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Definition
| The process of identifying how a job is performed, the conditions under which it is performed, and the personal requirements it takes to perform the job. |
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| A written summary of the tasks performed in a job, the conditions under which the job is performed, and the requirements needed to perform the job. |
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| The idea that organizations tend to promote good employees until they reach the level at which they are not competent—in other words, their highest level of incompetence. |
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| Federal guidelines used to guide an employer in establishing fair selection methods. |
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| Obtaining information about a job by talking to a person performing it. |
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| A cluster of jobs of similar worth. |
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| A relatively dated term that refers to the knowledge, skills, and abilities needed to successfully perform a job. Competencies is the more common term used today. |
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| A body of information needed to perform a task. |
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| Such personal factors as personality, willingness, and interest that are not knowledge, skills, or abilities. |
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| Knowledge, skills, abilities, and other characteristics required to perform a job. |
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Definition
| The knowledge, skills, abilities, and other characteristics needed to perform a job. |
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| A process in which employees unofficially change their job duties to better fit their interests and skills. |
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| Sources such as supervisors and incumbents who are knowledgeable about a job. |
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| The person conducting the job analysis. |
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Definition
| A group job analysis interview consisting of subject-matter experts (SMEs). |
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Definition
| A job analysis method in which a group of job experts identifies the objectives and standards to be met by the ideal worker. |
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Definition
| A job analysis method in which the job analyst watches job incumbents perform their jobs. |
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Definition
| A job analysis method in which the job analyst actually performs the job being analyzed. |
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Definition
| A questionnaire containing a list of tasks each of which the job incumbent rates on a series of scales such as importance and time spent. |
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| The process of identifying the tasks for which employees need to be trained. |
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| Proficiency to perform a particular task. |
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Term
| Position Analysis Questionnaire |
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Definition
| A structured job analysis method developed by McCormick. |
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Definition
| A revised version of the Position Analysis Questionnaire (PAQ) designed to be used more by the job analyst than by the job incumbent. |
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Definition
| A structured job analysis technique developed by Cornelius and Hakel that is similar to the Position Analysis Questionnaire (PAQ) but easier to read. |
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Definition
| A job analysis method developed by Fine that rates the extent to which a job incumbent is involved with functions in the categories of data, people, and things. |
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Definition
| A structured job analysis technique that concentrates on worker requirements for performing a job rather than on specific tasks. |
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Term
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Definition
| An ergonomic job analysis method developed in Germany (Arbeitswissenschaftliches Erhebungsverfahren zur Tätigkeitsanalyse). |
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Term
| Occuptionatl Information Network |
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Definition
| The job analysis system used by the federal government that has replaced the Dictionary of Occupational Titles (DOT). |
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Term
| Dictionary of Occupational Titles |
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Definition
| A directory that was published by the federal government that supplied information for almost 30,000 jobs. It has been replaced by O*NET. |
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Term
| Critical Incident Technique |
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Definition
| The job analysis method developed by John Flanagan that uses written reports of good and bad employee behavior. |
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Term
| Threshold Traits Analysis |
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Definition
| A 33-item questionnaire developed by Lopez that identifies traits necessary to successfully perform a job. |
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Term
| Fleishman Job Analysis Survey |
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Definition
| A job analysis method in which jobs are rated based on the abilities needed to perform them. |
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Term
| Job Adaptability Inventory |
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Definition
| A job analysis method that taps the extent to which a job involves eight types of adaptability. |
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Term
| Personality-Related Position Requirements Form |
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Definition
| A new job analysis instrument that helps determine the personality requirements for a job. |
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Definition
| The process of determining the monetary worth of a job. |
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Definition
| The extent to which employees within an organization are paid fairly compared with other employees within the same organization. |
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Definition
| Factors, such as responsibility and education requirements, that differentiate the relative worth of jobs. |
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Definition
| A line that represents the ideal relationship between the number of points that a job has been assigned (using the point method of evaluation) and the salary range for that job. |
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Definition
| The extent to which employees within an organization are paid fairly compared with employees in other organizations. |
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| A questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey. |
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| The amount of money paid to an employee (does not count benefits, time off, etc.). |
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Definition
| Position Analysis Questionnaire |
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Definition
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Definition
| Occupational Information Network |
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Term
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Definition
| Dictionary of Occupational Titles |
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Term
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Definition
| Critical Incident Technique |
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Term
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Definition
| Threshold Traits Analysis |
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Term
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Definition
| Fleishman Job Analysis Survey |
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Term
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Definition
| Job Adaptability Inventory |
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Term
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Definition
| Personality-Related Position Requirements Form |
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