This component of job analysis is used to determine worker mobility within an organization

? ? ? ? ? ? ? ? ? ? ? ? ? ,? ? ? ? ? ? ? ? ? ? ,? ? ? ? ? ? ?? ? ? ? ? ?JD? ? ? ? ,? ? ? ?JD should be updated on a regular basis and the phrase “performs other job-related duties as assigned” should be included in the JD.)A job description should contain the following eight sections:1.Job TitleAn accurate title describes the nature of the job, its power and status level, and the competencies needed to perform the job.Also aids in employee selection and recruitmentAffect perceptions of the status and worth of a job2.Brief SummaryNature and purpose of the job3.Work ActivitiesLists the tasks and activities in which the worker is involved.4.Tools and Equipment UsedList all the tools and equipment used to perform the work activities in the previous section.5.Job ContextDescribe the environment in which the employee works and should mention stress level, work schedule, physical demands, level of response, temperature, number of coworkers, degree of danger, and any other relevant information.6.Work Performance Contains a relatively brief description of how an employee’s performance is evaluated and what work standards are expected of the employee.7.Compensation InformationContain information on the salary grade(a duster of jobs of similar worth), whether the position is exempt, and the compensable factors used to determine salary.

Inhaltsverzeichnis Show

Chapter2 - Ind Psych
Job Analysis
What are the components of job analysis?
What are the four 4 job analysis method?
What is job analysis in an organization?
What are the 5 job analysis methods?

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Chapter2 - Ind Psych

Job Analysis

Question	Answer
process of determining work activities & requirements	job analysis
serve as basis for many human resources activities, incl. employee selection, evaluation, training & work design	job analyses & descriptions
short summary, 1-5 pages, of a job; result of job analysis	job description
job analyses yield lists of job activities that can be systemically used to create	training programs
one use of job analysis is to determine __ __ within an organization	employee mobility
idea that org. tend to promote good employees until they reach level at when they are not competent; highest-level of incompetence	Peter Principle
evaluation of __ __ must be job related	employee performance
job analysis is used in construction of a performance __ __	appraisal instrument
use of specific, job-related categories in lead to __ __ performance appraisals better accepted by employees & courts	more accurate
when properly administered & utilized, __ __ __ serve as excellent sources of employee training & counseling	job-related performance appraisals
job analysis enable HR professionals to __ jobs into groups based on similarities in requirements & duties	classify
useful for determining pay levels, transfers, & promotions	job classification
job analysis info can be used to determine __ of a job	worth
job analysis info can be used to determine __ __ in which job should be performed	optimal way
by analyzing a job __ & __ motions can be eliminated resulting in higher productivity & reduced numbers of job injuries	waster; unsafe
any employment decision must be based on __ information	job-related
one __ __ way to directly determine job relatedness is by job analysis	legally accepted
no law __ __ a job analysis	specifically requires
several important __ & __ __ mandate job analysis for all practical purposes	guidelines; court cases
HR principles designed to ensure compliance w/federal standards	Uniform Guidelines on Employee Selection Procedure
Uniform Guidelines on Employee Selection Procedure contains several __ __ to necessity of job analysis	direct references
court case in which defendant had not established job relatedness of high school diploma requirement	Griggs v. Duke Power
decision in Griggs was first to address job __	relatedness
during course of their work they often become aware of certain problems within organizations	job analysts
obtaining information about a job by talking to a person performing it	job analysis interview
most job descriptions used in __ tend to only be one page	industry
for a job description to be of value it must describe a job in __ __ that decisions about selection/training can be made	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	limit
duties can always be __ to a job description	added
phrase "and performs other job-related duties as assigned" should be	included in job descriptions
has policy stating that university can require employees to perform any duties not on employee's job descriptions for a period not to exceed 3 months; after 3 months duties must be eliminated/added to job description	Virginia Tech
describes nature of job, aids in employee selection/recruitment, & can affect perceptions of status/worth of job,	accurate job title
if job title indicates __ __ of job, applicants will be able to better determine whether they are qualified	true nature
job titles provide workers with __ __ __	sense of identity
job descriptions with __ __ are evaluated as being worth more money than those containing titles with __ __ __	gender-neutral; female sex linkage
it is important that employees that are doing to same job have same title & that title __ __ nature of job	accurately reflects
paragraph in length, briefly describe nature & purpose of job; can be used in help-wanted advertisements, internal job postings, & company brochures	job summary
lists tasks & activities in which worker is involved	work-activities section
in work-activities section, task & activities should be organized into __ __	meaningful categories
are convenient to use in brief summary section	category labels
section should be included that lists all __ & __ used to perform work activities in previous section	tools; equipment
placing tool & equipment used in a separate section makes __ simpler	identification
info in tool & equipment section is used primarily for employee __ & __	selection; training
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	job context section
job context section is important in providing __ __ with info they can use to determine their ability to perform a job under particular circumstances	disabled applicants
section containing relatively brief description of how employee's performance evaluated & what work standards are expected	work performance
contain info on salary grade, whether position is exempt, & compensable factors used to determine salary	compensation section
employee's actual __ or __ __ should not be listed on job description	salary; salary range
knowledge, skills, abilities, & other characteristics (KSAOs) necessary to be successful on job	job specifications or competencies
determined by deciding what types of KSAOs are needed to perform tasks identified in job analysis	job specifications
can be determines through combination of logic, research, & use of specific job analysis techniques	KSAOs
job competencies should be divided into __ __	two sections
1st section of competencies contains KSAOs that an employee must have at	time of hiring
2nd subsection of competencies contains KSAOs important to job but can be	obtained after hiring
job analyses are typically conducted by trained individuals in __ __, but can also be conducted by job incumbents, supervisors, or outside consultants	HR department
essential that they be thoroughly trained in job analysis procedures when used for job analyses	job incumbents or supervisors
state that job analysis must be professionally conducted	Uniform Guidelines
research indicates __ analysts produce slightly different job analysis results from those produced by __ analysts	trained; untrained
is always an issue when using job incumbents/supervisors for job analyses	time
good choice for conducting job analyses because well-trained & have have extensive experience, but are also expensive	consultants
job description should be updated if a job __ __	changes significantly
job description change __ __ due to job crafting	across time
informal changes that employees make in their jobs	job crafting
it is common for employees to quietly expand the __ of this jobs to add tasks they want to perform & remove those they do not	scope
for org. with relatively few people in each job, it is advisable to have __ __ participate in job analysis	all employees
in determining which employees should participate in a job analysis it depends on whether it will be	committee or field based
group of subject matter experts meet to generate tasks performed, conditions under which they are performed, & KSAOs needed to perform them	committee-based job analysis
job analyst individually interviews/observes number of incumbents out in field	field-based job analysis
committee-based job analyses yield __ results to field-based analyses	similar
developed table to estimate how many incumbents should be included in a job analysis	Rouleau & Krain
after number of participants has been determined then which __ __ that will participate needs to be determined	particular employees
if every employee will not participate in job analysis the same __ __ used in research should be used	sampling rules
consideration of which employees are chosen to participate is important issue because job can often	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	equal opportunity efforts
jobs that involve intricate work, extensive & expensive efforts have been undertaken to identify optimal way in which tasks should be performed, so job analysis more effective at more __ level	detailed
in job analysis, should it be very specific or at more general level	level of specificity
in job analysis decisions that address issue of __ vs. __ requirements should be identified	formal; informal
identify major job dimensions & tasks performed for each dimension, tools & equipment used to perform tasks, & conditions under which tasks are performed	1st step in job analysis
prior to interviewing incumbents good to gather info __ __ about the job	already obtained
people who are knowledgeable about job & include job incumbents, supervisors, customers, & upper-level management	subject matter experts (SMEs)
most __ __ of conducting job analysis is to interview SMEs	common method
job analyst interviews only one employee at a time	individual job analysis interview
larger number of employees interviewed together	SME conference
job analysis method in which group of job experts identifies objectives & standards to be met by ideal worker	Ammerman technique
useful job analysis methods, especially when used in conjunction with other methods such as interviews	observations
job analysis method in which job analyst actually performs job being analyzed	job participation
job analysis method in which job analyst watches job incumbents perform their jobs	observation
questionnaire containing list of tasks each of which job incumbent rates on series of scales such as importance & time spent	task inventory
properly written __ __ must contain an action & an object	task statement
process of identifying tasks for which employees need to be trained	task analysis
body of information needed to perform a task	knowledge
proficiency to perform learned task	skill
basic capacity for performing wide range of different tasks, acquiring knowledge, or developing skill	ability
incl. personal factors such as personality, willingness, interest, & motivation & tangible factors such as licenses, degrees, & years of experience	other characteristics
KSAOs are commonly referred to as	competencies
when competencies are ties into disorganization's strategic initiatives & plans rather than to specific tasks the process is called	competency modeling
determining importance of KSAOs can be done by __ __ tasks to KSAOs or using __ questionnaires	logically linking; prepackaged
group of SMEs brainstorm KSAOs needed to perform each task, then another group of SMEs rates list to extent which KSAO is essential	logically linking KSAOs
Job Component Inventory (JCI), Threshold Traits Analysis (TTA), Fleishman Job Analysis Survey (F-JAS), critical incident technique (CIT), & Personality-Related Position Requirements Form (PPRF)	structured methods to identify KSAOs

What are the components of job analysis?

4 Components of a Job Analysis.

Job Title. The job title section is about as straightforward as it gets. ... .

Summary. ... .

Job Duties. ... .

Qualifications..

What are the four 4 job analysis method?

Common methods are observations, interviews, questionnaires, and specialized methods of analysis. Combinations of these approaches frequently are used, depending on the situation and the organization.

What is job analysis in an organization?

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs.

What are the 5 job analysis methods?

Job Analysis Methods – Survey Method, Interview Method, Observation Method, Record Method, Job Psychographic Method, Job Analysis by Test and a Few Others.

This component of job analysis is used to determine worker mobility within an organization

Chapter2 - Ind Psych

Job Analysis

What are the components of job analysis?

What are the four 4 job analysis method?

What is job analysis in an organization?

What are the 5 job analysis methods?

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