Job Performance and Analysis

A set of vocabulary flashcards covering key concepts related to job performance and analysis, derived from lecture notes.

Job Performance

The effectiveness with which an individual performs their tasks and responsibilities in a job.

Job Analysis

A systematic process to collect comprehensive information about a specific job within an organization.

Subject Matter Experts (SMEs)

Individuals knowledgeable about the tasks and responsibilities of a job, often consulted during job analysis.

Incumbent

The individual currently holding a specific job position in an organization.

Job Duties

The specific tasks and responsibilities that an employee is required to perform in their job.

National Occupational Classification (NOC)

An online database created by the Canadian government that provides standardized job descriptions and requirements.

Employee Requirements

The qualifications, training, and experience needed to perform a job effectively.

Observation Method

A data collection method where analysts watch employees perform their tasks to gather information about job performance.

Surveys

Questionnaires administered to job holders or subject matter experts to collect information about job duties and requirements.

Interviews

In-depth conversations with job holders or subject matter experts to gather qualitative data about job performance.

Performance Appraisal

A systematic evaluation of an employee's performance over a specific period.

Ranking Method

A performance appraisal technique that involves ranking employees from highest to lowest performing without specific feedback.

Forced Distribution Method

An appraisal method that requires employees to be categorized into performance levels with a predetermined percentage in each category.

Behaviorally Anchored Rating Scale (BARS)

An appraisal system that pairs specific behaviors with performance criteria to provide detailed ratings.

360 Degree Appraisal

A performance feedback process where input is gathered from multiple sources around an employee, including peers, subordinates, and supervisors.

Promotional Opportunities

Chances for employees to advance in their careers, often discussed during job analysis.

Job Specification

A document detailing the qualifications and attributes required for effective job performance.

Feedback

Information given to employees regarding their job performance, often used in appraisal methods.

Objectives of Job Analysis

To understand job tasks, required human attributes, and evaluate performance within an organizational context.

External Job Analysts

Consultants who conduct job analysis by observing and reporting on tasks, duties, and performance expectations.

Qualified Improvement Areas

Specific aspects of performance where an employee could improve, important for development.