Chapter 2: Job Analysis and Job Evaluation (Reverse)
The process of determining the job duties and requirements is known as job analysis. It identifies what a job involves and what is needed to perform it effectively.
job analysis
the process of determining the job duties and requirements
Key Terms
job analysis
the process of determining the job duties and requirements
Job Description
the written summary of job analysis
Job title
an accurate title describes the nature of the job, its power and status level, and the competencies needed to perform the job
Job title
an accurate title describes the nature of the job, its power and status level, and the competencies needed to perform the job
Job context
environment in which the employee works and mentions stress level, work schedule, physical demands, level of responsibility, temperature, number of...
Position Analysis Questionnaire
a job analysis method providing general information about worker activities that contains 194 items organized i to 6 maim dimensions:
Informa...
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| Term | Definition |
|---|---|
job analysis | the process of determining the job duties and requirements |
Job Description | the written summary of job analysis |
Job title | an accurate title describes the nature of the job, its power and status level, and the competencies needed to perform the job |
Job title | an accurate title describes the nature of the job, its power and status level, and the competencies needed to perform the job |
Job context | environment in which the employee works and mentions stress level, work schedule, physical demands, level of responsibility, temperature, number of coworkers, degree of danger, and any other relevant information. |
Position Analysis Questionnaire | a job analysis method providing general information about worker activities that contains 194 items organized i to 6 maim dimensions: Information input work input mental processes relationships with other persons other related job variables such as work sched, pay, and responsibility |
grade | a cluster of jobs of similar worth |
Ammerman Technique | job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal incumbent |
gather a panel of experts that include representatives from all levels of the organization Have the panel identify the objectives and standards that are to be met by an ideal incumbent Have the panels list the specific behaviors necessary for each objectives and standard to be attained have the pabel identify which of the behaviors from step 3 are critical to reaching the objective Have the panel rank order the objectives on the basis of importance | Basic steps in conducting an Ammerman technique job analysis |
Step 1: Identify Task Performed (Gather existing information, Interview SMEs, Job Participation, Observation) Step 2: Write Task Statements (where, how, why the task is done?) ▪task inventory Step 3: Rate task statements ▪task analysis (Frequency and Importance) Step 4: Determine Essential KSAOs Step 5: Selecting Tests to Tap KSAO | Basic steps in Conducting Job Analysis |
Position analysis Questionnaire Job structure Profile Job elements Inventory Functional Job Analysis | Job analysis Methods used to provide general information about worker activities |
Job Structure Profile | a job analysis method that include item content and style, new items to increase discriminatory power of the intellectual and decision-making dimensions and an emphasis on having a job analyst |
Functional job analysis (FJA) | a structured job analysis that is similar to PAQ but has a tenth grade readability level |
Job Components Inventory | a job analysis technique that concentrates on worker’s requirements for performing a job rather than on specific tasks |
AET (Ergonomic job analysis procedure) | a job analysis used to obtain information about work environment |
Critical Incident Techniques | a job analysis method that uses written report of good and bad behavior |
Threshold Traits Analysis | a 33-item questionnaire that taps the traits that are necessary to be successful in the job |
Fleishman Job Analysis Survey | a job analysis method in which jobs are rated based on the abilities needed to perform them |
FACTORS: level of specificity informal vs. formal | factors to decide the type of information should be obtained from a job analysis |
Step 1: Identify Tasks performed (Ammerman Technique) Step 2: Write Task Statements Step 3: Rate Task Statements Step 4: Determine Essential KSAO Step 5: Selecting Tests to tap KSAO | Basic steps of Job analysis |
task inventory | a questionnaire containing a list of tasks each of which the job incumbent rates on series ion scales such as importance and time spent |
job participation | a job analysis method in which the job analyst actually perform the job being analyzed |
job evaluation | the process of determining the monetary worth of a job |
Determining internal pay equity 2. Determining external pay equity | a job analysis is typically done in two stages: |
internal pay equity | a job evaluation method that involves comparing jobs within an organization |
compensable job factors | factors that differentiate the relative worth of a job |
Step 1: Determine compensable factors Step 2: Determine the level of each compensable factors Step 3: Factor weights | the process of determining internal pay equity? |
external pay equity | a job evaluation method that determines the worth of a job by comparing the job to the external market (other organizations) |
pay audits that looks at pay rates of employees within positions with identical duties pay audits that looks at pay rates of employees which is conducted by comparing jobs with similar worth, field of knowledge, and job duties. | two pay audits that should be conducted to ensure that employees are not paid differently on the basis of gender and sex |
comparable worth | the idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand |