Lesson 2

Question 1

The process of identifying how a job is performed, the conditions under which it is performed, and the personal requirements it takes to performed a job.

Answer 1

JOB ANALYSIS

Question 2

Importance of Job Analysis

Answer 2

• Writing Job Description
• Job Classification
• Employee Selection
• Job Evaluation
• Training
• Job Design
• Personpower Planning
• Compliance with Legal Guidelines
• Organizational Analysis

Question 3

The idea that organizations tend to promote good employees until they reach the level at which they are not competent - in other words, their highest level of incompetence.

Answer 3

PETER PRINCIPLE

Question 4

Obtaining information about a job by talking to a person performing it.

Answer 4

JOB ANALYSIS INTERVIEW

Question 5

Writing a Good Job Description

Answer 5

• Job Title
• Brief Summary
• Work Activities
• Tools and Equipment Used
• Job Context
• Compensation Information
• Job Competencies

Question 6

A cluster of jobs of similar worth.

Answer 6

GRADE

Question 7

A relatively dated term that refers to the knowledge, skills and abilities needed to successfully perform a job.

Answer 7

JOB SPECIFICATION/ COMPETENCIES

Question 8

A process in which employees unofficially change their job duties to better fit their interests and skills.

Answer 8

JOB CRAFTING

Question 9

Steps in Conducting Job Analysis:

Answer 9

Step l: Identify Task Performed
Step 2: Write Task Statement
Step 3: Rate Task Statement
Step 4: Determine Essential KSAOs
Step 5: Selecting Test to Tap KSAOs

Question 10

Sources such as supervisors and incumbents who are knowledgeable about the job.

Answer 10

SUBJECT-MATTER EXPERTS (SMES)

Question 11

JOB ANALYST

Answer 11

The person conducting the job analysis.

Question 12

SME CONFERENCE

Answer 12

A group job analysis interview consisting of subject-matter experts.

Question 13

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

Answer 13

AMMERMAN TECHNIQUE

Question 14

A job analysis method in which the job analyst watchest job incumbents perform their jobs.

Answer 14

OBSERVATION

Question 15

A job analysis method in which the job analyst actually performs the job being analyzed.

Answer 15

JOB PARTICIPATION

Question 16

A questionnaire containing a list of tasks each of which the job incumbent rates on a series of scales such as importance and time spent.

Answer 16

TASK INVENTORY

Question 17

The process of identifying the tasks for which employees need to be trained.

Answer 17

TASK ANALYSIS

Question 18

is a body of information needed to perform a task.

Answer 18

KNOWLEDGE

Question 19

is the proficiency to perform a learned task.

Answer 19

SKILL

Question 20

anbasic capacity for performing a wide range of different tasks, acquiring knowledge, or developing a skill.

Answer 20

ABILITY

Question 21

include such personal factors as personality, willingness, interest, and motivation and such tangible factors as licenses, degrees, and years of experience.

Answer 21

OTHER CHARACTERISTICS

Question 22

POSITION ANALYSIS QUESTIONNAIRE (PAQ)

Answer 22

A structured job analysis method developed by McCormick.

Question 23

A revised version of the PAQ designed to be sued more by the job analyst than by the job incumbent.

Answer 23

JOB STRUCTURE PROFILE

Question 24

A structured job analysis technique developed by Cornelius and Hakel that is similar to the PAQ but easier to read.

Answer 24

JOB ELEMENTS INVENTORY (JEI)

Question 25

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

Answer 25

FUNCTIONAL JOB ANALYSIS (FJA)

Question 26

A structured job analysis technique that concentrates on worker requirements for performing a job rather that on specific task.

Answer 26

JOB COMPONENTS INVENTORY (JCI)

Question 27

An ergonomic job analysis method developed in Germany

Answer 27

AET

Question 28

The job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT).

Answer 28

OCCUPATIONAL INFORMATION NETWORK (O*NET)

Question 29

A directory that was published by the federal government that supplied information for almost 30,000 jobs. It has been replaced by O*NET.

Answer 29

DICTIONARY OF OCCUPATIONAL TITLES (DOT)

Question 30

The job analysis method developed by John Flanagan that uses written reports of good and bad employee behaviors.

Answer 30

CRITICAL INCIDENT TECHNIQUE (CIT)

Question 31

a practical tool used in curriculum development career guidance and broad based training

Answer 31

JOB COMPONENTS INVENTORY

Question 32

A 33-item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job.

Answer 32

THRESHOLD TRAITS ANALYSIS (TTA)

Question 33

A job analysis method in which jobs are rated on the basis of the abilities needed to perform them.

Answer 33

FLEISHMAN JOB ANALYSIS SURVEY (F-JAS)

Question 34

A job analysis method that taps the extent to which a job involves eight types of adaptability.

Answer 34

JOB ADAPTIBILITY INVENTORY (JAI)

Question 35

A job analysis instrument that helps determine the personality requirements for a job.

Answer 35

PERSONALITY-RELATED POSITION REQUIREMENTS FORM (PPRF)

Question 36

The process of determining the monetary worth of job.

Answer 36

JOB EVALUATION

Question 37

The extent to which employees within an organization are paid fairly compared with other employees within the same organization.

Answer 37

INTERNAL PAY EQUITY

Question 38

Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs.

Answer 38

COMPENSABLE JOB FACTORS

Question 39

The extent to which employees within an organizations are paid fairly compared with employees in other organizations.

Answer 39

EXTERNAL EQUITY

Question 40

A questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey.

Answer 40

SALARY SURVEYS

Question 41

The amount of money paid to an employee.

Answer 41

DIRECT COMPENSATION