Lesson 2 Flashcards
The process of identifying how a job is performed, the conditions under which it is performed, and the personal requirements it takes to performed a job.
JOB ANALYSIS
Importance of Job Analysis
• Writing Job Description
• Job Classification
• Employee Selection
• Job Evaluation
• Training
• Job Design
• Personpower Planning
• Compliance with Legal Guidelines
• Organizational Analysis
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
Writing a Good Job Description
• Job Title
• Brief Summary
• Work Activities
• Tools and Equipment Used
• Job Context
• Compensation Information
• Job Competencies
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.
JOB SPECIFICATION/ COMPETENCIES
A process in which employees unofficially change their job duties to better fit their interests and skills.
JOB CRAFTING
Steps in Conducting Job Analysis:
Step l: Identify Task Performed
Step 2: Write Task Statement
Step 3: Rate Task Statement
Step 4: Determine Essential KSAOs
Step 5: Selecting Test to Tap KSAOs
Sources such as supervisors and incumbents who are knowledgeable about the job.
SUBJECT-MATTER EXPERTS (SMES)
JOB ANALYST
The person conducting the job analysis.
SME CONFERENCE
A group job analysis interview consisting of subject-matter experts.
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 watchest job incumbents perform their jobs.
OBSERVATION
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
is a body of information needed to perform a task.
KNOWLEDGE
is the proficiency to perform a learned task.
SKILL
anbasic capacity for performing a wide range of different tasks, acquiring knowledge, or developing a skill.
ABILITY
include such personal factors as personality, willingness, interest, and motivation and such tangible factors as licenses, degrees, and years of experience.
OTHER CHARACTERISTICS
POSITION ANALYSIS QUESTIONNAIRE (PAQ)
A structured job analysis method developed by McCormick.
A revised version of the PAQ designed to be sued more by the job analyst than by the job incumbent.
JOB STRUCTURE PROFILE
A structured job analysis technique developed by Cornelius and Hakel that is similar to the 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 that on specific task.
JOB COMPONENTS INVENTORY (JCI)
An ergonomic job analysis method developed in Germany
AET
The job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT).
OCCUPATIONAL INFORMATION NETWORK (O*NET)
A directory that was published by the federal government that supplied information for almost 30,000 jobs. It has been replaced by O*NET.
DICTIONARY OF OCCUPATIONAL TITLES (DOT)
The job analysis method developed by John Flanagan that uses written reports of good and bad employee behaviors.
CRITICAL INCIDENT TECHNIQUE (CIT)
a practical tool used in curriculum development career guidance and broad based training
JOB COMPONENTS INVENTORY
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 ADAPTIBILITY 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 job.
JOB EVALUATION
The extent to which employees within an organization are paid fairly compared with other employees within the same organization.
INTERNAL PAY EQUITY
Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs.
COMPENSABLE JOB FACTORS
The extent to which employees within an organizations are paid fairly compared with employees in other organizations.
EXTERNAL EQUITY
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.
DIRECT COMPENSATION
