Job Analysis & Performance Assessment Flashcards
Job Analysis
Match the descriptions below with the correct term:
Terms: job analysis, job evaluation, competency modeling, or needs analysis
- focuses on core abilities linked to organizational values, goals, and strategies
- conducted to identify training needs
- systematic procedure conducted to identify the tasks and skills a job requires
- conducted to determine appropriate compensation for a job
- competency modeling
- needs analysis
- job analysis
- job evaluation
Job Analysis & Performance Assessment
this is 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
job analysis
Job Analysis
list the 4 functions a job analysis serves in organizations
obtaining info needed:
1) to write job descriptions
2) develop or identify appropriate job performance & selection measures
3) determine training needs
4) decisions about designing/redesigning jobs
Job Analysis
list 4 methods of obtaining information during a job analysis
1) observing employees performing the job
2) interviewing employees & supervisors about the job
3) having employees, supervisors, & others familiar with the job complete surveys & questionnaires
4) using electronic performance monitoring (EPM)
Job Analysis
this technique is always worker-oriented and focuses on the core competencies (attributes) required to successfully perform all jobs or a subset of jobs within an organization and linked to the organizations values, goals, & strategies
competency modeling
Job Analysis
“exhibiting the highest level of professional integrity at all times” and “staying current with the latest technological advances” are examples of what?
core competencies
Job Analysis
list 3 functions of competency modeling
1) identifying appropriate job selection & performance measures
2) determining the content of training programs
3) identifying future job requirements
Job Analysis
this is conducted specifically to facilitate decisions related to compensation and is usually part of a job analysis
job evaluation
Job Analysis
the principle that workers performing jobs that require the same skills & responsibilities or that are of comparable value to the employer should be paid the same
comparable worth
Job Evaluation
a term that has most often been applied to the gender gap in wages
comparable worth
Job Analysis
this is a commonly used method for job evaluation and involves determining the monetary value of a job by assigning points to the job’s “compensable factors,” summing the points to derive a total score, and using the total score to determine the appropriate compensation for the job
the point system
Job Analysis
list 4 examples of “compensable factors”
1) effort
2) skill
3) responsibility
4) working conditions
Job Analysis
A criticism of using job evaluation to establish comparable worth for jobs that have traditionally been held by men or women is that:
A. it’s difficult to quantify job outcomes for different jobs.
B. it’s difficult to apply job evaluation techniques to complex jobs.
C. the job evaluation techniques may be gender-biased.
D. men and women are often uninterested in pursuing jobs that have been traditionally held by members of the opposite gender.
C. the job evaluation techniques may be gender-biased.
Job Analysis
criterion measures are also referred to as…
measures of job performance
Job Analysis
these types of measures serve several functions in organizations, including providing employees with feedback about their performance and evaluating employee performance to obtain information needed to make decisions about raises, promotions, etc.
criterion measures
Job Analysis
this type of performance appraisal measure usually provides quantitative information and includes direct measures of productivity and number of errors, accidents, & absences
objective measures
Job Analysis
list 3 criticisms of objective performance appraisal measures
1) not available for certain jobs
2) don’t always provide complete information about employee performance
3) can be affected by situational factors, such as inadequate resources or support
Job Analysis
this type of performance appraisal measure takes the form of performance ratings and are the most commonly used performance measures in organizations
subjective measures
Job Analysis
list 3 advantages of subjective performance measures
1) provide information on aspects of performance that cannot be assessed with an objective measure
2) allow raters to take into account situational factors that affect performance
3) provide information that’s useful for giving employees feedback about their performance
Job Analysis
list a major disadvantage of subjective measures of performance
can be affected by rater biases & errors
Job Analysis
these types of subjective rating scales require the rater to evaluate an employee by compairing the employee to other employees
relative rating scales
Job Analysis
this type of subjective rating scale requires the rater to evaluate an employee without considering the performance of other employees
abslolute rating scales
Job Analysis
when using this relative rating scale, the 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 is employee is best
paired comparison technique
Job Analysis
name 1 advantage and 1 disadvantage of the paired comparison technique
advantage: alleviates central tendency, leniency, & strictness rater bias
disadvantage: can be very time-consuming to use when there are many employees to rate
Job Analysis
this relative rating scale requires the rater to assign a certain percent to employees to prespecified performance categories for each dimension of job performance
forced distribution method
Job Analysis
a rater using this relative rating scale might require that 10% of employees be assigned to the poor performance category, 20% to the below average performance category, 40% to the average performance category, 20% to the above average performance category, and 10% to the excellent performance category
forced distribution method
Job Analysis
list 1 advantage & 1 disadvantage of the forced distribution method
advantage: alleviates central tendency, leniency, & strictness rater biases
disadvantage: provides inaccurate information when the performance of employees does not match the specified categories (e.g., when all employees are performing at the average or above average level)
Job Analysis
this type of absolute rating scale is a method of both job analysis & performance assessment and involves 1) 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 and 2) using this list to evaluate performance by checking those that apply to each employee
critical incident technique (CIT)
Job Analysis
list an advantage of the critical incident technique
provides useful information for employee feedback because it focuses on observable behaviors
Job Analysis
list 3 disadvantages of the critical incident technique
1) can be time-consuming to develop
2) focuses on extreme behaviors (rather than typical)
3) it’s job specific (which means that new critical incidents must be identified for different jobs)
Job Analysis
when using this type of absolute rating scale, the rater rates an employee’s performance on several performance dimensions on a Likert-type rating scale (e.g., from 1 = poor performance to 5 = excellent performance)
graphic rating scale
Job Analysis
list 1 advantage & 1 disadvantage of the graphic rating scale
advantage: easy to construct
disadvantage: vulnerable to rater biases
Job Analysis
these are type of graphic rating scale in which each point on a scale is “anchored” with a description of a specific behavior
behaviorally anchored rating scales (BARS)
Job Analysis
the distinguishing characteristic of this type of graphic rating scale is that development involves having job incumbents, supervisors, & other subject matter experts identify essential dimensions of job performance & specific behaviors for each dimension that are associated with good, average, & poor performance
BARS
Job Analysis
list 2 advantages and 2 disadvantages of BARS
advantages: behavioral anchors help reduce rater biases & provide information that’s useful for employee feedback
disadvantages: time-consuming to develop & job-specific
Job Analysis
this type of criterion is an ideal measure that assesses all of the important contributors to job performance
ultimate criterion
Job Analysis
this criterion is what a job performance measure actually measures
actual criterion
Job Analysis
this term refers to aspects of performance that are not assessed by the criterion (e.g., job knowledge test for clinical psychologists that includes questions on psychopathology & clinical psychology but not ethics)
criterion deficiency
Job Analysis
this occur when the criterion measure is affected by factors unrelated to job performance (e.g., when a supervisor’s ratings of employees on the criterion are affected by an employee’s gender or race or by the supervisor’s knowledge of how well the employee did on the predictors that were used to hire them)
criterion contamination
Job Analysis
list the 4 different types of rater biases
1) distribution errors
2) the halo error
3) the contrast error
4) the similarity bias
Job Analysis
this type of error occurs when raters consistently use only one part of the rating scale when rating all employees and includes the central tendency bias and the leniency and strictness biases
distrbution errors
Job Analysis
this bias is a type of distribution error that occurs when the rater consistently gives all employees average rating regardless of their actual performance
central tendency bias
Job Analysis
these 2 biases are a type of distribution error that occurs when the rater consistently gives all employees high ratings or low ratings, respectively, regardless of their actual performance
leniency & strictness biases
Job Analysis
this type of rater error occurs when a rater’s rating of an employee on one dimension of job performance affects how the rater rates the employee on all other dimensions , even when they’re unrelated to that dimension and can be positive or negative
halo error
aka halo effect or halo bias
Job Analysis
a supervisor who high values cooperation and rates employees who are very cooperative high on all dimensions of job performance describes what type of error? when the supervisor rates employees who are uncooperative low on all dimensions of performance describes what type of error?
- positive halo error
- negative halo error
Job Analysis
this type of rater error occurs when a rater’s ratings of an employee are affected by the performance of a previously evaluated employee (e.g., a supervisor gives an average employee below average ratings because she rated an excellent employee immediately before rating the average employee)
contrast error
Job Analysis
this type of bias occurs when raters give higher rating to ratees they perceive to be similar to themselves
similarity bias
Job Analysis
list 3 methods for reducing rater biases
1) using relative rating scales
2) anchoring points on an absolute rating sclae with descriptions of specific job behaviors
3) providing raters with adequate training
Job Analysis
using relative (rather than absolute) rating scales is most useful for eliminating distribution errors (central tendency, leniency, & strictness biases) since relative scales require…
raters giving some employees higher or lower ratings than they give to other employees
Job Analysis
anchoring points on an absolute rating scale with descriptions of specific job behaviors helps reduce distribution errors and other biases by…
clarifying the meaning of each point on the scale
Job Analysis
this method is the best way to reduce rater biases as well as other factors that decrease rater accuracy on relative & absolute rating scales
providing adequate rater training
Job Analysis
research has found that focusing only on rater biases during training can reduce…
overall accuracy
Job Analysis
this type of training includes ensuring that trainees understand 1) the multidimensional nature of job performance and 2) the organizations definition of successful & unsuccessfull performance and gives trainees opportunities to practice assigning ratings & recieve feedback about their rating accuracy
frame-of-reference (FOR) training
Job Analysis
When using behaviorally anchored rating scales (BARS) to evaluate job performance:
A. employees are ranked according to their level of performance on multiple dimensions of job performance.
B. employees are compared to each other in terms of quantifiable job-related behaviors.
C. each employee is rated using a weighted checklist.
D. each employee is rated using critical incidents that represent below average, average, and above average performance.
D. each employee is rated using critical incidents that represent below average, average, and above average performance.
Job Evaluation
these are rating scales in which each point on the scale is anchored with a description of a specific behavior with the behaviors representing levels of performance that range from very ineffective to very effective
may or may not include critical incidents
behaviorally anchored rating scales (BARS)
Job Evaluation
this technique refers to evaluating employees in terms of job behaviors that represent either very unsuccessful or very successful performance
critical incident technique
Job Evaluation
description of the general use of “critical incidents”
not assoc. to the critical incident technique
specific job behaviors that are not limited to those associated with very successful or very unsuccessful performance (the critical incidents technique)
Employee Selection
earlier research suggested that which type of interview, behavioral or situational, has a higher level of validity
behavioral
