Job analysis and evaluation

16 important questions on Job analysis and evaluation

What is the 'Peter princeple' about?

Promoting employees until their highest level of incompetence - sometimes resulting in for example the promoting of a well-functioning salesperson to manager, which is no guarantee for success.

What are the contents of a job description?

- Job title
- job summary
- work activities
- tools/equipment used
- job context: conditions, type of organization
- compensation information (salary grade, not actual salary)
- job competencies (knowledge, skills, abilities and other characteristics)

What is the difference between skills and abilities in KSAO's?

- Skills can be learned relatively fast
- Abilities takes time to develop and inborn difference to begin with
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What is the correct order of steps when conducting a job analysis?

1: identify tasks performed
2: write task statements
3: rate task statements
4: determine essential KSAO's
5: select tests to tap KSAO's

What are some 'other characteristics' in KSAO's?

Personality, willingness, interest, motivation, degrees, licenses, experience

The 'ammerman technique' in identifying tasks performed is about?

- convene expert from all organizational levels
- have panel identify objectives and standards to be met by ideal worker
- have panel list specific behaviors necassary for each objective to be attained
- have panel identify critical behavior for reaching objective
- have panel rank-order objectives based on importance

What are structured methods for providing general info about worker activities?

PAQ: position analysis questionnaire - very general
JSP: job structure profile - used by analysts
JEI: job elements inventory - lower educational level workers
FJA: functional job analysis - comparison of thousand jobs

What are structured methods for providing general info about tools/equipments?

JCI: job components inventory - 400 questions about tools/equipment

What are structured methods for providing general info about environment?

AET: Arbeitswissenschaftlichen erhebungsverfahren zur tatigkeitsanalyse (ergonomic Job analysis procedure) - reviews of conditions

What are structured methods for providing general info about competencies?

- O*NET: occupational information network - info on economic, organizational, occupational, individual
- CIT: critical incident technique -
- JCI: job competency inventory
- TTA: treshold traits analysis
- F-JAS: fleishman job analysis

What does internal pay equity stand for?

Comparing jobs within organization to ensure that people in jobs worth the money they are paid accordingly

What 3 things should be determined when deciding on internal pay equity?

- Compensable job factors: responsibility, physical demands, mental demands, education requirements, training and expertise, working conditions
- Levels for each factor: education requirements, education levels
- Factor weights: awarding points to the level of each factor, leading to wage trend line, predicting salary by number of points awarded to a job, makes over/underpaid jobs visible

What is external pay equity important for?

- attracting and retaining employees
- getting view of salaries in certain sector
- about the worth of the job, not only direct compensation, but also secondary working conditions

Are men more inclined to negotiate pay than woman?

Yes

What is the explanation for gender differences in pay between men and woman?

- men being in the workforce longer, working more fulltime jobs and more hours a year.

What helps to alleviate gender differences in pay?

Stimulating females to enter male fields of work and the other way around helps to alleviate the gender difference in pay

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