Job Analysis and Evaluation Lecture Notes

Flashcards covering Industrial and Organizational Psychology topics including Job Analysis, Job Description components, methodologies like PAQ and CIT, and Job Evaluation/Pay Equity structures.

What is the definition of Job Analysis?

The process of collecting information about a job to identify tasks, responsibilities, working conditions, and the knowledge, skills, abilities, and other characteristics ($KSAOs$) needed to perform the job.

What is the relationship between a Job Analysis and a Job Description?

Job Analysis is the process of gathering information, while the Job Description is the written result of that analysis.

What common performance appraisal metrics are identified in the notes?

$QA$ (Quality Assurance), $CSAT/DSAT$ (Customer Satisfaction & Dissatisfaction), $AHT$ (Average Handle Time), $3DR$, $ORS/RR$, $CPC$, and Transfers.

How does the Job Analysis relate to modern personnel planning and the Peter Principle?

It helps companies decide who should be promoted, emphasizing that promotion should not be based only on performance but also on task suitability for the new role.

What are the eight parts of a good Job Description?

$1.$ Job Title, $2.$ Brief Summary, $3.$ Work Activities, $4.$ Job Context, $5.$ Work Performance, $6.$ Compensation Information, $7.$ Job Competencies ($KSAOs$), and $8.$ Tools and Equipment.

In the context of competencies, what is the difference between 'Needed at Entry' and 'Learned After Hiring'?

Needed at Entry competencies (e.g., English communication) must be possessed by applicants before hiring, while Learned After Hiring competencies (e.g., account-specific tools) are taught during training.

What is the main goal of conducting a Job Analysis?

To identify the tasks performed, the conditions under which they are performed, and the $KSAOs$ needed to perform them.

List the five steps in conducting a Job Analysis.

Step $1$: Identify Tasks Performed; Step $2$: Write Task Statements; Step $3$: Rate Task Statements; Step $4$: Determine Essential $KSAOs$; Step $5$: Selecting Tests to Tap $KSAOs$.

What are the four ways to gather information in Step $1$ of a Job Analysis?

$1.$ Gathering Existing Information, $2.$ Interviewing Subject-Matter Experts ($SMEs$), $3.$ Observing performance, and $4.$ Performing the job itself.

Define the Ammerman Technique.

A job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker.

What is the primary difference between a Job Analysis Interview and an Employment Interview?

A Job Analysis Interview asks 'what is your job?', whereas an Employment Interview asks 'are you the best person for the job?'

What is a 'Task Statement' as defined in Step $2$ of Job Analysis?

A single, clear sentence that describes a specific work performed on a job, typically involving one action done to one object.

What two criteria are used by experts to rate task statements in Step $3$?

Frequency (how often the task is done) and Importance (how critical the task is).

Define the components of $KSAOs$.

Knowledge (body of information), Skill (proficiency to perform a learned task), Ability (capacity for wide range of tasks), and Other characteristics (personality, willingness, licenses, etc.).

What is the Position Analysis Questionnaire ($PAQ$)?

A standardized job analysis method developed at Purdue University containing $300$ items organized into $6$ main dimensions, such as information input and mental processes.

What is the Job Elements Inventory ($JEI$)?

An alternative to the $PAQ$ designed to be easier to read, requiring only a $10^{th}$ grade education level.

Describe Functional Job Analysis ($FJA$).

A method that rates the extent to which a job incumbent is involved with functions in the categories of data, people, and things.

Which job analysis method concentrates specifically on worker requirements and tools and equipment using more than $400$ questions?

Job Components Inventory ($JCI$).

What is the AET (Arbeitswissenschaftliches Erhebungsverfahren zur Tätigkeitsanalyse)?

An ergonomic job analysis procedure consisting of $216$ items, primarily concerned with the relationship between the worker and the work objects.

What is O*NET?

The Occupational Information Network, a national job analysis system created by the federal government in $1998$ to replace the Dictionary of Occupational Titles ($DOT$).

Define the Critical Incident Technique ($CIT$).

A method developed by John Flanagan that uses written reports of good and bad employee behavior to differentiate between successful and unsuccessful performance.

What is the Fleishman Job Analysis Survey ($F-JAS$)?

A job analysis method that rates jobs on the basis of $73$ distinct cognitive, physical, psychomotor, sensory-perceptual, and social/interpersonal abilities.

What are the two main stages of Job Evaluation?

Internal Pay Equity and External Pay Equity.

What is a Wage Trend Line?

A line representing the ideal relationship between the points a job is assigned (using the point method) and the salary range for that job.

What is the difference between direct and indirect compensation?

Direct compensation is the amount of money paid to an employee, while indirect compensation consists of forms other than salary, commonly known as benefits.

What steps are involved in conducting a sex and race salary equity study?

$1.$ Create Similarly Situated Employee Groups ($SSEGs$), $2.$ Compare salaries considering merit variables, and $3.$ Use statistics (Fisher’s Exact Test & Regression Analysis) to check fairness.