Week 2: Job Analysis and Evaluation

Question 1

What does the story of the Lost Colony of Roanoke tell us?

Answer 1

A better match between job requirements and personnel might have saved the colony.

Question 2

Gathering, analyzing, and structuring information about a job’s components, characteristics, and requirements (Sanchez & Levine, 2000)

Answer 2

Job Analysis

Question 3

Provides the foundation for establishing the validity of selection and promotion procedures

Answer 3

Job Analysis

Question 4

How can one become an effective job analyst?

Answer 4

One must be able to learn the details involved in another person’s job.

Question 5

If you are conducting a job analysis, the best advice is…?

Answer 5

To get involved in the process by learning as much as possible about the job.

Question 6

TRUE OR FALSE:

The job analyst must be fully and genuinely engaged in the
process.

Answer 6

TRUE

Question 7

EXAMPLES OF JOB ANALYSIS:

DUTIES: Administering and scoring psychological tests, interpreting test results, and assisting in research projects.

Answer 7

Psychometrician

Question 8

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

SKILLS: Strong analytical skills, knowledge of psychometric tools, attention to detail.

Answer 8

Psychometrician

Question 9

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

QUALIFICATIONS: Bachelor’s degree in psychology or a related field, licensure as a psychometrician (RPm).

Answer 9

Psychometrician

Question 10

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

DUTIES: Conducting therapy sessions, diagnosing mental health issues, conducting research, and developing treatment plans.

Answer 10

Psychologist

Question 11

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

SKILLS: Empathy, communication, critical thinking, and research abilities.

Answer 11

Psychologist

Question 12

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

QUALIFICATIONS: Master’s or doctoral degree in psychology, licensure as a psychologist.

Answer 12

Psychologist

Question 13

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

DUTIES: Diagnosing mental health disorders, prescribing medication, providing therapy, and monitoring patient progress.

Answer 13

Psychiatrist

Question 14

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

SKILLS: Medical knowledge, diagnostic ability, empathy, and strong communication skills.

Answer 14

Psychiatrist

Question 15

IDENTIFICATION | EXAMPLES OF JOB ANALYSIS:

QUALIFICATIONS: Medical degree (M.D. or D.O.), residency in psychiatry.

Answer 15

Psychiatrist

Question 16

4 Important Processes of Job Analysis

Answer 16

1) Writing Job Descriptions
2) Employee Selection
3) Compliance with Legal Guidelines
4) Organizational Analysis

Question 17

4 IMPORTANT PROCESSES OF JOB ANALYSIS:

A brief, two- to five-page summary of the tasks and job requirements found in the job analysis; written result of the job analysis.

Answer 17

Job Description

Question 18

4 IMPORTANT PROCESSES OF JOB ANALYSIS:

Select tests or develop interview questions that will determine whether a particular applicant possesses the necessary knowledge, skills, and abilities to carry out the requirements of the job.

Answer 18

Employee Selection

Question 19

4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:

Job analyses yield lists of job activities that can be systematically used to create training programs.

Answer 19

Training

Question 20

4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:

Worker Mobility & Peter Principle

Answer 20

Personpower Planning

Question 21

4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:

If individuals are hired for a particular job, what other jobs can they expect to be promoted to and eventually become successful in?

Answer 21

Worker Mobility

Question 22

4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:

Promoting employees until they eventually reach their highest level of incompetence.

Answer 22

Peter Principle

Question 23

4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:

Construction of a ______________ ______________ instrument; the evaluation of employee performance must be job-related.

Answer 23

Performance Appraisal

Question 24

4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:

Helpful in determining pay levels, transfers, and promotions. Job analysis enables a human resources professional to classify jobs into groups based on similarities in requirements and duties.

Answer 24

Job Classification

Question 25

**4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:** To determine the worth of a job.

Answer 25

Job Evaluation

Question 26

**4 IMPORTANT PROCESSES OF JOB ANALYSIS | EMPLOYEE SELECTION:** The *optimal way* in which a job should be performed. And then this guy named Frank Gilbreth is named in the slide without any further context (just kidding - he's the guy with the wife who studied time and motion in relation to work).

Answer 26

Job Design

Question 27

**4 IMPORTANT PROCESSES OF JOB ANALYSIS:** Any employment decision must be based on job-related information. One legally acceptable way to directly determine job relatedness is by a job analysis. No law specifically requires a job analysis, but several important guidelines and court cases mandate job analysis for all practical purposes. Example: Diploma

Answer 27

Compliance with Legal Guidelines

Question 28

**4 IMPORTANT PROCESSES OF JOB ANALYSIS:** During their work, job analysts often become aware of specific problems within an organization. The discovery of such lapses in organizational communication can then be used to correct problems and help an organization function better.

Answer 28

Organizational Analysis

Question 29

**PREPARING FOR A JOB ANALYSIS:** - A job analysis is conducted by a trained individual in the human resources department - Job analysis must be “professionally conducted” - Job analyst certainly cannot be called a professional unless she has been trained

Answer 29

Who will conduct the analysis?

Question 30

**PREPARING FOR A JOB ANALYSIS:** Job descriptions should be updated if a job changes significantly. An interesting reason that job descriptions change over time is job crafting.

Answer 30

How Often Should a Job Description Be Updated?

Question 31

**PREPARING FOR A JOB ANALYSIS:** The informal changes that employees make in their jobs.

Answer 31

Job Crafting

Question 32

**PREPARING FOR A JOB ANALYSIS:** For organizations with relatively few people in each job, it is advisable to have all employees participate in the job analysis. In organizations in which many people perform the same job, every person need not participate.

Answer 32

Which Employees Should Participate?

Question 33

**PREPARING FOR A JOB ANALYSIS:** An important decision concerns the *level of specificity*. Job analysis breaks a job down into very minute, specific behaviors; formal versus informal requirements.

Answer 33

What Types of Information Should Be Obtained?

Question 34

**CONDUCTING A JOB ANALYSIS:** What is the *goal* of conducting a job analysis?

Answer 34

- To identify the tasks performed in a job - To identify the conditions under which the tasks are performed - To identify the KSAOs needed to perform the tasks under the conditions identified

Question 35

**CONDUCTING A JOB ANALYSIS | STEP 1 - IDENTIFY TASKS PERFORMED:** To gather information that has already been obtained

Answer 35

Gathering existing information

Question 36

**CONDUCTING A JOB ANALYSIS | STEP 1 - IDENTIFY TASKS PERFORMED:** People who are knowledgeable about the job and include job incumbents, supervisors, customers, and upper-level management. They come in two main forms: *individual* and *group*.

Answer 36

Interviewing Subject Matter Experts (SMEs)

Question 37

**CONDUCTING A JOB ANALYSIS | INTERVIEW GUIDELINES:** _____________ for the interview by announcing the job analysis to the employees and selecting a quiet and private interview location.

Answer 37

Prepare

Question 38

**CONDUCTING A JOB ANALYSIS | INTERVIEW GUIDELINES:** _______ the interview by establishing rapport, putting the worker at ease, and explaining the purpose of the interview.

Answer 38

Open

Question 39

**CONDUCTING A JOB ANALYSIS | INTERVIEW GUIDELINES:** __________ the interview by asking open-ended questions, using easy-to-understand vocabulary, and allowing sufficient time for the employee to talk and answer questions. Avoid being condescending and disagreeing with the incumbent.

Answer 39

Conduct

Question 40

**CONDUCTING A JOB ANALYSIS | STEP 1 - IDENTIFY TASKS PERFORMED:** Job analyst observes incumbents performing their jobs in the work setting; advantages and disadvantages.

Answer 40

Observing Incumbents

Question 41

**CONDUCTING A JOB ANALYSIS | STEP 1 - IDENTIFY TASKS PERFORMED:** One can analyze a job by actually performing it; especially effective because it is easier to understand every aspect of a job once you have done it yourself.

Answer 41

Job Participation

Question 42

**CONDUCTING A JOB ANALYSIS | STEP 2 - WRITE TASK STATEMENTS:** Once the tasks have been identified, the next step is to write the task statements that will be used in the _____ ___________ and included in the job description.

Answer 42

Task Inventory

Question 43

**CONDUCTING A JOB ANALYSIS | STEP 2 - WRITE TASK STATEMENTS:** A properly written task statement must contain:

Answer 43

- Action (what is done) - An object (to which an action is done) - Where the task is done - How it is done - Why it is done - When it is done

Question 44

**CONDUCTING A JOB ANALYSIS | STEP 3 - RATE TASK STATEMENTS:** Once the task statements have been written, the next step is to conduct a _______ _____________.

Answer 44

Task Analysis

Question 45

**CONDUCTING A JOB ANALYSIS | STEP 3 - RATE TASK STATEMENTS:** Using a group of SMEs to rate each task statement on the frequency and the importance or criticality of the task being performed.

Answer 45

Task Analysis

Question 46

**CONDUCTING A JOB ANALYSIS | STEP 4 - DETERMINE ESSENTIAL KSAOs:** A body of information needed to perform a task (K)

Answer 46

Knowledge

Question 47

**CONDUCTING A JOB ANALYSIS | STEP 4 - DETERMINE ESSENTIAL KSAOs:** The proficiency to perform a learned task (S)

Answer 47

Skill

Question 48

**CONDUCTING A JOB ANALYSIS | STEP 4 - DETERMINE ESSENTIAL KSAOs:** A basic capacity for performing various tasks, acquiring knowledge, or developing a skill (A)

Answer 48

Ability

Question 49

**CONDUCTING A JOB ANALYSIS | STEP 4 - DETERMINE ESSENTIAL KSAOs:** Include such personal factors as personality, willingness, interest, motivation, and such tangible factors as licenses, degrees, and years of experience (O)

Answer 49

Other characteristics

Question 50

**CONDUCTING A JOB ANALYSIS | STEP 4 - DETERMINE ESSENTIAL KSAOs:** A police officer to accurately shoot a gun *(1 - ?)*, the police officer would need to hold the gun properly allow for such external conditions as the target distance and wind conditions *(2 - ?)*, and have the hand strength, steadiness, and vision necessary to hold the gun, pull the trigger, and aim properly *(3 - ?)*. To carry the gun, the officer would need to have a weapons certification *(4 - ?)*.

Answer 50

1) Skill 2) Knowledge 3) Abilities 4) Other characteristics

Question 51

**CONDUCTING A JOB ANALYSIS | STEP 5 - SELECTING TESTS TO TAP KSAOs:** These methods will be used to _____ ____ ____________ and include such methods as interviews, work samples, ability tests, personality tests, reference checks, integrity tests, biodata, and assessment centers.

Answer 51

Select new employees