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18 Cards in this Set

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Define Job Analysis
Drost: The systematic procedure for gathering, analyzing, and documenting information about jobs within an organization

Clifford in Job Analysis: Why do it and how should it be done: the process of defining the work, activities, tasks, products, services, or the processes performed by or produced by an employee or employees.”
Why should job analysis be done?
For Developing employment policies and practices. Specifically for Legal Compliance, Recruitment, Selection, Appraisal, Compensation, Orientation and Training.
How is job analysis related to compnsation?
Good job analysis gives employers the ability to judge high job performance which dictates compensation
How is legal compliance related to job analysis?
Employment decisions should be based on job related decisions. This means that they should reflect back on the job description.
How is job analysis related to recruitment?
A good job description will be reflected in a good job posting. Recruitment success is based on the ability of persons to self select out of postings that don't fit there tastes. Reduces Flypaper affect and creates a better pool of applicants
How is job analysis related to selection?
You cannot select the right people if you aren't aware of the type of person for which you are searching. How do you develop selection tools, review application blanks, create interview questions, or determine the personality traits of the ideal candidate without a good job description?
What should typically be found in a good job?
Job Identification Information (Name, company, position, department, wage category, etcetera), Essential functions of the job, and the job specifications (KSAOC's) required for successful performance.
What are typically the "other characteristics" found in job descriptions?
These are usually personality traits of high performers (work effectively in teams, open to changing work requirements, a "customer comes first" attitude.
According to David Bowen, "Hiring for the Organization and NOT the job" what are the two types of fit necessary to determine person-organizational fit?
1. Between the KSAs of the individual and the task demands of the critical requirements of the job.

2. Between overall personality of the individual (needs interests and values) and climate or culture of the organization.
According to Bowen, Ledford, and Nathan, what steps are necessary in determining organization fit?
1. Assess the work environment
2. Infer the type of person required
3. Design "rights of passage" that allow the organization and the individual to assess fit
How is job analysis related to selection?
You cannot select the right people if you aren't aware of the type of person for which you are searching. How do you develop selection tools, review application blanks, create interview questions, or determine the personality traits of the ideal candidate without a good job description?
What should typically be found in a good job?
Job Identification Information (Name, company, position, department, wage category, etcetera), Essential functions of the job, and the job specifications (KSAOC's) required for successful performance.
What are typically the "other characteristics" found in job descriptions?
These are usually personality traits of high performers (work effectively in teams, open to changing work requirements, a "customer comes first" attitude.
According to David Bowen, "Hiring for the Organization and NOT the job" what are the two types of fit necessary to determine person-organizational fit?
1. Between the KSAs of the individual and the task demands of the critical requirements of the job.

2. Between overall personality of the individual (needs interests and values) and climate or culture of the organization.
According to Bowen, Ledford, and Nathan, what steps are necessary in determining organization fit?
1. Assess the work environment
2. Infer the type of person required
3. Design "rights of passage" that allow the organization and the individual to assess fit
4. Reinforce person-organization fit at work. (Japanese Auto Industry)
Define Recruitment
According to Mondy, Noe, and Premeaux, Recruitment is the process off attracting individuals on a timely basis, in sufficient quantities, and with appropriate qualifications and encouraging them to apply with the organization
Marie Ryan and Nancy Tippins
Attracting and Selecting: What Psychological research tells us:
What are the best indicators of future job performance?
1. Cognitive ability Tests
2. Structured Interviews
3. Work Samples
4. Job Knowledge Tests
5. Integrity Tests