Job specifications
The knowledge, skills, abilities and other attributes or competencies that are needed bu a job incumbent to perform well on the job
Job
A collection of positions that are similar in their significant duties
Position
A collection of duties assigned to individuals in an organization at a given time
Job family
A set of different but related jobs that rely on the same set of KSAO’s
Subject matter experts
People who are most knowledgeable about a job and how it is currently performed; generally job incumbents and their supervisors
Work oriented job analysis
Job analysis techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes
Worker oriented job analysis
Job analysis techniques that emphasize general aspects of jobs, describing perceptual, interpersonal, sensory, cognitive, and physical activities
Task statement
a discrete sentence containing one action veb that concisely describes a single observable activity performed by a job incumbent
Task inventories
Work oriented surveys that break down jobs into their component tasks
Worker traits inventories
Methods used to infer employee specifications from job analysis data
Competencies
Groups of related behaviours or attributes that are needed for successful job performance in an organization
Dependability
This is the ability to be reliable and responsible to others.
Personal / HR (as of the F-JAS)
Knowledge of benefits, hiring, labour relations, negotiation, and EEOC regulations
Fleishman Job Analysis Survey (F-JAS)
A system for identifying which and to what degree an array of empirically derived ability constructs are critical to perform a specific job effectively
Competencies
Groups of related behaviours or attributes that are needed for successful job performance in an organization
Competency model
A collection of competencies that are relevant to performance in a particular job, job family or functional area
Competency framework
A broad framework for integrating, organizing, and aligning various competency models that are based on an organizations strategy and vision
Core competencies
Characteristics that every member of an organization regardless of the position, function, job or level of responsibility within the organization, is expected to possess
Functional competencies
Characteristics shared by different positions within the organization (i.e. a group of related or similar jobs). Only those members of an organization in these positions are expected to possess these competencies
Job specific competencies
Characteristics that apply only to specific positions within the organization. Only those people in the position are expected to possess these competencies
Competency dictionary
A listing of all the competencies required by an organization to achieve its mandate, along with the proficiency level required to perform successfully in different functional groups or positions
Proficiency level
The level at which competency must be performed to ensure success in a given functional group or position
Proficiency scales
A series of behavioural indicators expected at specific levels of a competency
Competency profile
A set of proficiency ratings related to a function, job, or employee
