Industrial Psych Flashcards
• 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.”
Performance Appraisal
• Job analysis enables a human resources professional to classify jobs into groups based on similarities in requirements and duties.
Job Classification
• Job analysis information can also be used to determine the worth of a job.
Job Evaluation
• Job analysis information can be used to determine the optimal way in which a job should be performed.
Job design
• 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.
Peter Principle
• Obtaining information about a job by talking to a person performing it.
Job analysis interview
Describes the nature of the job, its power and status level, and the competencies needed to perform the job.
Job title
briefly describe the nature and purpose of the job.
Brief Summary
lists the tasks and activities in which the worker is involved.
Work Activities
Lists all the tools and equipment used to perform the work activities in the previous section.
Tools and Equipment Used
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.
Job Context
This section contains a relatively brief description of how an employee’s performance is evaluated and what work standards are expected of the employee.
Work performance
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)
Compensation İnformation
These are knowledge, skills, abilities, and other characteristics (KSAOs) (such as interest, personality, and training) that are necessary to be successful on the job.
Job Competencies
KSAOs stands for?
Knowledge, Skill, Abilities, and Other characteristics
Sources such as supervisors and incumbents who are knowledgeable about a job.
Subject matter experts (SMEs)
The person conducting the job analysis.
Job analyst
A group job analysis interview consisting of subject-matter experts (SMEs).
SME conference
The process of identifying the tasks for which employees need to be trained.
Task Analysis
A body of information needed to perform a task.
Knowledge
The proficiency to perform a learned task.
Skill
The basic capacity for performing a wide range of tasks, acquiring a knowledge, or developing a skill.
Ability
A job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker.
Ammerman Technique
- the job analyst observes incumbents performing their jobs in the work setting.
Observations
- job analyst actually performs the job being analyzed.
Job participation
- The process of determining the monetary worth of a job.
Job evaluation
involves comparing jobs within an organization to ensure that the people in jobs worth the most money are paid accordingly.
Internal pay equity
- 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.
Wage trend line
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.
Salary surveys
- The amount of money paid to an employee (does not count benefits, time off, and so forth).
Direct compensation
The idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand.
Comparable worth
