Job Analysis and Job Design

Flashcards covering the vocabulary, concepts, six-step process, methods, components, and design principles of Job Analysis and Job Design from HRMG 1001 Unit 3.1.

A single, separate unit of work performed as part of a job is defined as a __________.

task

A set of tasks a worker is responsible for completing due to legal or moral obligations is known as a __________.

duty

One specific employee's job in one specific place is defined as a __________.

position

A common category of similar jobs across many organizations, such as nursing or accounting, is an __________.

occupation

An employee's progression over time representing the chronological path of positions held is a __________.

career

The process of studying and collecting information relating to the operations and responsibilities of a specific job is called __________.

job analysis

An effective job analysis discovers what people do and understands why and how they do it, captured in the three-word formula __________.

WHAT-WHY-HOW

In the chain of organizational breakdown caused by poor job analysis, the direct failure following poor job analysis is unclear __________.

TDRs

When job analysis is weak, selection criteria fail because organizations test what is __________ to test rather than what the work requires.

easy

The core sequencing rule for aligning tasks and qualifications is: __________ first, KSAO second.

TDR

The foundational principle connecting work duties to hiring criteria states: NO TDR leads to NO __________ for the KSAO.

justification

While a job description describes the job and its TDRs, a job specification describes the __________ and their KSAOs.

person

The first step in the six-step job analysis process is to check __________ job information.

existing

Selecting specific jobs to analyze (Step 2) is particularly necessary when an organization has a number of __________ jobs.

similar

The four primary methods for collecting job analysis information in Step 3 are interviews, observation, questionnaires, and __________.

diaries/logs

In Step 4 of the job analysis process, HR verifies the collected data with the immediate supervisor and the __________.

job incumbent

Step 6 of the job analysis process requires HR to communicate the completed documents and prepare for __________.

revisions

A major drawback of using interviews for job analysis data collection is that employees may __________ their job's importance.

exaggerate

Observation is an effective job analysis method for physical, visible jobs, but it is considered weak for __________ jobs.

thinking

The section of a job description consisting of 2–3 sentences explaining the overarching purpose and main facts of the role is the __________.

job summary

The targets, objectives, and criteria used to measure an employee's success on the job are referred to as standards of __________.

performance

In the KSAO framework, factual or procedural information required to carry out a task is classified as __________.

knowledge

An individual's level of proficiency at performing a task, representing a learned behavior like computer fluency, is classified as a __________.

skill

General, enduring capabilities such as cognitive ability or physical stamina are classified in KSAOs as __________.

abilities

The legal and practical standard proving that an employment requirement is genuinely connected to the work is called __________.

job-relatedness

Breaking a job down into small, repetitive, and simple tasks to increase efficiency is known as job __________.

simplification

Moving employees systematically between different jobs to build broad skills and reduce boredom is called job __________.

rotation

Making a job wider by adding more tasks at the exact same organizational level is job __________.

enlargement

Deepening a job by adding greater responsibility, meaning, and decision-making authority is job __________.

enrichment

In the job analysis process model, data sources and collection methods feed directly into __________, which in turn informs both the job description and the job specification.

job data