Job Analysis and Evaluation Flashcards
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
A cluster of jobs of similar worth
Grade
A relatively dated term that refers to the knowledge, skills, and abilities needed to successfully perform a job. “Competencies” is the more common term used today
Job specifications
The knowledge, skills, abilities, and other characteristics needed to perform a job
Competencies
A process in which employees unofficially change their job duties to better fit their interests and skills
Job crafting
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
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
A job analysis method in which the job analyst watches job incumbents perform their jobs
Observations
A job analysis method in which the job analyst actually performs the job being analyzed
Job participation
A questionnaire containing a list of tasks each of which the job incumbent rates on a series of scales such as importance and time spent
Task inventory
The process of identifying the tasks for which employees need to be trained
Task analysis
A structured job analysis method developed by McCormick
Position Analysis
Questionnaire (PAQ)
A revised version of the Position Analysis Questionnaire (PAQ) designed to be used more by the job analyst than by the job incumbent
Job Structure Profile (JSP)
A structured job analysis technique developed by Cornelius and Hakel that is similar to the Position Analysis Questionnaire (PAQ) but easier to read
Job Elements Inventory
JEI
A job analysis method developed by Fine that rates the extent to which a job incumbent is involved with functions in the categories of data, people, and things
Functional Job Analysis
FJA
A structured job analysis technique that concentrates on worker requirements for performing a job rather than on specific tasks
Job Components
Inventory (JCI)
An ergonomic job analysis method developed in Germany (Arbeitswissenschaftliches Erhebungsverfahren zur Tätigkeitsanalyse)
AET
The job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT)
Occupational Information
Network (O*NET)
The job analysis method developed by John Flanagan that uses written reports of good and bad employee behavior
Critical Incident
Technique (CIT)
A 33-item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job
Threshold Traits Analysis
TTA
A job analysis method in which jobs are rated on the basis of the abilities needed to perform them
Fleishman Job Analysis
Survey (F-JAS)
A job analysis method that taps the extent to which a job involves eight types of adaptability
Job Adaptability
Inventory (JAI)
A job analysis instrument that helps determine the personality requirements for a job
Personality-Related
Position Requirements
Form (PPRF)
The process of determining the monetary worth of a job
Job evaluation
Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs
Compensable job factors
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
