Job Analysis and Evaluation

Question 1

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

Answer 1

Peter Principle

Question 2

Obtaining information about a job by talking to a person performing it

Answer 2

Job analysis interview

Question 3

A cluster of jobs of similar worth

Answer 3

Grade

Question 4

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

Answer 4

Job specifications

Question 5

The knowledge, skills, abilities, and other characteristics needed to perform a job

Answer 5

Competencies

Question 6

A process in which employees unofficially change their job duties to better fit their interests and skills

Answer 6

Job crafting

Question 7

Sources such as supervisors and incumbents who are knowledgeable about a job

Answer 7

Subject-matter experts

SMEs

Question 8

The person conducting the job analysis

Answer 8

Job analyst

Question 9

A group job analysis interview consisting of subject-matter experts (SMEs)

Answer 9

SME conference

Question 10

A job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker

Answer 10

Ammerman technique

Question 11

A job analysis method in which the job analyst watches job incumbents perform their jobs

Answer 11

Observations

Question 12

A job analysis method in which the job analyst actually performs the job being analyzed

Answer 12

Job participation

Question 13

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

Answer 13

Task inventory

Question 14

The process of identifying the tasks for which employees need to be trained

Answer 14

Task analysis

Question 15

A structured job analysis method developed by McCormick

Answer 15

Position Analysis

Questionnaire (PAQ)

Question 16

A revised version of the Position Analysis Questionnaire (PAQ) designed to be used more by the job analyst than by the job incumbent

Answer 16

Job Structure Profile (JSP)

Question 17

A structured job analysis technique developed by Cornelius and Hakel that is similar to the Position Analysis Questionnaire (PAQ) but easier to read

Answer 17

Job Elements Inventory

JEI

Question 18

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

Answer 18

Functional Job Analysis

FJA

Question 19

A structured job analysis technique that concentrates on worker requirements for performing a job rather than on specific tasks

Answer 19

Job Components

Inventory (JCI)

Question 20

An ergonomic job analysis method developed in Germany (Arbeitswissenschaftliches Erhebungsverfahren zur Tätigkeitsanalyse)

Answer 20

AET

Question 21

The job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT)

Answer 21

Occupational Information

Network (O*NET)

Question 22

The job analysis method developed by John Flanagan that uses written reports of good and bad employee behavior

Answer 22

Critical Incident

Technique (CIT)

Question 23

A 33-item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job

Answer 23

Threshold Traits Analysis

TTA

Question 24

A job analysis method in which jobs are rated on the basis of the abilities needed to perform them

Answer 24

Fleishman Job Analysis

Survey (F-JAS)

Question 25

A job analysis method that taps the extent to which a job involves eight types of adaptability

Answer 25

Job Adaptability

Inventory (JAI)

Question 26

A job analysis instrument that helps determine the personality requirements for a job

Answer 26

Personality-Related
Position Requirements
Form (PPRF)

Question 27

The process of determining the monetary worth of a job

Answer 27

Job evaluation

Question 28

Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs

Answer 28

Compensable job factors

Question 29

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

Answer 29

Wage trend line

Question 30

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

Answer 30

Salary surveys

Question 31

The amount of money paid to an employee (does not count benefits, time off, and so forth)

Answer 31

Direct compensation

Question 32

The idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand

Answer 32

Comparable worth