Industrial Psychology: Job Analysis and Evaluation
26 Questions
2 Views

Choose a study mode

Play Quiz
Study Flashcards
Spaced Repetition
Chat to lesson

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

Which method of job analysis breaks down jobs into the percentage of time spent on three functions?

  • Functional Job Analysis (FJA) (correct)
  • Job Structure Profile (JSP)
  • Job Elements Inventory (JEI)
  • Position Analysis Questionnaire (PAQ)

    • Who is typically involved in conducting a job analysis?

  • Only a supervisor or manager
  • Both the job incumbent and a job analyst (correct)
  • Only the job incumbent
  • Only a job analyst

    • What is the primary purpose of the Position Analysis Questionnaire (PAQ)?

  • To identify the job requirements for a particular position (correct)
  • To determine the salary range for a job
  • To screen out unqualified job applicants
  • To evaluate the performance of an employee

    • What is the purpose of importance and frequency ratings in job analysis?

    <p>To determine the criticality and frequency of tasks performed on the job</p> Signup and view all the answers

    What is the primary advantage of using the Job Elements Inventory (JEI)?

    <p>It has a readability level appropriate for an employee with only a tenth grade education</p> Signup and view all the answers

    Which of the following is a method of job evaluation?

    <p>Performance rating scales</p> Signup and view all the answers

    What is the primary purpose of task analysis?

    <p>To break down a job into smaller tasks and duties</p> Signup and view all the answers

    Who is responsible for conducting a job analysis?

    <p>Both the job incumbent and a job analyst, with input from supervisors and managers</p> Signup and view all the answers

    What is the primary purpose of the Dictionary of Occupational Titles (DOT)?

    <p>To supply information on almost 30,000 jobs</p> Signup and view all the answers

    What is the Critical Incident Technique (CIT) used for?

    <p>To analyze job behaviors and identify critical incidents</p> Signup and view all the answers

    What is the Fleishman Job Analysis Survey (F-JAS) used for?

    <p>To rate jobs on the basis of abilities needed to perform them</p> Signup and view all the answers

    What is the Threshold Traits Analysis (TTA) used for?

    <p>To identify traits necessary for successful job performance</p> Signup and view all the answers

    What is the purpose of the Occupational Analysis Inventory (OAI)?

    <p>To categorize work elements into five major categories</p> Signup and view all the answers

    What is the Job Adaptability Inventory (JAI) used for?

    <p>To tap the extent to which a job involves adaptability</p> Signup and view all the answers

    What is the role of a Subject Matter Expert (SME) in job analysis?

    <p>To provide expertise on the job and its requirements</p> Signup and view all the answers

    What is the importance of using Importance and Frequency Ratings in job analysis?

    <p>To prioritize tasks based on their importance and frequency</p> Signup and view all the answers

    What is the primary purpose of task analysis in job evaluation?

    <p>To identify the importance and frequency of tasks</p> Signup and view all the answers

    What is the role of a Subject Matter Expert (SME) in job analysis?

    <p>To rate each task statement on frequency and importance</p> Signup and view all the answers

    What is the rating scale used to measure the frequency of a task?

    <p>0-3, where 0 is not performed, 1 is seldom performed, 2 is occasionally performed, and 3 is frequently performed</p> Signup and view all the answers

    What is the purpose of rating task statements on importance and frequency?

    <p>To identify the tasks that are critical to a job</p> Signup and view all the answers

    What is the term used to describe the body of information needed to perform a task?

    <p>Knowledge</p> Signup and view all the answers

    What is the purpose of identifying the important KSAOs (Knowledge, Skills, Abilities, and Other characteristics) in job evaluation?

    <p>To determine the best methods to tap the KSAOs needed at the time of hire</p> Signup and view all the answers

    What is the rating scale used to measure the importance of a task?

    <p>0-3, where 0 is unimportant, 1 is important, and 2 is essential</p> Signup and view all the answers

    What is the purpose of using a task inventory in job analysis?

    <p>To identify the tasks that are critical to a job</p> Signup and view all the answers

    What is the purpose of using task analysis in job evaluation?

    <p>To identify the tasks that are critical to a job</p> Signup and view all the answers

    What is the term used to describe the proficiency to perform a learned task?

    <p>Skill</p> Signup and view all the answers

    Study Notes

    Job Analysis and Evaluation

    • Job analysis is the process of gathering, analyzing, and interpreting information about the job's responsibilities, duties, tasks, and skills required to perform the job.

    Task Inventory

    • A task inventory is a list of tasks that an employee performs on the job.
    • Task statements should include an action and an object.
    • Optional elements of a task statement include where the task is done, how it is done, why it is done, and when it is done.

    Writing Task Statements

    • A well-written task statement includes all required elements and is concise and clear.
    • Poorly written task statements can be improved by adding specific details about the task.

    Task Analysis

    • Task analysis involves rating each task statement based on frequency and importance.
    • Tasks must exceed a critical threshold to be included in the analysis.
    • Ratings include frequency, importance, complexity, time spent, and criticality.

    Rating Task Statements

    • Frequency ratings:
      • 0: Task is not performed as part of the job
      • 1: Task is seldom performed
      • 2: Task is occasionally performed
      • 3: Task is frequently performed
    • Importance ratings:
      • 0: Unimportant; no negative consequences if not performed
      • 1: Important; job performance would be diminished if not completed
      • 2: Essential; job could not be performed effectively if not completed properly

    Job Competencies or Job Specifications

    • Job competencies include:
      • Knowledge: a body of information needed to perform a task
      • Skill: proficiency in performing a learned task
      • Ability: basic capacity for performing a wide range of different tasks, acquiring knowledge, and developing skills
      • Other characteristics: personal factors like personality, willingness, interest, and motivation, and tangible factors like licenses and degrees

    Position Analysis Questionnaire (PAQ)

    • A structured job analysis method developed by McCormick.
    • Contains 194 items organized into six main dimensions:
      • Information input
      • Mental processes
      • Work output
      • Relationships with other persons
      • Job context
      • Other job-related variables

    Job Structure Profile (JSP)

    • A revised version of the PAQ developed by Patrick and Moore.
    • Includes item content and style, new items to increase discriminatory power of intellectual and decision-making dimensions, and an emphasis on having a job analyst.

    Job Elements Inventory (JEI)

    • Developed by Cornelius and Hakel (1978).
    • Contains 153 items and has a readability level appropriate for an employee with a tenth-grade education.

    Functional Job Analysis (FJA)

    • Designed by Fine (1955) as a quick method for analyzing and comparing thousands of jobs.
    • Jobs are broken down into the percentage of time spent on three functions: data, people, and things.

    Dictionary of Occupational Titles (DOT)

    • A directory published by the federal government that supplied information for almost 30,000 jobs.

    Occupational Information Network (O*NET)

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

    Critical Incident Technique (CIT)

    • Developed by John Flanagan to identify critical behaviors on the job.
    • Supervisor records employee behaviors that were observed on the job and rates the employee based on that record.

    Threshold Traits Analysis (TTA)

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

    Fleishman Job Analysis Survey (F-JAS)

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

    Job Adaptability Inventory (JAI)

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

    Studying That Suits You

    Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

    Quiz Team

    Description

    This quiz covers the objectives and tasks of a bank teller, including cross-selling bank products, balancing the drawer, and complying with regulations.

    More Like This

    Use Quizgecko on...
    Browser
    Open
    Browser
    Browser