Industrial Psych

Question 1

• The evaluation of employee performance must be job related. Employees are often evaluated with forms that use such vague categories as “dependability,” “knowledge,” and “initiative.”

Answer 1

Performance Appraisal

Question 2

• Job analysis enables a human resources professional to classify jobs into groups based on similarities in requirements and duties.

Answer 2

Job Classification

Question 3

• Job analysis information can also be used to determine the worth of a job.

Answer 3

Job Evaluation

Question 4

• Job analysis information can be used to determine the optimal way in which a job should be performed.

Answer 4

Job design

Question 5

• The idea that organizations tend to promote good employees until they reach the level at which they are not competent—in other words, their highest level of incompetence.

Answer 5

Peter Principle

Question 6

• Obtaining information about a job by talking to a person performing it.

Answer 6

Job analysis interview

Question 7

Describes the nature of the job, its power and status level, and the competencies needed to perform the job.

Answer 7

Job title

Question 8

briefly describe the nature and purpose of the job.

Answer 8

Brief Summary

Question 9

lists the tasks and activities in which the worker is involved.

Answer 9

Work Activities

Question 10

Lists all the tools and equipment used to perform the work activities in the previous section.

Answer 10

Tools and Equipment Used

Question 11

describes the 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.

Answer 11

Job Context

Question 12

This section contains a relatively brief description of how an employee’s performance is evaluated and what work standards are expected of the employee.

Answer 12

Work performance

Question 13

This section of the job description should contain information on the salary grade, whether the position is exempt, and the compensable factors used to determine salary. (optional)

Answer 13

Compensation İnformation

Question 14

These are knowledge, skills, abilities, and other characteristics (KSAOs) (such as interest, personality, and training) that are necessary to be successful on the job.

Answer 14

Job Competencies

Question 15

KSAOs stands for?

Answer 15

Knowledge, Skill, Abilities, and Other characteristics

Question 16

Sources such as supervisors and incumbents who are knowledgeable about a job.

Answer 16

Subject matter experts (SMEs)

Question 17

The person conducting the job analysis.

Answer 17

Job analyst

Question 18

A group job analysis interview consisting of subject-matter experts (SMEs).

Answer 18

SME conference

Question 19

The process of identifying the tasks for which employees need to be trained.

Answer 19

Task Analysis

Question 20

A body of information needed to perform a task.

Answer 20

Knowledge

Question 21

The proficiency to perform a learned task.

Answer 21

Skill

Question 22

The basic capacity for performing a wide range of tasks, acquiring a knowledge, or developing a skill.

Answer 22

Ability

Question 23

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

Answer 23

Ammerman Technique

Question 24

• the job analyst observes incumbents performing their jobs in the work setting.

Answer 24

Observations

Question 25

• job analyst actually performs the job being analyzed.

Answer 25

Job participation

Question 26

• The process of determining the monetary worth of a job.

Answer 26

Job evaluation

Question 27

involves comparing jobs within an organization to ensure that the people in jobs worth the most money are paid accordingly.

Answer 27

Internal pay equity

Question 28

• A line that represents the ideal relationship between the number of points that a job has been assigned (using the point method of evaluation) and the salary range for that job.

Answer 28

Wage trend line

Question 29

A questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey.

Answer 29

Salary surveys

Question 30

• The amount of money paid to an employee (does not count benefits, time off, and so forth).

Answer 30

Direct compensation

Question 31

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

Answer 31

Comparable worth