Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
18 Cards in this Set
- Front
- Back
|
What is the first thing you will do as an I/O Psychologist? |
"The first thing you do as an I-O psychologist, before anything else, is a job analysis or review a job analysis that has already been done." - pg. 8 |
|
|
What is a Job Analysis (according to Landy and Cote (2004, p. 180)? |
"“A process that determines the essence of a collection of tasks falling within the scope of a particular job title; involves an attempt to develop a theory of human behavior about the job in question.”" - pg. 8 |
|
|
What is a Job Analysis (according to Kelloway etal. (2012)? |
"A job analysis must also analyze and characterize the competencies a person needs in order to successfully undertake the tasks as defined. Many different measurements must be taken from many different sources to determine both the nature of the tasks, and the knowledge, skills,abilities and other characteristics, such as personality, that are required to successfully complete the job." - pg. 8 |
|
|
What is a Job Description?
|
"A job description helps establish criterion development (the necessary elements of the job, elements being the smallest components of various tasks)." - pg. 9 |
|
|
What is a Performance Appraisal? |
"A performance appraisal is an evaluation of how well someone is doing at his or her job." - pg. 9 |
|
|
What is a Job Design? |
"A job design is deciding what tasks should be completed by a particular person." - pg. 9 |
|
|
What is a Job Redesign? |
"A job redesign are changes made to the tasks or responsibilities for a particular employee." - pg. 9 |
|
|
What is Training? |
"Training is the skills and knowledge required to complete the necessary tasks more effectively." - pg. 9 |
|
|
What is a Job Specification? |
"A job specification will assist in the selection of the best candidates for the job, and the proper placement of those candidates within an organization." - pg. 9 |
|
|
What is a Job Evaluation? |
"A job evaluation will assist in determining the appropriate remuneration or compensation required for the position." - pg. 9 |
|
|
How many types of Job Analyses are there? |
"There are three types of job analyses; job-oriented, worker-oriented, or a hybrid." - pg. 9 |
|
|
What is a Job-Oriented Job Analysis? |
"A job-oriented, or task-oriented job analysis focuses on what needs to be done. To determine what needs to be done." - pg. 9 |
|
|
What is an S.M.E. and why are they important for a Job Analysis? |
"To determine what needs to be done, one can turn to those individuals who are already doing aspects of the job.These individuals are typically referred to as subject matter experts (SMEs). SMEs can be surveyed, interviewed in groups or individually, or simply observed. If time and money permits, collecting data by interviewing, polling,and observing increases the reliability of the data." - pg. 9 |
|
|
What is a Worker-Oriented Job Analysis? |
"For a worker-oriented job analysis, one needs to understand various skills, abilities, and other characteristics that are needed to complete a task or take on a particular job." - pg. 9-10 |
|
|
What are skills? |
"Competencies you require to do various tasks." - pg. 9 |
|
|
What are abilities? |
"Broader traits or dispositions that enable you to learn a skill." - pg. 9-10 |
|
|
What are characteristics? |
"Looks, personality, social status, etc." - pg. 10 |
|
|
What are K.S.A.O.'s? |
"Measuring the knowledge, skills, abilities, and other characteristics (KSAOs) of workers." |
