Chapter 3

Question 1

Job Analysis

Answer 1

Method for describing jobs and/or the human attributes necessary to perform them.

Question 2

Job-Oriented Job Analysis

Answer 2

Provides information about the nature of tasks done on the job.

Question 3

Position

Answer 3

Collection of duties that can be performed by a single individual.

Question 4

Duty

Answer 4

Major component of a job.

Question 5

Task

Answer 5

Complete piece of work that accomplishes some particular objective.

Question 6

Activity

Answer 6

Individual parts that make up the task.

Question 7

Element

Answer 7

Specific actions that are involved with an activity.

Question 8

Person-Oriented Job Analysis

Answer 8

Description of the characteristics or KSAOs necessary for a person to successfully perform a particular job.

Question 9

KSAOs

Answer 9

Employee’s knowledge, skills, abilities, and other characteristics necessary for a job.

Question 10

Knowledge

Answer 10

What a person needs to know to do a particular job.

Question 11

Skill

Answer 11

What a person is able to do on the job.

Question 12

Ability

Answer 12

A person’s aptitude or capability to do job tasks or learn to do job tasks.

Question 13

Other Personal Characteristics

Answer 13

Anything relevant to the job that is not covered by the other three characteristics.

Question 14

Career Ladder

Answer 14

Progression of positions is established for individuals who acquire the necessary skills and maintain good job performance.

Question 15

Competency Systems

Answer 15

To reward employees for acquiring the knowledge and skills needed to both improve performance and be promoted.

Question 16

Essential Functions

Answer 16

Actions that must be done on a job.

Question 17

Critical Incidents

Answer 17

Instances of behavior that represent different levels of job performance from outstanding to poor, and they become an important part of the assessment of performance.

Question 18

Subject Matter Experts

Answer 18

People with detailed knowledge about the content and requirements of their own jobs or the jobs they supervise.

Question 19

Providing Job Analysis

Answer 19

1- Perform Job
2- Observe
3- Interview
4- Administer Questionnaires

Question 20

Job Components Inventory (JCI)

Answer 20

Developed to address the need to match job requirements to worker characteristics.

Question 21

Five Components of Job Features in JCI

Answer 21

1. Use of tools and equipment
2. Perceptual and physical requirements
3. Mathematics
4. Communication
5. Decision making and responsibility

Question 22

Occupational Information Network

Answer 22

Information system that is computer-based for job-related information on approximately 1,100 groups of jobs sharing common characteristics.

Question 23

Dictionary of Occupational Titles

Answer 23

Book that contains descriptions of more than 20,000 jobs in the U.S.

Question 24

Position Analysis Questionnaire (PAQ)

Answer 24

An instrument that can be used to analyze any job.

Question 25

Six Categories of PAQ

Answer 25

1. Information Input
2. Mediation Process
3. Work Output
4. Interpersonal Acitivities
5. Work Situation and Job Context
6. Miscellaneous Aspects

Question 26

Task Inventory

Answer 26

Questionnaire that contains a list of specific tasks that might be done on a job that is being analyzed.

Question 27

Combination Job Analysis Method

Answer 27

Used interviews and questionnaires to collect information about KSAOs and tasks.

Question 28

Job Evaluation

Answer 28

A family of quantitative techniques that are used to scientifically determine the salary levels of jobs.

Question 29

Compensable Factors

Answer 29

Characteristics that will serve as the basis for the evaluation.

Question 30

Comparable Worth

Answer 30

Different but comparable jobs should be paid the same.