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19 Cards in this Set
- Front
- Back
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element |
smallest unit of work activity |
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task |
a work activity that is performed to achieve a specific objective |
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position |
an individual's place in the organization defined by the tasks performed |
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job |
a collection of positions similar enough to one another to share a common job title |
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job analysis |
process of defining a job in terms of its component tasks or duties and the knowledge or skills required to perform them |
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job-oriented |
approaches to job analysis that focus on describing the various tasks that are performed on the job |
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worker-oriented |
approaches to job analysis that examine broad human behaviors involved in work activities |
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Task Inventory Approach |
a job-oriented approach to job analysis in which task statements are generated by experts who are familiar with the job in question |
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incumbents |
employees who are currently occupying the job of interest |
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Functional Job Analysis (FJA) |
highly-structured job-oriented approach in which data are obtained about what tasks a worker does and how those tasks are performed |
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Job Element Method (JEM) |
a worker-oriented approach to job analysis that was designed to identify the characteristics of superior workers in a particular job |
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Position Analysis Questionnaire (PAQ) |
widely-used job analysis instrument that focuses on general work behaviors |
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Common-Metric Questionnaire (CMQ) |
worker-oriented job-analysis instrument that attempts to improve the generalizability of worker-oriented approaches through the use of items focused on slightly less general work behaviors |
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job description |
a written statement of what jobholders actually do, how they do it, and why they do it |
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job specifications |
description of the people requirements... KSAOs deemed necessary to perform a job |
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job evaluation |
technique that attempts to determine the value/worth of particular jobs to organizations so that salaries can be determined accordingly |
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point system |
*most common approach to job evaluation, involves estimating the value of jobs based on points assigned to various predetermined dimensions |
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compensable factors |
dimensions/factors used to rate jobs, indicating that employees are compensated based on these factors (effort, skill, working conditions) |
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comparable worth |
a doctrine maintaining that jobs of equal worth to the organization should be compensated equally |
