Term
JOB ANALYSIS
The foundation of IOP |
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Definition
| The process of defining a job in terms of tasks and duties and the skills required to preform them. |
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Term
Job analysis yields 3 outcomes...
1. Job Description |
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Definition
a written statement of what job holders actually do, how they do it, and why they do it.
Presents task requirements for the job.
Outcomes: criterion development, performance appraisal, job design, training, other HR functions |
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Term
Job analysis yields 3 outcomes..
2. Job Specifications |
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Definition
| a description of the people requirements or KSAOs needed to preform the job. This helps with SELECTION AND PLACEMENT |
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Term
Job analysis yields 3 outcomes
3. Job Evaluation |
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Definition
| a technique that attempts to determine the value or worth of a job to its organization, helps to set SALARY. |
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Term
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Definition
| smallest unit of work activity |
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Term
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Definition
| a work activity that it performed to achieve a specific objective like operating a vehicle (a collection of elements) |
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Term
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Definition
| an individuals place in the organization defined by the tasks performed. Company pays the position, not the person based on the value of the job and its impact on society |
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Definition
| a collection of positions similar enough to one another to share a common job title. |
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Term
Job-analytic methods
1. Task inventory approach |
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Definition
| task statements are generated by Subject Matter Experts used with extremely specific tasks |
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Term
Job Oriented techniques
2.Functional Job Analysis (FJA)
REPLACED BY onecenter.org |
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Definition
data is obtained about what tasks a worker does and how they are performed
1930s Dictionary of Occupational Titles- descriptions of tasks, duties, and working conditions of about 12,000 jobs. |
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Term
| Worker Oriented techniques |
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Definition
| focuses more on human characteristics that contribute to successful job performance, More effective than task-focused methods if the analyst is interested in comparing across jobs |
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Term
Worker oriented techniques
Job Element Method |
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Definition
| designed to identify the characteristics of SUPERWORKERS and KSAOs are required for successful job performance. "ELEMENT" here refers to general work behaviors |
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Term
Worker-Oriented techniques
Position Analysis Questionnaire (PAC) |
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Definition
| The best known job analysis method; a standard instrument used to focus on general work behaviors |
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Worker-Oriented techniques
Position Analysis Questionnaire (PAC) |
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Definition
| The best known job analysis method; a standard instrument used to focus on general work behaviors. COMPLEX AND TOO ABSTRACT |
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Term
Worker Oriented Techniques
Common Metric Questionnaire |
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Definition
| Computer based attempts to improve generalizability of worker oriented approaches through the use of items focused on slightly less general work behaviors. Reading level much lower and relevant for all job types |
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Term
Job Analytic Methods
Hybrid Approach
1.Occupational Information Network (ONET) |
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Definition
focuses on the work and the worker.
1. attempts to identify and describe key components of modern occupations. Not based on the FJA. |
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Term
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Definition
| MAKES jobs into a system (or a collection of positions working together) |
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Term
performance apprasial
Criteria for appriasial should come directly from JOB ANALYSIS |
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Definition
| most frequent uses of job analysis data |
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Term
| SELECTION AND PLACEMENT IS MOST IMPORTANT IN IOP |
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Definition
| purpose of job analysis is to identify the KSAOs necessary for job performance |
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Term
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Definition
parallel to job analysis in which jobs are described carefully and methodically so that HR practices can be based on this information
more worker oriented NOT job oriented
More broad to organize a framework for organizations |
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Term
Job Design and Redesign
Work Design Questionnaire (WDQ) |
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Definition
| measure of job design to replace the incomplete and narrow existing measures that involve various elements of the ONET data base |
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Term
Job Design and Redesign
Work Design Questionnaire (WDQ) |
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Definition
| measure of job design to replace the incomplete and narrow existing measures that involve various elements of the ONET data base |
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Term
JOB EVALUATION
Point system |
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Definition
| Most common approach to job evaluation, involves estimating the value of jobs based on points assigned to various predetermined Dimensions (compensatable factors) |
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Term
| Dimensions in Job Evaluation |
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Definition
| used to rate jobs, indicating that employees are compensated based on these factors. EFFORT, SKILL, RESPONSIBILITy, WORKING CONDITIONS |
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Term
| Doctrine of comparable worth |
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Definition
| maintains that jobs of equal worth to the organization should be compensated equally. A lot of factors should be consistent |
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Term
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Definition
| Stipulates the men and women who do work that is equal must be compensated similarly. |
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