Exam 1 Human Resource Updated
What is job analysis? *** the process of systematically identifying TDRs (tasks, duties,
and responsibilities) expected to be performed in a single job, as well as KSAOs
(knowledge, skills, abilities, other)
Job Description (identify TDRs) *** -list every dimension of the job
-list every task within each dimension
-rate all of those tasks according to importance
Job Specification (identify KSAOs) *** come up with the KSAOs need to perform the
most important tasks
What part of the KSAOs are trainable? *** knowledge and skills
What part of the KSAOs are not as trainable? *** -abilities
-other factors (can include personality and experience)
How do we get information about KSAOs? *** -Job element inventory
-Position analysis questionnaire
-Fleishman System
-Occupational Information Netowork
Job Element Inventory *** provides a list of 150 specific tasks and uses a unique
approach to rating task importance
-uses 3 questions to rate the importance of specific tasks
-for ex, how likely is it that a barely acceptable worker could before this task well
Pros and Cons of Job Element Inventory *** Pros: identifies tasks that are specific to
the job
Cons: Does NOT include any special tools for identifying KSAOs
Position Analysis Questionnaire *** a standardized job analysis questionnaire
containing 194 questions about work behaviors, work conditions, and job characteristics
that apply to a wide variety of jobs
The PAQ rates the importance of tasks using what 5 scales? *** 1. Extent of use
2. Amount of time
3. Importance to the job
4. Possibility of occurrence
5. Applicability to job
PAQ Pros and Cons: *** Pros
The dimensions are linked to a general aptitude test
, The dimensions are broad (it covers input, output, processes, and work context
Cons
Requires a reading level of a college graduate to complete the test
Standard format leads to an abstract characterization of jobs
Fleishman System *** -deals only with abilities
-provides a list of 52 abilities
-rated with a 7 point scale that includes behavioral benchmark examples
-an example: ability to understand written sentences and paragraphs (how would you
rate your job as a student on this ability)
Fleishman System Pros and Cons *** Pros
Measures abilities directly (unlike PAQ which measured items that were then translated
to tasks)
Helpful in making the sometimes fuzzy distinction between A's and S's
Cons
Leaves out K's, S's and O's
O*NET and DOT *** -O*NET = online resource that describes the tasks involved in
many jobs, along with their KSAOs
-Replaces the DOT
The important tasks get grouped into a... *** job description that defines the job
-the accompanying KSAOs are included in the job posting
-KSAOs become the things that recruiters look for in resumes, references, interviews,
ability tests, etc.
Important tasks in a job description become *** "essential job functions" under the
Americans with Disabilities act
-companies can refuse to hire disabled applications if they cannot perform these
functions
HR designs training in order to.. *** improve the K's and S's inherent in important
tasks
-form the basis for our evaluation of training success
What gets measured with evaluation instruments? *** performance of the important
tasks and KSAOs
KSAOs are responsible for *** assigning a base salary to a given job
-the rarer the KSAOs the more the organization must pay for it
List factors that may significantly affect jobs and hence job analysis *** 1. Changes in
structuring of work
2. Computerization
3. Automation
What is job analysis? *** the process of systematically identifying TDRs (tasks, duties,
and responsibilities) expected to be performed in a single job, as well as KSAOs
(knowledge, skills, abilities, other)
Job Description (identify TDRs) *** -list every dimension of the job
-list every task within each dimension
-rate all of those tasks according to importance
Job Specification (identify KSAOs) *** come up with the KSAOs need to perform the
most important tasks
What part of the KSAOs are trainable? *** knowledge and skills
What part of the KSAOs are not as trainable? *** -abilities
-other factors (can include personality and experience)
How do we get information about KSAOs? *** -Job element inventory
-Position analysis questionnaire
-Fleishman System
-Occupational Information Netowork
Job Element Inventory *** provides a list of 150 specific tasks and uses a unique
approach to rating task importance
-uses 3 questions to rate the importance of specific tasks
-for ex, how likely is it that a barely acceptable worker could before this task well
Pros and Cons of Job Element Inventory *** Pros: identifies tasks that are specific to
the job
Cons: Does NOT include any special tools for identifying KSAOs
Position Analysis Questionnaire *** a standardized job analysis questionnaire
containing 194 questions about work behaviors, work conditions, and job characteristics
that apply to a wide variety of jobs
The PAQ rates the importance of tasks using what 5 scales? *** 1. Extent of use
2. Amount of time
3. Importance to the job
4. Possibility of occurrence
5. Applicability to job
PAQ Pros and Cons: *** Pros
The dimensions are linked to a general aptitude test
, The dimensions are broad (it covers input, output, processes, and work context
Cons
Requires a reading level of a college graduate to complete the test
Standard format leads to an abstract characterization of jobs
Fleishman System *** -deals only with abilities
-provides a list of 52 abilities
-rated with a 7 point scale that includes behavioral benchmark examples
-an example: ability to understand written sentences and paragraphs (how would you
rate your job as a student on this ability)
Fleishman System Pros and Cons *** Pros
Measures abilities directly (unlike PAQ which measured items that were then translated
to tasks)
Helpful in making the sometimes fuzzy distinction between A's and S's
Cons
Leaves out K's, S's and O's
O*NET and DOT *** -O*NET = online resource that describes the tasks involved in
many jobs, along with their KSAOs
-Replaces the DOT
The important tasks get grouped into a... *** job description that defines the job
-the accompanying KSAOs are included in the job posting
-KSAOs become the things that recruiters look for in resumes, references, interviews,
ability tests, etc.
Important tasks in a job description become *** "essential job functions" under the
Americans with Disabilities act
-companies can refuse to hire disabled applications if they cannot perform these
functions
HR designs training in order to.. *** improve the K's and S's inherent in important
tasks
-form the basis for our evaluation of training success
What gets measured with evaluation instruments? *** performance of the important
tasks and KSAOs
KSAOs are responsible for *** assigning a base salary to a given job
-the rarer the KSAOs the more the organization must pay for it
List factors that may significantly affect jobs and hence job analysis *** 1. Changes in
structuring of work
2. Computerization
3. Automation
