Job Analysis and Performance Assessment Flashcards

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1
Q

job analysis

A

systematic procedure to identify how a job is performed, under what conditions, and employee requirements for job. First step in job evaluation

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2
Q

functions of a job analysis

A

write job description, job selection and performance measures, training needs, job design and redesign

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3
Q

job analysis may be __oriented or ___oriented

A

work oriented

worker oriented

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4
Q

Task analysis is ___ oriented

A

work-oriented

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5
Q

worker oriented job analysis focuses on ____ ‘s

A

KSAO’s

knowledge, skills, abilities, other characteristics

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6
Q

what is PAQ?

A

position analysis questionnaire- a worker-oriented job analysis questionnaire

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7
Q

Competency model

A

Focus on linking job duties to organization values and goals.

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8
Q

Functions of competency modeling

A

job selection, performance measures, training programs and future job requirements

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9
Q

job evaluation

A

to determine comparable worth, applied to gender gap in wages

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10
Q

performance measures can be ___ or ____

A

objective or subjective

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11
Q

objective measures of performance appraisals

A

quantitative, measure productivity, errors, accidents, absences

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12
Q

subjective measures of performance appraisals

A

mot commonly use of performance ratings. Disadvantages are rater biases and errors.

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13
Q

subjective rating scales- 2 types

A

relative and absolute

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14
Q

relative rating scales

A

rater evaluates by comparing employee to other employees

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15
Q

absolute rating scales

A

rater evaluates without considering the performance of others

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16
Q

paired comparison technique

A

a subjective rating scale, rater compares each employee to all others in pairs on each dimension of work performance by indicating which employee is best. Issue- time consuming

17
Q

forced distribution

A

rater must assign a certain percentage to each performance category (ex 20% poor, 40% average, etc)

18
Q

types of absolute rating scales (3 examples)

A

critical incident technique, graphic rating scale, behavioral anchored rating scale (BARS)

19
Q

critical incident technique (CIT)

A

method of job analysis and performance assessment

20
Q

graphic rating scale

A

rating on a likert scale 1-5 poor to excellent

21
Q

Behaviorally Anchored Rating Scales (BARS)

A

each point is anchored with a specific behavior. Reduces rater bias. Time consuming and job specific

22
Q

criterion deficiency

A

refers to aspects of performance that are not assessed by criterion

23
Q

criterion contamination

A

affected by factors of unrelated to job performance

24
Q

distribution errors

A

raters only use part of the scale when rating employees- ex: rate all employees better than actual performance

25
Q

halo error (also called halo effect or halo bias)

A

rater focuses on one dimension of performance and states worker is good or bad in entire job because of one valued dimension (ex- rater likes high communication so good communicators rated above average for all categories)

26
Q

contrast error

A

rater’s rating are affect by ratings of a previously evaluated employee.

27
Q

similarity bias

A

gives higher ratings to employees they perceive as similar to themselves

28
Q

frame-of-reference (FOR) training

A

ensuring employees understand rating system, have time to practice assigning ratings and receive feedback on their accuracy