Podcast
Questions and Answers
Which job analysis method was designed to analyze and compare thousands of jobs for government use?
Which job analysis method was designed to analyze and compare thousands of jobs for government use?
What is the primary focus of the Occupational Information Network (O*NET)?
What is the primary focus of the Occupational Information Network (O*NET)?
What is the main purpose of the Position Analysis Questionnaire (PAQ)?
What is the main purpose of the Position Analysis Questionnaire (PAQ)?
Which option describes the Job Elements Inventory (JEI)?
Which option describes the Job Elements Inventory (JEI)?
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Which of the following methods uses a 216-item standardized questionnaire to analyze jobs?
Which of the following methods uses a 216-item standardized questionnaire to analyze jobs?
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Which job analysis method focuses on identifying traits necessary for job performance through a short questionnaire?
Which job analysis method focuses on identifying traits necessary for job performance through a short questionnaire?
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What is a key characteristic of the Job Structured Profile (JFP)?
What is a key characteristic of the Job Structured Profile (JFP)?
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In conducting a job analysis, the first step is to identify what?
In conducting a job analysis, the first step is to identify what?
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The Job Components Inventory is primarily designed to assess which of the following aspects related to jobs?
The Job Components Inventory is primarily designed to assess which of the following aspects related to jobs?
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What is the primary focus of the methods used for providing general information about worker activities?
What is the primary focus of the methods used for providing general information about worker activities?
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Study Notes
Job Description
- A condensed (2-5 pages) summary of a job's tasks and requirements
- Describes duties, skills, training, experience, responsibilities, conditions, and its relation to other positions
Conducting Job Analysis
- Step 1: Identify tasks performed
- Step 2: Write task statements
- Step 3: Rate task statements
- Step 4: Determine essential knowledge, skills, abilities, and other characteristics (KSAOs)
- Step 5: Select tests to measure KSAOs
Methods Providing General Information About Worker Activities
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Position Analysis Questionnaire (PAQ)
- Developed at Purdue University
- Consists of 194 questions organized into six dimensions (information input, mental processes, work output, relationships with others, job context, and other job related variables)
- Designed to be applicable to all jobs
- **Job Structure Profile (JSP) **
- Updated version of the PAQ developed by Patrick and Moore
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Job Elements Inventory (JEI)
- Another alternative to the PAQ, developed by Cornelius and Hakel
- Consists of 153 questions and is readable for individuals with a 10th grade education
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Functional Job Analysis (FJA)
- Developed by Sidney Fine as a method for analyzing thousands of jobs in the federal government
Methods Providing Information About Tools and Equipment
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Job Components Inventory
- Developed by Banks, Jackson, Stafford, and Warr as an adaptation of the PAQ
Methods Providing Information About the Work Environment
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Arbeitwissenschaftliches Erhebungsverfahren Zur Tatigkeitsanalyse (AET)
- Ergonomic job analysis method developed in Germany
- Includes 216 standardized questions for analyzing jobs
Methods Providing Information About Competencies
-
Occupational Information Network (O*NET)
- Created by the federal government as a replacement for the Dictionary of Occupational Titles (DOT)
- Major advancement in understanding the nature of work
-
Critical Incident Technique (CIT)
- Developed by John Flanagan and students at the University of Pittsburgh in the 1940s and 1950s
- Provides real-world job behavior situations for distinguishing successful and unsuccessful performance
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Threshold Traits Analysis (TTA)
- Similar to the JCI
- Developed by Lopez, Kesselman, and Lopez
- Identifies traits that are needed to successfully perform a job (33-item questionnaire)
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Fleishman Job Analysis (F-JAS)
- Decades of research by Fleishman that analyzed cognitive, physical, psychomotor, sensory-perceptual, and social/interpersonal abilities, and knowledge needed for jobs
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Job Adaptability Inventory (JAI)
- 132-item inventory for measuring job adaptability
- Developed by Pulakos, Arad, Donovan, and Plamondon
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Personality-Related Position Requirements Form (PRPRF)
- Developed by Raymark, Schmit, and Guion
- 107-item inventory for assessing personality characteristics needed for performing job-related tasks
- **Performance Improvements Characteristics (PIC) **
- Similar to the PPRF
- 48-question inventory for identifying personality traits needed for job performance
Job Evaluation
- Step 1: Determining compensable job factors
- Step 2: Determining levels for each compensable factor
- Step 3: Determining factor weights
- Step 4: Determining external pay equity
Recruitment
- Internal Recruitment: Hiring employees already working within the organization
- External Recruitment: Hiring employees from outside the organization
-
Methods for Recruiting:
- Advertisements
- Point-of-purchase method
- Recruiters
- Employment agencies and search firms
- Employee referral
- Direct mail
- Internet
- Job fairs
- Realistic job preview (RJP)
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Advertisements
- Newspaper Ads
- How To Respond to Ads: Respond by calling (recruitment ads that instruct applicants to call rather than apply in person or send resumes)
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Description
Explore the essential steps of conducting a job analysis and the tools used to summarize job tasks and requirements. This quiz covers various job analysis methods such as the Position Analysis Questionnaire and Job Structure Profile. Test your knowledge on how to articulate job duties, skills, and KSAOs effectively.
