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Chapter2 - Ind Psych
Job Analysis
| Question | Answer |
|---|---|
| process of determining work activities & requirements | job analysis |
| serve as basis for many human resources activities, incl. employee selection, evaluation, training & work design | job analyses & descriptions |
| short summary, 1-5 pages, of a job; result of job analysis | job description |
| job analyses yield lists of job activities that can be systemically used to create | training programs |
| one use of job analysis is to determine __ __ within an organization | employee mobility |
| idea that org. tend to promote good employees until they reach level at when they are not competent; highest-level of incompetence | Peter Principle |
| evaluation of __ __ must be job related | employee performance |
| job analysis is used in construction of a performance __ __ | appraisal instrument |
| use of specific, job-related categories in lead to __ __ performance appraisals better accepted by employees & courts | more accurate |
| when properly administered & utilized, __ __ __ serve as excellent sources of employee training & counseling | job-related performance appraisals |
| job analysis enable HR professionals to __ jobs into groups based on similarities in requirements & duties | classify |
| useful for determining pay levels, transfers, & promotions | job classification |
| job analysis info can be used to determine __ of a job | worth |
| job analysis info can be used to determine __ __ in which job should be performed | optimal way |
| by analyzing a job __ & __ motions can be eliminated resulting in higher productivity & reduced numbers of job injuries | waster; unsafe |
| any employment decision must be based on __ information | job-related |
| one __ __ way to directly determine job relatedness is by job analysis | legally accepted |
| no law __ __ a job analysis | specifically requires |
| several important __ & __ __ mandate job analysis for all practical purposes | guidelines; court cases |
| HR principles designed to ensure compliance w/federal standards | Uniform Guidelines on Employee Selection Procedure |
| Uniform Guidelines on Employee Selection Procedure contains several __ __ to necessity of job analysis | direct references |
| court case in which defendant had not established job relatedness of high school diploma requirement | Griggs v. Duke Power |
| decision in Griggs was first to address job __ | relatedness |
| during course of their work they often become aware of certain problems within organizations | job analysts |
| obtaining information about a job by talking to a person performing it | job analysis interview |
| most job descriptions used in __ tend to only be one page | industry |
| for a job description to be of value it must describe a job in __ __ that decisions about selection/training can be made | enough detail |
| many professionals in org. worry that listing each activity in a job description will __ ability to direct employees to perform tasks not listed in the description | limit |
| duties can always be __ to a job description | added |
| phrase "and performs other job-related duties as assigned" should be | included in job descriptions |
| has policy stating that university can require employees to perform any duties not on employee's job descriptions for a period not to exceed 3 months; after 3 months duties must be eliminated/added to job description | Virginia Tech |
| describes nature of job, aids in employee selection/recruitment, & can affect perceptions of status/worth of job, | accurate job title |
| if job title indicates __ __ of job, applicants will be able to better determine whether they are qualified | true nature |
| job titles provide workers with __ __ __ | sense of identity |
| job descriptions with __ __ are evaluated as being worth more money than those containing titles with __ __ __ | gender-neutral; female sex linkage |
| it is important that employees that are doing to same job have same title & that title __ __ nature of job | accurately reflects |
| paragraph in length, briefly describe nature & purpose of job; can be used in help-wanted advertisements, internal job postings, & company brochures | job summary |
| lists tasks & activities in which worker is involved | work-activities section |
| in work-activities section, task & activities should be organized into __ __ | meaningful categories |
| are convenient to use in brief summary section | category labels |
| section should be included that lists all __ & __ used to perform work activities in previous section | tools; equipment |
| placing tool & equipment used in a separate section makes __ simpler | identification |
| info in tool & equipment section is used primarily for employee __ & __ | selection; training |
| should describe environment in which employee works & should mention stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger & other relevant info | job context section |
| job context section is important in providing __ __ with info they can use to determine their ability to perform a job under particular circumstances | disabled applicants |
| section containing relatively brief description of how employee's performance evaluated & what work standards are expected | work performance |
| contain info on salary grade, whether position is exempt, & compensable factors used to determine salary | compensation section |
| employee's actual __ or __ __ should not be listed on job description | salary; salary range |
| knowledge, skills, abilities, & other characteristics (KSAOs) necessary to be successful on job | job specifications or competencies |
| determined by deciding what types of KSAOs are needed to perform tasks identified in job analysis | job specifications |
| can be determines through combination of logic, research, & use of specific job analysis techniques | KSAOs |
| job competencies should be divided into __ __ | two sections |
| 1st section of competencies contains KSAOs that an employee must have at | time of hiring |
| 2nd subsection of competencies contains KSAOs important to job but can be | obtained after hiring |
| job analyses are typically conducted by trained individuals in __ __, but can also be conducted by job incumbents, supervisors, or outside consultants | HR department |
| essential that they be thoroughly trained in job analysis procedures when used for job analyses | job incumbents or supervisors |
| state that job analysis must be professionally conducted | Uniform Guidelines |
| research indicates __ analysts produce slightly different job analysis results from those produced by __ analysts | trained; untrained |
| is always an issue when using job incumbents/supervisors for job analyses | time |
| good choice for conducting job analyses because well-trained & have have extensive experience, but are also expensive | consultants |
| job description should be updated if a job __ __ | changes significantly |
| job description change __ __ due to job crafting | across time |
| informal changes that employees make in their jobs | job crafting |
| it is common for employees to quietly expand the __ of this jobs to add tasks they want to perform & remove those they do not | scope |
| for org. with relatively few people in each job, it is advisable to have __ __ participate in job analysis | all employees |
| in determining which employees should participate in a job analysis it depends on whether it will be | committee or field based |
| group of subject matter experts meet to generate tasks performed, conditions under which they are performed, & KSAOs needed to perform them | committee-based job analysis |
| job analyst individually interviews/observes number of incumbents out in field | field-based job analysis |
| committee-based job analyses yield __ results to field-based analyses | similar |
| developed table to estimate how many incumbents should be included in a job analysis | Rouleau & Krain |
| after number of participants has been determined then which __ __ that will participate needs to be determined | particular employees |
| if every employee will not participate in job analysis the same __ __ used in research should be used | sampling rules |
| consideration of which employees are chosen to participate is important issue because job can often | be performed in several ways |
| because job analysis is basis for every personnel decision, it can be seen that __ __ __ begin as early as job analysis | equal opportunity efforts |
| jobs that involve intricate work, extensive & expensive efforts have been undertaken to identify optimal way in which tasks should be performed, so job analysis more effective at more __ level | detailed |
| in job analysis, should it be very specific or at more general level | level of specificity |
| in job analysis decisions that address issue of __ vs. __ requirements should be identified | formal; informal |
| identify major job dimensions & tasks performed for each dimension, tools & equipment used to perform tasks, & conditions under which tasks are performed | 1st step in job analysis |
| prior to interviewing incumbents good to gather info __ __ about the job | already obtained |
| people who are knowledgeable about job & include job incumbents, supervisors, customers, & upper-level management | subject matter experts (SMEs) |
| most __ __ of conducting job analysis is to interview SMEs | common method |
| job analyst interviews only one employee at a time | individual job analysis interview |
| larger number of employees interviewed together | SME conference |
| job analysis method in which group of job experts identifies objectives & standards to be met by ideal worker | Ammerman technique |
| useful job analysis methods, especially when used in conjunction with other methods such as interviews | observations |
| job analysis method in which job analyst actually performs job being analyzed | job participation |
| job analysis method in which job analyst watches job incumbents perform their jobs | observation |
| questionnaire containing list of tasks each of which job incumbent rates on series of scales such as importance & time spent | task inventory |
| properly written __ __ must contain an action & an object | task statement |
| process of identifying tasks for which employees need to be trained | task analysis |
| body of information needed to perform a task | knowledge |
| proficiency to perform learned task | skill |
| basic capacity for performing wide range of different tasks, acquiring knowledge, or developing skill | ability |
| incl. personal factors such as personality, willingness, interest, & motivation & tangible factors such as licenses, degrees, & years of experience | other characteristics |
| KSAOs are commonly referred to as | competencies |
| when competencies are ties into disorganization's strategic initiatives & plans rather than to specific tasks the process is called | competency modeling |
| determining importance of KSAOs can be done by __ __ tasks to KSAOs or using __ questionnaires | logically linking; prepackaged |
| group of SMEs brainstorm KSAOs needed to perform each task, then another group of SMEs rates list to extent which KSAO is essential | logically linking KSAOs |
| Job Component Inventory (JCI), Threshold Traits Analysis (TTA), Fleishman Job Analysis Survey (F-JAS), critical incident technique (CIT), & Personality-Related Position Requirements Form (PPRF) | structured methods to identify KSAOs |
Created by:
lfrancois
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