Job Analysis

Question 1

Foundation for almost all human resources activities

Answer 1

Job Analysis

-based on the way the best employee performed the job and retain the rest

Question 2

Job Classification

Answer 2

Classify job into groups based on similarities in requirements and duties

Question 3

Job Design

Answer 3

Optimal way in which a job should be performed

Question 4

Good Job Description

Answer 4

-can be updated on regular basis

• Job title
• Brief summary
• work activities
• Tools and equipment used
• Job context
• Work performance
• compensation info
• Job competencies/specifications

Question 5

Job Crafting

Answer 5

• Informal changes that employees make in their jobs

- Expand scope of job to add tasks they want to perform and remove if do not want

Question 6

Writing a Job Analysis

Answer 6

1. Identify tasks performed
   - Ammerman technique- group of job experts identifies the objectives and standards (panel-rank order on the basis of importance) to be met by the ideal worker
   - Job Participation
2. Write task statements
   - contain an action and an object
   - same tense; not competencies
3. Rate task statements
   - task analysis by SMEs
4. Determine Essential KSAOs
5. Selecting tests to tap KSAOs

Question 7

JA methods that focus on Worker Activities

Answer 7

> Position Analysis Questionnaire (PAQ)
-used if job involves interviewing but doesnt indicate what type of interviewing that is performed or how interview is conducted

> Job Structure Profile (JSP)

• revised version of PAQ
• emphasis on having a job analyst rather than incumbents

> Job Elements Inventory (JEI)
-readability level appropriate for grade10 (advantage over PAQ)

> Functional Job Analysis (FJA)
-percentage of time the incumbent spends on data, people and things

Question 8

JA methods that focus on Tools and Equipment

Answer 8

> Job Components Inventory (JCI)

-the only method containing a detailed section of tools and equipment

Question 9

JA methods that focus on Competencies

Answer 9

> Occupational Information Network (O*Net)
-national job analysis system

> Critical Incident Technique (CIT)
-discover actual incidents of job behavior that make difference between a job’s successful or unsuccessful performance

> Job Components Inventory (JCI)
Threshold Traits Analysis (TTA)
-identify traits necessary for the successful performance of a job

> Fleishman Job Analysis Survey (F-JAS)
-requires incumbents or analysts to view a series of abilities and rate level of ability needed to perform the job

> Job Adaptability Inventory (JAI)
-taps the extent to which a job incumbent needs to adapt to situations in the job

> Personality-Related Position Requirements Form (PPRF)
-identify personality types needed to perform job-related tasks

Question 10

Evaluation of methods

Answer 10

> Worker-Oriented
-CIT, JCI, TTA are best

> Job-Oriented

• best: task analysis
• PAQ, most standardized; CIT , least standardized
• CIT, most useful; PAQ, least useful