Ch 3 Job Analysis
External equity
Assessment of fair compensation in relation to market conditions for a particular job. This is important for attracting and retaining the best talent for each position.
SME
A Subject Matter Expert (SME) or domain expert is a person who is an expert in a particular area or topic. When spoken, sometimes the acronym "SME" is spelled out ("S-M-E") and other times voiced as a word ("smee"). (Wikipedia)
Task
A basic element that can be used to describe a job. Together, a large set of tasks makes up a job.
Job specifications
A brief overview of the requirements for doing the job, including the minimum qualifications necessary to do a job.
Functional Catagories
A group of tasks that serve a similar purpose.
Internal equity
A key goal of job evaluation, the intention of internal equity is to assure fairness of relative pay values within the organization.
Training
A key part in developing employees.
Carelessness index
A method for detecting whether SMEs are paying attention. These consist of bogus or nonsensical questions throughout a survey, which if endorsed, indicate that a SME is being careless.
Recruitment
A method for increasing your applicant pool in an attempt to find the best people for the job.
Competency modeling
A method of job analysis that involves describing the general characteristics needed in jobs in a company, especially within a series of jobs or across a range of jobs. This often includes the company values or mission statement.
Cognitive task analysis
A newer approach to job analysis, this goes beyond traditional task analysis by focusing specifically on the cognitive processes involved in doing the job.
Job evaluation
A particular type of job analysis, used to determine the relative value that jobs have within an organization
Job design
A systematic analysis of the organization of work, which often includes job analysis to identify the best way to allocate various tasks and responsibilities among different jobs.
Performance appraisals
An evaluation used by supervisors to evaluate employees' performance.
O*NET Occupational Information Network
An online database that contains job analyses from various job titles, and provides considerable information on work characteristics and requirements, as well as the experience needed for the job.
Job description
An overview of a job, typically one to two pages outlining what the job entails.
Comparable worth
Commonly discussed in terms of gender differences. Points to differences in pay for typically male versus typically female jobs based on job evaluation and market value.
Functional job analysis
Focuses on the purpose or functions of the job as opposed to the actual tasks being performed.
Criticality
How important a task is to job performance, typically in terms of importance to the job or relative time spent on the job.
Compensation
Involves setting pay levels within an organization.
KSAs
Knowledge, Skills, and Abilities used to describe the characteristics an employee needs to do the job.
Valid selection procedures
Methods, such as tests and interviews, which can be used in order to assist in hiring the best applicant for a job.
Observations
One of the most basic ways to learn about a job, observations are done by watching incumbents and SMEs doing their jobs.
DOT Dictionary of Occupational Titles
Published by the US government in paper form, this contains short job descriptions of nearly every job.
Job Analysis
The person conducting a job analysis, this person is usually a I/O psychologist or HR specialist.
Incumbent
The person doing a given job, the person most familiar with the job.
Qualification
The skills and experience required to do a job.
Job analysis
The systematic process which helps you identify the job tasks and responsibilities, KSAO's and critical incidents faced on the job.
Work analysis
The term acknowledging that jobs are quickly changing and more fluid in today's market.
Supervisors
Those overseeing job incumbents; for job analysis purposes supervisors as SMEs may have a better idea of how a given job fits into the overall organization.
Criterion measures
Tools used to evaluate job performance.
