Job Analysis
Quiz yourself by thinking what should be in
each of the black spaces below before clicking
on it to display the answer.
Help!
|
|
||||
|---|---|---|---|---|---|
| process of determining work activities & requirements | show 🗑
|
||||
| serve as basis for many human resources activities, incl. employee selection, evaluation, training & work design | show 🗑
|
||||
| short summary, 1-5 pages, of a job; result of job analysis | show 🗑
|
||||
| job analyses yield lists of job activities that can be systemically used to create | show 🗑
|
||||
| show | employee mobility
🗑
|
||||
| idea that org. tend to promote good employees until they reach level at when they are not competent; highest-level of incompetence | show 🗑
|
||||
| show | employee performance
🗑
|
||||
| show | appraisal instrument
🗑
|
||||
| show | more accurate
🗑
|
||||
| when properly administered & utilized, __ __ __ serve as excellent sources of employee training & counseling | show 🗑
|
||||
| job analysis enable HR professionals to __ jobs into groups based on similarities in requirements & duties | show 🗑
|
||||
| show | job classification
🗑
|
||||
| show | worth
🗑
|
||||
| show | optimal way
🗑
|
||||
| show | waster; unsafe
🗑
|
||||
| show | job-related
🗑
|
||||
| show | legally accepted
🗑
|
||||
| no law __ __ a job analysis | show 🗑
|
||||
| several important __ & __ __ mandate job analysis for all practical purposes | show 🗑
|
||||
| HR principles designed to ensure compliance w/federal standards | show 🗑
|
||||
| Uniform Guidelines on Employee Selection Procedure contains several __ __ to necessity of job analysis | show 🗑
|
||||
| show | Griggs v. Duke Power
🗑
|
||||
| decision in Griggs was first to address job __ | show 🗑
|
||||
| during course of their work they often become aware of certain problems within organizations | show 🗑
|
||||
| obtaining information about a job by talking to a person performing it | show 🗑
|
||||
| most job descriptions used in __ tend to only be one page | show 🗑
|
||||
| show | 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 | show 🗑
|
||||
| show | added
🗑
|
||||
| show | included in job descriptions
🗑
|
||||
| show | Virginia Tech
🗑
|
||||
| show | accurate job title
🗑
|
||||
| if job title indicates __ __ of job, applicants will be able to better determine whether they are qualified | show 🗑
|
||||
| job titles provide workers with __ __ __ | show 🗑
|
||||
| show | gender-neutral; female sex linkage
🗑
|
||||
| it is important that employees that are doing to same job have same title & that title __ __ nature of job | show 🗑
|
||||
| paragraph in length, briefly describe nature & purpose of job; can be used in help-wanted advertisements, internal job postings, & company brochures | show 🗑
|
||||
| show | work-activities section
🗑
|
||||
| in work-activities section, task & activities should be organized into __ __ | show 🗑
|
||||
| are convenient to use in brief summary section | show 🗑
|
||||
| section should be included that lists all __ & __ used to perform work activities in previous section | show 🗑
|
||||
| show | identification
🗑
|
||||
| info in tool & equipment section is used primarily for employee __ & __ | show 🗑
|
||||
| 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 | show 🗑
|
||||
| show | disabled applicants
🗑
|
||||
| section containing relatively brief description of how employee's performance evaluated & what work standards are expected | show 🗑
|
||||
| show | compensation section
🗑
|
||||
| show | salary; salary range
🗑
|
||||
| knowledge, skills, abilities, & other characteristics (KSAOs) necessary to be successful on job | show 🗑
|
||||
| determined by deciding what types of KSAOs are needed to perform tasks identified in job analysis | show 🗑
|
||||
| show | KSAOs
🗑
|
||||
| job competencies should be divided into __ __ | show 🗑
|
||||
| 1st section of competencies contains KSAOs that an employee must have at | show 🗑
|
||||
| show | obtained after hiring
🗑
|
||||
| job analyses are typically conducted by trained individuals in __ __, but can also be conducted by job incumbents, supervisors, or outside consultants | show 🗑
|
||||
| essential that they be thoroughly trained in job analysis procedures when used for job analyses | show 🗑
|
||||
| show | Uniform Guidelines
🗑
|
||||
| research indicates __ analysts produce slightly different job analysis results from those produced by __ analysts | show 🗑
|
||||
| show | time
🗑
|
||||
| show | consultants
🗑
|
||||
| show | changes significantly
🗑
|
||||
| show | across time
🗑
|
||||
| show | job crafting
🗑
|
||||
| show | scope
🗑
|
||||
| show | all employees
🗑
|
||||
| in determining which employees should participate in a job analysis it depends on whether it will be | show 🗑
|
||||
| group of subject matter experts meet to generate tasks performed, conditions under which they are performed, & KSAOs needed to perform them | show 🗑
|
||||
| show | field-based job analysis
🗑
|
||||
| show | similar
🗑
|
||||
| developed table to estimate how many incumbents should be included in a job analysis | show 🗑
|
||||
| after number of participants has been determined then which __ __ that will participate needs to be determined | show 🗑
|
||||
| show | sampling rules
🗑
|
||||
| show | 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 | show 🗑
|
||||
| show | detailed
🗑
|
||||
| show | level of specificity
🗑
|
||||
| in job analysis decisions that address issue of __ vs. __ requirements should be identified | show 🗑
|
||||
| identify major job dimensions & tasks performed for each dimension, tools & equipment used to perform tasks, & conditions under which tasks are performed | show 🗑
|
||||
| prior to interviewing incumbents good to gather info __ __ about the job | show 🗑
|
||||
| people who are knowledgeable about job & include job incumbents, supervisors, customers, & upper-level management | show 🗑
|
||||
| most __ __ of conducting job analysis is to interview SMEs | show 🗑
|
||||
| job analyst interviews only one employee at a time | show 🗑
|
||||
| show | SME conference
🗑
|
||||
| job analysis method in which group of job experts identifies objectives & standards to be met by ideal worker | show 🗑
|
||||
| show | observations
🗑
|
||||
| show | job participation
🗑
|
||||
| job analysis method in which job analyst watches job incumbents perform their jobs | show 🗑
|
||||
| show | task inventory
🗑
|
||||
| properly written __ __ must contain an action & an object | show 🗑
|
||||
| show | task analysis
🗑
|
||||
| body of information needed to perform a task | show 🗑
|
||||
| proficiency to perform learned task | show 🗑
|
||||
| basic capacity for performing wide range of different tasks, acquiring knowledge, or developing skill | show 🗑
|
||||
| show | other characteristics
🗑
|
||||
| KSAOs are commonly referred to as | show 🗑
|
||||
| when competencies are ties into disorganization's strategic initiatives & plans rather than to specific tasks the process is called | show 🗑
|
||||
| determining importance of KSAOs can be done by __ __ tasks to KSAOs or using __ questionnaires | show 🗑
|
||||
| group of SMEs brainstorm KSAOs needed to perform each task, then another group of SMEs rates list to extent which KSAO is essential | show 🗑
|
||||
| show | structured methods to identify KSAOs
🗑
|
Review the information in the table. When you are ready to quiz yourself you can hide individual columns or the entire table. Then you can click on the empty cells to reveal the answer. Try to recall what will be displayed before clicking the empty cell.
To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Created by:
lfrancois
Popular Psychology sets