Job Analysis and Performance Assessment

Question 1

job analysis

Answer 1

systematic procedure to identify how a job is performed, under what conditions, and employee requirements for job. First step in job evaluation

Question 2

functions of a job analysis

Answer 2

write job description, job selection and performance measures, training needs, job design and redesign

Question 3

job analysis may be __oriented or ___oriented

Answer 3

work oriented

worker oriented

Question 4

Task analysis is ___ oriented

Answer 4

work-oriented

Question 5

worker oriented job analysis focuses on ____ ‘s

Answer 5

KSAO’s

knowledge, skills, abilities, other characteristics

Question 6

what is PAQ?

Answer 6

position analysis questionnaire- a worker-oriented job analysis questionnaire

Question 7

Competency model

Answer 7

Focus on linking job duties to organization values and goals.

Question 8

Functions of competency modeling

Answer 8

job selection, performance measures, training programs and future job requirements

Question 9

job evaluation

Answer 9

to determine comparable worth, applied to gender gap in wages

Question 10

performance measures can be ___ or ____

Answer 10

objective or subjective

Question 11

objective measures of performance appraisals

Answer 11

quantitative, measure productivity, errors, accidents, absences

Question 12

subjective measures of performance appraisals

Answer 12

mot commonly use of performance ratings. Disadvantages are rater biases and errors.

Question 13

subjective rating scales- 2 types

Answer 13

relative and absolute

Question 14

relative rating scales

Answer 14

rater evaluates by comparing employee to other employees

Question 15

absolute rating scales

Answer 15

rater evaluates without considering the performance of others

Question 16

paired comparison technique

Answer 16

a subjective rating scale, rater compares each employee to all others in pairs on each dimension of work performance by indicating which employee is best. Issue- time consuming

Question 17

forced distribution

Answer 17

rater must assign a certain percentage to each performance category (ex 20% poor, 40% average, etc)

Question 18

types of absolute rating scales (3 examples)

Answer 18

critical incident technique, graphic rating scale, behavioral anchored rating scale (BARS)

Question 19

critical incident technique (CIT)

Answer 19

method of job analysis and performance assessment

Question 20

graphic rating scale

Answer 20

rating on a likert scale 1-5 poor to excellent

Question 21

Behaviorally Anchored Rating Scales (BARS)

Answer 21

each point is anchored with a specific behavior. Reduces rater bias. Time consuming and job specific

Question 22

criterion deficiency

Answer 22

refers to aspects of performance that are not assessed by criterion

Question 23

criterion contamination

Answer 23

affected by factors of unrelated to job performance

Question 24

distribution errors

Answer 24

raters only use part of the scale when rating employees- ex: rate all employees better than actual performance

Question 25

halo error (also called halo effect or halo bias)

Answer 25

rater focuses on one dimension of performance and states worker is good or bad in entire job because of one valued dimension (ex- rater likes high communication so good communicators rated above average for all categories)

Question 26

contrast error

Answer 26

rater’s rating are affect by ratings of a previously evaluated employee.

Question 27

similarity bias

Answer 27

gives higher ratings to employees they perceive as similar to themselves

Question 28

frame-of-reference (FOR) training

Answer 28

ensuring employees understand rating system, have time to practice assigning ratings and receive feedback on their accuracy