exam 2 study guide Flashcards
JA definition
the systematic process that determines the “essence” or identify; the job tasks and responsibilities, KSAOs, and critical incidents faced on the job
JA purposes/functions
Basis of HR functions;
Helps one understand the job
JA roles
- determining QUALIFICATIONS (skills and experience) required for to do the job
- providing important info about the job before trying to RECRUIT the best people (increasing applicant pool)
- choosing and developing valid SELECTION procedures (tests, interviews) to hire new people
- developing strong CRITERION MEASURES (measures of job performance)
- designing PERFORMANCE APPRAISAL tools and systems to evaluate employee performance
- developing TRAINING interventions by conducting thorough needs assessments
- JOB DESIGN
- JOB EVALUATION
job design
systematic analysis of the org of work, which often includes job analysis to identify the best way to allocate various tasks and responsibilities among different jobs
job evaluation
a particular type of job analysis used to determine the relative value that jobs have within an organization
job description def
an overview of a job, typically one to two pages outlining what the job entails
sources of info for JA
SMEs, task-oriented analysis, and people-oriented analysis
task-oriented JA
involves generating a list of critical job tasks, and the KSAOs needed to do them, through observations and SME interviews
worker-oriented JA
a job analysis method in which the primary unit of analysis is the characteristics of the EMPLOYEE
critical incidents technique
a worker-oriented method of job analysis focused on documenting examples of critical situations faced by job incumbents, such as examples of good and poor ways to handle them, and the results
task vs worker -oriented JA (differences, examples)
task-KSA involves generating a list of critical tasks and KSAOs needed to do the job and worker-oriented approaches are focused on the characteristics of the employee
KSAOs
used to describe the characteristics an employee needs to do the job
KSAOs: KNOWLEDGE
collection of discrete, related facts and info about a particular domain; generally something that people can learn from a book
KSAOs: SKILL
practiced acts or capacity to perform specific task or job duty (computer or interpersonal skills)
KSAOs: ABILITY
stable capacity to engage in specific behaviors; more innate, brought by someone to the job
KSAOs: OTHER CHARACTERISTICS
interests, personality, training, experience, etc (even political views can sometimes fall under this…)
how is JA done: OBSERVATION
…of SMEs doing the work is one of the most basic ways to learn about the job (important in court, intrusive)
RIDE ALONG = common method used when *much of the work is done in the field
how is JA done: INTERVIEWS/FOCUS GROUPS
job analysts meet with SMEs to ask questions about the job regarding typical responsibilities/tasks, KSAOs, critical incidents faced on the job, and qualifications and experiences necessary (conducted individually or with groups of two or more SMEs)
*incumbents, supervisors, trainers, experts
how is JA done: CRITICAL INCIDENTS & WORK DIARIES
how is JA done: QUESTIONNAIRES/SURVEYS
large number of employees complete questionnaire about the job
*critical that a large number of employees are given the survey to improve the representatives of the job
how is JA done: REVIEW OF DOCUMENTS
observation descriptions, training manuals, performance appraisals, previous JAs, strategic plans, charts, ONET
what is ONET?
website owned by fed gov to display thousands of JAs done since 1939
(can be updated instantaneously when online vs on paper)
criterion def and importance
outcome variables that capture performance or effectiveness of an employee or group of employees
(importance) criterion is critical to evaluate the effectiveness of org interventions such as selection procedures, training programs, safety practices
conceptual criterion
a concept or abstract idea of the ‘essence’ of a job—not something we can measure directly
- we can use job analysis to get a better understanding of a job by collecting KSAOs and job behaviors, but we can never fully capture the entire essence of a job
**hypothetical and IDEAL based on job analysis
actual criterion
the measure actually used to try and capture the conceptual criterion
- all actual criterion measures are flawed in some way because they have some degree of error
**the actual criterion measured from ratings, attendance, records, etc
criteria relevance
degree to which the actual criterion overlaps with the conceptual criterion (THIS IS WHAT WE WANT)
- helps avoid unfairness issues and legal issues
- we want actual criterion to capture a unique aspect of the conceptual criterion
criteria deficiency
degree to which actual criterion fails to overlap with the conceptual criterion (the amount of conceptual leftover that does not have overlap with actual)
EX. missing a section of information in assessments and/or not fully covering an entire subject that is the goal
criteria contamination
ACTUAL CRITERION includes something it should not, leading to error
EX. evaluating an employee on something that doesnt actually relate to their job/job responsibilities in performance evals)
**asking anything IRRELEVANT
how to choose good criterion measures, with examples
When there is great overlap between conceptual and actual criterion
typical performance
level of job performance a person usually exhibits
*Long term positions should look for this
maximum performance
level of job performance a person is capable of carrying out
*Short term positions should look for this
characteristics of good criteria
- high reliability
- detect difference among employees
- accepted by employees and supervisors
- not too costly or disruptive
multiple criteria; def, examples, when to use
each criterion measure is treated separately
- one specific element of grading determines final grade (or criterion)
EX. one exam score is the only thing that determines it
EX. number of units produced
EX.supervisor performance ratings of motivation and effort
EX. number of customer service calls
composite criteria; def, examples, when to use
combination of multiple criteria
- lots of grades or exams or assignments make up a final grade (or criterion)
EX. all exams and assignments together determines it
EX. average of: number of units produced, supervisor performance ratings of motivation and effort, number of customer service calls
task performance
behaviors aimed at completing core tasks that make up a job (required, specified in job contract, may get punishment if not done)
contextual performance
behaviors that support the social environment in the workplace (not required or even expected, but can create major benefits)
counterproductive work behaviors (CWB)
theft, derailment of others, abusive leadership, property destruction
creative performance
finding problems, ideation (flexibility and originality), and evaluation of ideas
proactive (ADAPTIVE) performance
how well an employee adapts to the task and social environments
subjective measure (strengths and limitations)
if some judgment is required to assign a grade or a numeric value to the thing being measured
EX. supervisor ratings, coworker ratings, other indivs judgements of a person’s, performance
actual/OBJECTIVE measure (strengths and limitations)
requires no judgement
EX. like a card swipe with a time on it to know exactly when someone came in late or something—there is no judgement
EX. multiple choice questions are more objective (when written accurately)
EX. number of units produced or sold, number of sales, amount of waste generated, absenteeism
performance appraisal (PA) def
SUBJECTIVE measurement of employee performance based on pre-established criteria, and communication of this information to the employee, often conducted by supervisors; on-going process of observing behavior, providing feedback and setting goals
stages of PA
- performance appraisal systems determined
- rater/supervisor observes the performance of the employee during the appraisal period and gives frequent feedback/coaching
- rater/ratee meet to conduct an interview in which the level of performance is discussed with the employee and an action plan is created for improvement
dual nature of PA
PA can be thought of as a cognitive process and a social/relational process