INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
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INDUSTRIAL PSYCH
Institution
INDUSTRIAL PSYCH
INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
Job Analysis
study of a job to describe in specific terms the nature of the component tasks
Worker Analysis
study of specific tasks and worker skills that can be transferred from one job to another
Work ...
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INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
Job Analysis
study of a job to describe in specific terms the nature of the component tasks
Worker Analysis
study of specific tasks and worker skills that can be transferred from one job to another
Work Analysis
foundation for almost all human resource activities
Employee Selection
select tests or develop interview questions . This is where you are looking for a
competency of an applicant.
Training
A letter expressing an opinion regarding an applicant's ability, previous performance,
work habits, character, or potential for success
Personpower planning
map if we need new people
Worker Mobility
if individuals are hired for a particular job, to what other jobs can they expect to
eventually be promoted and become successful.
Peter Principle
promoting employees until they eventually reach their highest level of incompetence
,Performance Appraisal
Answers the question "Does the employee abide by what the job needs them to do?"
Job Classification
classify jobs into groups based on similarities in requirements and duties
Job Evaluation
worth of a job (salary)
Job Design
optimal way in which a job should be performed
Department of Labor Employment
Released labor laws that guard how employees should work
Uniform Guidelines on Employee Selection Procedures (UGESP)
HR principles designed to ensure compliance with federal standards
Uniform Guidelines on Employee Selection Procedures (UGESP)
not law, but courts have granted them "great deference"
Job Analysis Interview
obtaining information about a job by talking to a person performing the job.
Job Description Sections
relatively short summary of a job around 2-5 pages.
Job Title
describes the nature of the job, its power and status level, and competencies needed to
perform the job.
Jobs with higher-status titles
evaluated as being worth more money
, Brief Summary
nature and purpose of the job. Should be written in an easy to understand style.
Work Activities
tasks and activities should be organized into meaningful categories
similar activities, similar KSAOs, temporal order
Work activities should be organized by dimensions:
Job Context
environment in which the employee works and mentions stress level, work schedule,
physical demands, level of responsibility, temperature, number of coworkers, degree of
danger, and any other relevant information
Work Performance
describes how performance is evaluated
Compensation Information
salary grade, whether the person is exempt, compensable factors used to determine
salary.
Grade
cluster of jobs of similar worth
Job Competencies
knowledge, skills, abilities, and other characteristics (KSAOs) needed to successfully
perform a job
Knowledge, skills, ability, and other characteristics.
What is the meaning of KSAO?
Internal Department
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