Job analysis and performance assessment

Question 1

Job analysis

Answer 1

a systematic procedure for “identifying how a job is performed, the conditions under which it is performed, and the personal requirements it takes to perform the job”
-provides information that facilitates recruitment, selection, workforce planning, training, program design, and performance management

Question 2

work-oriented job analysis

Answer 2

focuses on the tasks that must be accomplished to achieve desired job outcomes

Question 3

worker-oriented job analysis

Answer 3

focuses on the knowledge, skills, abilities, and other characteristics (KSAOs) that are required to accomplish job tasks.

Question 4

competency modelling

Answer 4

always worker-oriented and focuses on the core competencies (attributes) that are required to successfully perform all jobs or a subset of jobs within an organization and that are linked to the organization’s values, goals, and strategies.

Question 5

Job evaluation

Answer 5

conducted specifically to facilitate decisions related to compensation

Question 6

Comparable worth

Answer 6

the principle that workers performing jobs that require the same skills and responsibilities or that are of comparable value to the employer should be paid the same

Question 7

Criterion measures

Answer 7

measures of job performance that serve several functions: providing employees with feedback about their performance and evaluating employee performance to obtain the information needed to make decisions about raises, promotions, etc.

Question 8

Performance appraisal measures (two types)

Answer 8

Objective and subjective

Question 9

Objective vs Subjective performance appraisal measures

Answer 9

Objective: provide quantitative information and include direct measures of productivity
and number of errors, accidents, and absences

Subjective: take the form of performance ratings and are the most commonly used performance measures in organizations.

Question 10

Subjective Rating scales: what are the two types?

Answer 10

relative and absolute

Question 11

Relative rating scales

Answer 11

require the rater to evaluate an employee by comparing the employee to other employees

Question 12

Two types of relative rating scales

Answer 12

• paired comparison

- forced distribution

Question 13

Paired comparison

def, advantages, disadvantages

Answer 13

rater compares each employee to all other employees in pairs on each dimension of job performance (e.g., work quality, job knowledge, communication) by indicating which employee is best.

• Advantage: alleviates central tendency, leniency, and strictness rater biases
• Disadvantage: can be very time-consuming to use when there are many employees to rate

Question 14

Forced Distribution

Answer 14

rater assigns a certain percent of employees to pre-specified performance categories for each dimension of job performance

Question 15

Absolute rating scales

Answer 15

require the rater to evaluate an employee without considering the performance of other employees.

Question 16

3 types of absolute rating scales

Answer 16

• critical incident technique
• graphic rating scale
• behaviourally anchored rating scales (BARS)

Question 17

Critical incident technique

Answer 17

a method of both job analysis and performance assessment that involves identifying employee behaviors that are associated with exceptionally poor and exceptionally good performance by observing employees while they work or by interviewing people familiar with the job.