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17 Cards in this Set

  • Front
  • Back
Job analysis
A method for describing jobs and / or the human attributes necessary to perform them
Job-oriented job analysis
Provides information about the nature of tasks done on the job
Person-oriented job analysis
Provides a description of the attributes, characteristics or KSAO necessary for a person to successfully perform a particular job
The employee’s knowledge, skills, abilities, and other characteristics necessary for a job
What paperson needs to know to do a particular job
What a person is able to do on the job
A persona’s aptitude or capability to do or learn to do jobs tasks
Other personal characteristics
Anything relevant to the job that is not covered by the other three
Essential functions
Actions that must be done on a job (vs. actions that might be done occasionally but are not important for a person in that position to do)
Critical incidents
Instances of behavior that represent different levels of job performance from outstanding to poor- an important part of the assessment of performance
Subject matter experts (SMEs)
People with detailed knowledge about the content and requirements of their own jobs or the jobs that they supervise
Job Components Inventory (JCI)
Developed to address the need to match job requirements to worker characteristics
Functional Job Analysis (FJA)
Uses both observation an interviews with SMEs to provide both a description of a job and scores on several dimensions concerning the job and potential workers
Occupational Information Network (O*NET)
Computer based information system that is a resource for more than 1100 groups of jobs sharing common characteristics
Position Analysis Questionnaire
Questionnaire used to analyze any job based on 189 items dealing with the task requirements or elements of jobs
Job Evaluation
Refers to a family of quantitative techniques that are used to scientifically determine the salary level of jobs
Comparable worth
Concept where different but comparable jobs should be paid the same