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15 Cards in this Set

  • Front
  • Back
job analysis?
=defining job in terms of
1.what job consists of
2.human attributes required to do on the job

basis of many HR functions, legal importance
sources of job info
existing documents
-previous job analysis reports
-organizational documents
-department of labor resources (dictionary of occupational titles, old and occupational network database, new)
subject matter experts
incumbents= ppl who currently perform job and know how job IS currently performed
supervisors= oversee ppl to perform job and know how job SHOULD BE performed

job analysts= determine job content and qualifications required
task vs. duty
task= basic unit of work directed toward specific job objectives

duty=grouping of related tasks, tasks usually require similar attributes
critical incidents
=stories about performing job at various levels of effectiveness (situation, beh, outcome)
position vs. job
position= set of tasks/duties performed by a single employee

job=grouping of similar positions

job family=grouping of similar jobs
knowledge (specific types of info in order to perform job)

abilities (mental and physical attributes needed to perform taks; stable; cognitive/ physical/ psychomotor/ sensory; foundation for skills, cant generally get better at)

skills (proficiencies, can improve with practice, =ability + technique)

other (all other personal attributes, capacities, values, interests, requirements)
characteristics of ppl that an organization wants its employees to manifest

often same charac. for jobs in all levels of organization but diff beh depending on level

can be basis of selection, training/dev't, performance management, compensation
job analysis outcomes
1. job description: written statement of what job incumbents actually do, how they do it, why they do it

2.job specifications: list of KSAOs/competencies necessary

3.job evaluation: relative value of jobs in organization that helps determine level of compensation
purposes for each.
job description: criterion dev't, performance appraisal, job design, training

job specification: selection, placement, training

job evaluation: compensation
desirable traits of SMEs
good verbal ability
good memory
+ multiple perspectives

-context (dont really get what job is about)
-exaggeration (dont want to get fired)
-small "n"
-$$$$ (pricy, have to pull ppl off work)
performing job
some things must be experienced first hand

+unique insight

-no comparison
+verify info

-analysts cant always ask questions
-small "n"
last thing done, quantitative

+large "n", representative sample
+relatively inexpensive

-trained data analysts
-potential to overload SMEs
-SMEs cant always ask questions