Job Analysis and Evaluation Flashcards
Process of determining work activities and requirement
Job Analysis
2 to 5 page summary of tasks and requirements found in the job analysis
Job Description
if individuals are hired for a particular job, what other jobs can they expect to eventually be promoted and become successful
Worker mobility
Foundation for almost all human resource activities
Job Analysis
Promoting employees until they eventually reach their highest level of incompetence
Peter Principle
the HR principles designed to ensure compliance with federal standards and contains several direct references to the necessity of job analysis
Uniform Guidelines on Employee Selection (1978)
Describes the nature of the Job
Job Title
enables a human resources professional to classify jobs into groups based on similarities in requirements and duties
Job Analysis
It can affect the perceptions of the status and worth of a job
Job Title
The environment in which the employee works and should mention stress level, work schedule, physical demands, level of responsibility, degree of danger.
Job Context
Job description should outline standards of performance
Work Performance
KSAO needed to be successful on the job
Job Specifications or Competencies
Who conducts Job Analysis?
- trained individual
- job incumbents
- supervisors
- consultants
informal changes that employees make in their job
Job Crafting
the job analyst individually interviews/observes a number of incumbents out in the field
Field based job analysis
typing letters or filing memos
Formal Requirements
coffee making or picking up the children from school
Informal Requirements
- identify the tasks performed
- write task statements
- Rate task statements
- determine essential KSAO
- Selecting tests to tap KSAO
Conducting Job Analysis
What is a primary reason for conducting a job analysis?
To identify the specific duties and responsibilities of a job.
True or False: Job analysis is only necessary when hiring new employees.
False
Fill in the blank: Job analysis is required when __________ to ensure compliance with labor laws.
updating job descriptions
Which situation necessitates a job analysis? A) Company reorganization
B) Annual performance reviews
C) Employee training
D) All of the above
D) All of the above
What can job analysis help to improve in an organization?
Workforce efficiency and employee satisfaction.
What is the primary purpose of writing task statements in job analysis?
To clearly define the duties and responsibilities associated with a specific job.
True or False: Task statements should be vague and open to interpretation.
False
Fill in the blank: A well-written task statement should include the _____, the action, and the outcome.
task
Which of the following best describes a task statement?
A) A detailed job description
B) A concise description of a job function
C) A list of qualifications
B) A concise description of a job function
What does PAQ stand for?
Position Analysis Questionnaire
True or False: The Position Analysis Questionnaire is used to analyze job content.
True
Fill in the blank: The PAQ provides a systematic method for assessing __________ aspects of a job.
job-related
What is the primary purpose of a Job Structure Profile?
To outline the hierarchy and classification of jobs within an organization.
Multiple Choice: Which of the following is NOT a component of the Job Elements Inventory?
A) Job Tasks
B) Work Environment
C) Employee Satisfaction
C) Employee Satisfaction
What type of information does the Job Elements Inventory collect?
job tasks and requirements.
True or False: The Job Structure Profile can help in compensation planning.
True
What is the main benefit of using the Position Analysis Questionnaire?
It standardizes job analysis across different roles within an organization.
Fill in the blank: The PAQ is primarily designed for __________ jobs.
non-managerial
What methodology does the PAQ utilize to evaluate jobs?
A quantitative method that uses a structured questionnaire.
True or False: FJA only assesses the physical tasks of a job.
False
Fill in the blank: FJA categorizes job tasks into three main areas: _____, _____, and _____ functions.
data, people, things
Which of the following is NOT a component of Functional Job Analysis?
A) Task identification
B) Performance appraisal
C) Worker characteristics
B) Performance appraisal
The primary purpose is to provide a comprehensive understanding of job requirements to inform recruitment, training, and performance evaluation.
Functional Job Analysis
instrument concerned with the relationship between the worker and the work objects
AET
Consist of 400 or more questions covering 5 major categories
Job Components Inventory
What are the five major categories covered by the Job Components Inventory?
- perceptual and physical
- mathematical
- tools and equipment
- communication
- decision making and responsibility
Fill in the blank: The category that describes the environment in which a job is performed is called _____ Context.
Work
Multiple Choice: Which of the following is NOT one of the five major categories of the Job Components Inventory?
A) mathematical
B) job satisfaction
C) communication
D) perceptual and physical
B) Job Satisfaction
created by the federal government to replace the dictionary of the occupation titles
Occupational Information network
What are the four levels of job according to the developers of OIN?
economic, organizational, individual, and organizational
it is consist of 33 items identifying the traits necessary for the successful performance of a job
Threshold Traits analysis
132-item inventory that taps the extent to which a job incumbent needs to adapt to situations on the job
Job Adaptability inventory
107 items tapping 12 personality dimensions under OCEAN. it identifies personality types needed to perform job-related tasks
Personality-Related Position Requirements form
Best method for employee selection and performance appraisal
Worker-Oriented Methods
Best for work designs and writing job descriptions
Job-oriented Methods
Most standardized method
least costly
take the least amount of time
PAQ
Least Standardized, but most useful
CIT
it has the lowest quality results
TTA
THE PROCESS OF DETERMINING A JOB’S WORTH
Job Evaluation
involves comparing job within an organization to ensure that the people in job worth the most money and paid accordingly
Internal Pay Equity
worth of a job is determined by comparing its worth to the external market
External Pay Equity
the amount of money a job is worth
Direct compensation
