I.O - Job Analysis

Question 1

Job Analysis

Answer 1

-Job performance
-Conditions for performance
-personal requirements

*Can be either work-oriented or worker-oriented

Question 2

Work-oriented job analysis

Answer 2

-tasks that must be accomplished
*Task analysis

Question 3

Worker-oriented job analysis

Answer 3

-knowledge, skill and abilities and other characteristics (KSAO) to accomplish tasks.

Question 4

Positive Analysis Questionnaire (PAQ)

Answer 4

Addresses work activity:
1.Information input
2.mental processes
3. work out put
4. relationship
5. job context

Question 5

Job Evaluation

Answer 5

-Facilitates decision related to compensation
-Establishes comparable worth

*First start with a job analysis

Question 6

Relative vs. Absolute rating scales

Answer 6

*subjective

Relative
-evaluate employee by comparing to other employees

Absolute
-evaluate employee with out considering other employees.

Question 7

Paired Comparison Technique

Answer 7

*Relative rating scale (compare)

-rating in pairs in each dimension of job performance

*PRO: gets rid of central tendency, leniency and strictness biases.

*CON: time consuming

Question 8

Forced Distribution Technique

Answer 8

*Relative rating scale (compare)

-provide % to employees performance categories for each dimension of job performance.

*rater asked to put 10% of employees in “poor performance”, 20% in “below average,” 40% in “average,” etc.

*PRO: get rid of central tendency, leniency and strictness rater biases.

*CON: can provide inaccurate information if all employees are performing well.

Question 9

Critical Incident Technique (CIT)

Answer 9

*Absolute rating scale (no comparison)

-identifies employees behavior that are associated with “exceptionally poor or good” performance.

*Uses number of critical incidents to evaluate performance.

*PRO: useful info for employee feedback

*CONS: time consuming, focuses on extreme behavior not typical, and job specific

Question 10

Graphic Rating Scale (GRS)

Answer 10

*Absolute rating scale (no comparison)

-several performance dimensions
-uses likert scale

PRO: easy to construct
CON: prone to rater bias

Question 11

Behavioral Anchored Rating Scale (BARS)

Answer 11

*Absolute rating scale (no comparison)

-type of GRS
-each point on scale is “anchored” by a specific behavior
-Uses job incumbents, supervisor and subject experts to develop the scale.

*PRO: reduces rater biases
*CON: Time consuming and job specific

Question 12

Ultimate vs. Actual Performance Measures

Answer 12

Ultimate Criterion
- ideal measure
-assess all important contribution to job performance

Actual Criterion
-what a measure actually measures

Question 13

Criterion Deficiency

Answer 13

-Aspects of performance not assessed by criterion.

Question 14

Criterion Contamination

Answer 14

-When measure is affected by factors unrelated to job performance. (gender, race, identities)

*deficiency & contamination explain gap between ultimate and actual criterion.

Question 15

Distribution error (rater biase)

Answer 15

1. Central tendency bias (all employees)
2. Leniency or strictness bias (all employees)

Question 16

Halo error

Answer 16

*one employee
*one dimension of performance effects the rater’s rating of the employee on all other dimensions.

*can be either positive or negative

Question 17

Contrast error

Answer 17

-rater’s rating of employee are affected by performance of a previously evaluated employee.

Question 18

Similarity bias

Answer 18

-higher rating to ratee’s they view as similar to themselves.

Question 19

How to reduce rater bias

Answer 19

1. use relative rating scales (comparing)
2. use of anchor points of rating scales
3. frame of reference training

Question 20

Frame - of - reference training

Answer 20

*Training for raters to help minimize rater bias

-understand multiple dimensions of job performance
- understand what is successful vs. unsuccessful performance

Question 21

the process of identifying core competencies begins with specifying:

Answer 21

the organization’s primary values, goals, and strategies.

Question 22

Competency Modeling

Answer 22

A. Focuses core competencies (attributes) that are required to successfully perform all jobs.

B. Competencies linked to organization values and strategies.

C. Professional integrity

D. Staying current with technology advances

Function:

-identify appropriate job selection and performance measures

-determining content of training program

• identify future job requirements

Question 23

Ultimate criterion

Answer 23

-Ideal measure
-assesses all important contributors to job performance

Question 24

Actual Criterion

Answer 24

What a measure actually measures.