Job Analysis: Evaluation, Preparing, & Conducting

• Job Analysis - Process of gathering, analyzing and structuring information about a job's components, characteristics, & requirements.
• Job Analysis - Provides a foundation for deliberating on organizational strategies and human resource management practices, which in turn enhances the efficacy and prosperity of the organization.
• Job Analysis - Key process that identifies tasks, duties, and the necessary knowledge, skills, and abilities for a job.
• Job Description - A brief two to five page summary of the tasks and job requirements found in the job analysis.
• Job Participation - A technique wherein one can analyze a job by performing it.
• Ammerman Technique - Job analysis interview technique was developed by Ammerman and consists of 5 basic steps.
• Subject Matter Experts - People who are knowledgeable about the job.
• Rate Task Statement - This step is done after writing task statements where a group of SMEs are being used to rate each task statement.
• KSAOs - These were called job specifications or job specs in the past.
• Job Elements Inventory - Alternative instrument to the Position Analysis Questionnaire created by Cornelius and Hakel.
• Job Elements Inventory - Has 153 items questions
• Job Elements Inventory - Has a readability level appropriate for an employee with only a tenth-grade education.
• Occupational Information Network - National job analysis created by the federal government to replace the Dictionary of Occupational titles which had been used since the 1930s.
• Occupational Information Network - Analyzing job at these levels gives us insights into the occupation, the workers, the demand for labor, salaries, and trends in the field.
• AET - Method to obtain information about the work environment.
• AET - Primarily concerned with the relationship between the worker and work objects.
• Job Components Inventory - Offers details on the math, physical, perceptual, communication, decision-making, and responsibility skills required to carry on the duties of the position.
• Job Components Inventory - Consisting of 400 questions
• Functional Job Analysis - Developed by Fine that the federal government could use to analyze and compare thousands of jobs.
• Position Analysis Questionnaire - Comprehensive and detailed questionnaire that consisted of 194 items.
• Position Analysis Questionnaire - Gather information and insights on information input, mental processes, work output, relationship with others, job context, and such other job-related variables like work schedule, pay, and responsibilities.
• Identify Tasks Performed - When performing job analysis, the first step is to
• Job Structure Profile - Include item content and style, new items to increase the discriminatory power of the intellectual and decision-making dimensions, and emphasis on having job analyst, rather than the incumbent.
• Apply-in-Person Ads - Used by organization when they don't want their phones tied up by applicants calling, want the applicants to fill out a specific job application, or want to get a physical look of an applicant.
• Ability - The fundamental ability to carry out a variety of tasks, learn new things, or hone a skill.
• Internet Recruiter - A private company that operates an online job board with thousands of applicants' resumes and company's job openings.