Job Analysis Quiz

Study Notes

Procedures for conducting job analysis

Job analysis is a family of procedures to identify the content of a job in terms of the activities it involves and the attributes or requirements necessary to perform those activities.
The process of job analysis involves gathering information about the duties of the incumbent, the nature and conditions of the work, and basic qualifications.
Job analysis is crucial for helping individuals develop their careers and organizations develop their employees to maximize talent.
Job analysis outcomes are key influences in designing learning, developing performance interventions, and improving processes.
Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers trained by and supervised by I-O psychologists.
Job analysis was first introduced by Morris Viteles in 1922 using job analysis to select employees for a trolley car company.
The purpose of conducting job analysis is to prepare job descriptions and job specifications to hire the right quality of workforce into an organization.
Job analysis is performed as a basis for later improvements, including developing performance appraisals, personnel selection, training needs assessment, legal defense of selection processes, and compensation plans.
There are two ways to approach building a theory of behavior for a job in question: task-oriented and worker-oriented.
The Fleishman Job Analysis System (F-JAS) developed by Edwin A. Fleishman represents a worker-oriented approach.
Job analysis methods include observation, interviews, critical incidents and work diaries, questionnaires and surveys, the Position Analysis Questionnaire (PAQ), and checklists.
The six steps to conducting a job analysis are planning, collecting data, analyzing data, verifying data, developing a job description, and communicating the results.Job Analysis: Definition, Methods, and Modern Trends
The Job Analysis of Structured Reality (JASR) method is a reliable and proven method that helps analysts complete a job analysis of a typical job with a group of subject matter experts and managers in two to three hours.
O*NET is an online resource that lists job requirements for a variety of jobs and is considered basic, generic, or initial job analysis data.
O*NET provides links to salary data at the US national, state, and city level for each job.
The six domains and categories within them include worker characteristics, worker requirements, experience requirements, occupational requirements, occupation-specific information, and work context.
The concept of job analysis has been changing dramatically as jobs are becoming more amorphous and difficult to define.
The trend is towards dehubbing, which means broadening the responsibilities of the company's jobs and encouraging employees not to limit themselves to what's on their job descriptions.
Dejobbing is a result of the changes taking place in business today, such as rapid product and technological changes, and a shift to a service economy.
Organizations need to be responsive, flexible, and generally more competitive, which has helped weaken the meaning of a job as a well-defined and clearly delineated set of responsibilities.
Most firms today continue to use job analysis and rely on jobs as traditionally defined.
More firms are moving toward new organizational configurations built around jobs that are broad and could change daily.
Modern job analysis and job design techniques could help companies implement high-performance strategies.

Description

Test your knowledge of job analysis with this informative quiz! Learn about the different procedures used to identify the content of a job, the importance of job analysis for career development and organizational success, and the various methods and trends in modern job analysis. From the Fleishman Job Analysis System to the six-step process, this quiz covers it all. Sharpen your skills in job analysis and take this quiz today!