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