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Chapter 3
| Question | Answer |
|---|---|
| Correlation | relationship between two variables |
| job oriented/person oriented job analysis | |
| uses of job analysis | selection performance appraisal career development training legal issues |
| sources of job analysis info | worker/employee supervisor analyst- all are subject matter experts |
| Job analysis method | observation interviews- open ended, involve structure diaries |
| job description | a detailed description of job tasks, procedures and responsibilities- the tools and equipment used and the end product or service |
| job specification | a statement of the human characteristics required to perform a job |
| job evaluation | an assessment of the relative value of a job to determine appropriate compensation |
| compensable factors | responsibility education experience work condition |
| I/O psy who specialize in personnel psy are involved in: | employee recruitment & selection the measurement of employee performance & the establishment of good performance review procedures the development of employee training programs the formulation of criteria for promotion, firing, and disciplinary action |
| Specific job analysis technique: Job element | a broad approach to job analysis that focuses on the knowledge, skills, abilities and other characteristics (KSAOs) required to perform a particular job- relies on subject matter experts (SMEs) |
| Critical incident technique (CIT) | helps to determine your performance = job analysis |
| Position analysis questionnaire (PAQ) | information input mental processes work output relationships with other persons job context other job characteristics |
| Functional job analysis (FJA) | is a method that has been used to classify jobs in terms of the worker's interaction with data, people and things |
| Dictionary of occupational titles (DOT)->book O*NET->computer Standard occupational classification (SOC) | |
| job evaluation & comparable worth | *job analysis yields a job evaluation, or an assessment of the relative value of jobs used to determine appropriate compensation *these evaluations usually examine jobs on dimensions that are called compensable factors |
| job evaluation & comparable worth cont'd | (e.g. physical demands of a job, amount of training, working conditions, and responsibilities |
Created by:
Lenices
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