PSY 112 - CHAPTER 2 - 1.0

Job Analysis

also called work analysis, is the foundation for almost all human resource activities

Job Description

a brief, two-to-five-page summary of tasks and job requirements found in the job analysis

Written result of the job analysis

Relatively short summary of a job

two to five pages in length

Job Analysis

process of determining the work activities and requirement

Job Analysis and Job Description

basis for many HR activities

Job Analyses

yield lists of job activities that can be systematically used to create training programs

determine worker mobility

One important but seldom employed use of job analysis is to————

if individuals are hired for a particular job, to what other jobs can they expect to eventually be promoted and become successful.

Peter Principle

promoting employees until they eventually reach their highest level of incompetence

construction of a performance appraisal instrument

Another important use of job analysis

Job Analysis

enables a human resources professional to classify jobs into groups based on similarities in requirements and duties

Job Classification

useful in determining pay levels, transfers, and promotions

Job Analysis information

can also be used to determine the worth of a job

Job Analysis

can be used to determine the optimal way in which job should be performed

job analysis

One legally acceptable way to directly determine job relatedness is by————-

Uniform Guidelines on Employee Selection (1978)

the HR principles designed to ensure compliance with federal standards – contain several direct references to the necessity of job analysis

Job Analysts

often become aware of certain problems within an organization

Job Title

describes the nature of the job

True

an accurate title also aids in employee selection and recruitment

Job titles

provide workers some kind of identity

Job titles

affect the perceptions of the status and worth of a job

summary

a paragraph in length but should briefly describe the nature and purpose of the job

work activities section

lists the tasks and activities in which the worker is involved

section

should be included that lists all the tools and equipment used to perform the work activities

Job Context

the environment in which the employee works and should mention stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger, and any other relevant information

Work Performance

Contains a relatively brief description of how an employee’s performance is evaluated and what work standards are expected

Job Specifications or Competencies

the knowledge, skills, abilities, and other characteristics (KSAOs) that are necessary to be successful on the job

job analysis

conducted by a trained individual in the human resources department, but can also be conducted by job incumbents, supervisors, or outside consultants.

Consultants

good choice for conducting a job analysis because they are well trained and have extensive experience

Job Crafting

the informal changes that employees make in their job

committee-based job analysis,

group of subject matter experts meet to generate the tasks performed, the conditions under which they are performed, and the KSAOs needed to perform them

field-based job analysis,

job analyst individually interviews/observes a number of incumbents out in the field

Formal Requirements:

typing letters or filing memos

Informal Requirements:

coffee making or picking up the children from school

Conduct Task Analysis

using a group of SMEs to rate each task statements on the frequency and the importance or critically of the tasks being performed

Knowledge

body of information needed to perform a tasks

Skill

the proficiency to perform a learned task

Ability

basic capacity for performing a wide range of different tasks, acquiring a knowledge, or developing a skill

KSAOs

competencies (job specifications)

Position Analysis Questionnaire

contains 194 items organized into six main dimensions: information input, mental processes, work output, relationships with other persons, job context, and other job-related variables

PAQ

tells us if a job involves interviewing but does not indicate the type of interviewing that is performed or how the interview is conducted

questions and directions are written at the college graduate level

Job Structure Profile

revised version of PAQ which includes item content and style, new items to increase discriminatory power of the intellectual and decision-making dimensions, and an emphasis on having job analyst