LA Tech, Psych. 516, Test 1 Chapter 9
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| show | Define the job, specify employee behaviors necessary to perform them, then develop hypotheses about the personal characteristics necessary to perform those work behaviors.
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| show | the smallest unit into which work can be divided without analyzing the separate motions, movements, and mental processes involved
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| Task | show 🗑
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| Duty | show 🗑
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| Position | show 🗑
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| Job | show 🗑
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| show | a group of two or more jobs that either call for similar worker characteristics or contain parallel work tasks as determined by job analysis.
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| Occupation | show 🗑
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| Career | show 🗑
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| show | Activities or attributes, General or specific, Qualitative or quantitative, Taxonomy based or blank slate,Observers or incumbents and supervisors,KSA’s or KSAO’s,Single job or multiple job comparison,Descriptive or prescriptive
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| Activities or attributes | show 🗑
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| General or specific | show 🗑
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| show | qualitative: numerical values, quantitative: needed for cross job comparison.
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| Taxonomy based or blank slate | show 🗑
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| show | trained job analysts turn observations into qualitative descriptions or quantitative eval. of work act./attributes. Incumbents or supervisors identify act./attributes &rate them on # scales. these can be assessed for consistency.
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| show | KSA’s are used to conduct attribute-oriented job analysis. Adding the O’s (other personal characteristics) allows for more attributes to be included.
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| Single job or multiple job comparison | show 🗑
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| show | descriptive is describing a job that already exists. Prescriptive is describing a job that does not yet exist.
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| show | A written statement of what a worker actually does, how they do it and why. This can be used to determine what KSA’s are necessary for the job.
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| show | Job title, Job activities and procedures, Working conditions and physical environment, Social environment, Conditions of employment
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| show | represent the KSAO’s deemed necessary to perform a job. (20/20 sight required for pilots)the personal characteristics for screening, selection, and placement.
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| Establishing minimum qualifications | show 🗑
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| Interrater reliability | show 🗑
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| show | Measure of stability. Does the item rate the same at different times?
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| Job description validity | show 🗑
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| Job specifications validity | show 🗑
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| show | assumes job doesnt change. Observation:for jobs w/ manual, standardized, short act. includes sampling of job behaviors. analyst must be unobtrusive. Job performance:when an analyst can learn job. not for jobs w/ mental act. and concentration: lawyer
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| show | used to record observed tasks.
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| show | most commonly used to gather information on the tasks, duties, and behaviors for physical and mental activities. The success depends partly on the skill of the interviewer. should be trained. Should interview multiple people as well as supervisors.
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| Criteria for an interview to follow: | show 🗑
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| SME panels | show 🗑
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| show | cheapest/quickest method to give, usually the most time consuming/expensive to produce. Provides a larger pool of respondents and gives the most quantitative job analysis info. hard to follow up on responses. Info cannot be clarified as in interview.
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| Task inventories and checklists | show 🗑
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| show | worker oriented info, describes “how” a job gets done. better for manufacturing not professional jobs.
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| show | Problems: behavioral similarities hide task differences & is college reading level. ex. police & housewives trouble shoot & respond to emergency situations, but do different tasks.
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| show | Information input, Mental processes, Work output, Relations with other people and job context, Job element Inventory, Fleishman Job analysis survey (F-JAS), Critical Incidents
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| Information input | show 🗑
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| show | reasoning, planning, and decision making involved in a job
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| Work output | show 🗑
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| Relations with other people and job context | show 🗑
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| Job element Inventory | show 🗑
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| show | Describes jobs in terms of abilities required to perform has 21 cognitive abilities, 10 psychomotor abilities, 9 physical abilities, & 12 sensory /perceptual abilities. Rating scales define each ability, show difference from related abilities & give ex.
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| show | a collection of anecdotes of job behavior that describe very good or very bad job performance. (collected from supervisors, employees and others familiar with the job.) It typically gives both static and dynamic dimensions of jobs.
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| show | Based on search and retrieval methods on the net, JAW gathers info on jobs. thousands of elements org. into work related dimensions. fuzzy logic. automated. electronic surveys from around the world. filters data w/ statistical software, hi res images
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| show | characteristics of a person that account for the consistent ways they respond to situations.
(Some personality traits can be used as predictors for types of job occupations.)
useful for jobs that cannot be defined by simple tasks or discrete KSA’s.
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| Personality related position requirements form | show 🗑
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| Competency Models | show 🗑
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| show | – dictionary of occupational Titles – published in 1930’s to help place people in the Great Depression. Links skill supply and demand. job specific & doesnt address personal characteristics a worker needs or the context in which the job is performed.
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| show | Provides comprehensive descriptions of attributes of workers and jobs.
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| 4 principles of O*NET | show 🗑
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