Job Analysis Correct Answer-supposed to describe the knowledge, skills, abilities and personal characteristics (KSAP's) needed to do the job, not just the KSAP's best suited to a particular examining device. It's the *foundation* for the development of any selection device.
What should a job ana...
Industrial Psych Quiz #2 Study Guide
Job Analysis Correct Answer-supposed to describe the knowledge,
skills, abilities and personal characteristics (KSAP's) needed to do the
job, not just the KSAP's best suited to a particular examining device. It's
the *foundation* for the development of any selection device.
What should a job analysis provide? Correct Answer-information on the
duties of the job and the knowledge, skills, abilities and personal
characteristics needed to perform the duties.
PAQ Correct Answer-a job analysis questionnaire that evaluates job skill
level and basic characteristics of applicants for a set match of
employment opportunity.
-primarily used by the govt. for jobs, used when dealing with large
numbers of applicants
Reviewing critical incidents Correct Answer-provides behavioral
examples of what is good job performance or bad job performance
,Dictionary of Occupational Titles (DOT) Correct Answer-Published by
the U.S. Department of Labor
job analysis for over 25,000 jobs
ONET: online version of the book
Other valuable sources of job analysis info include: Correct Answer--
classification and compensation information (job descriptions,
incumbent questionnaires, etc.)
-work materials (forms, charts, etc.) used by job incumbents
-organization charts
KSAPs Correct Answer-Knowledge (facts/info/subject matter mastery),
skills (a psycho-motor function to perform a job (typing, measuring,
etc.),
abilities (broad-base competency to perform a job function
(communication)
personal characteristics
What are job factors? Correct Answer-job factors are detailed statements
of the KSAPs required to perform a specific job and how they are
actually applied on the job. A sound set of job factors are required in
order to develop a job-related test to document its relevance.
a job factor consists of three major parts Correct Answer--*a factor
title*: this is stated as a knowledge, skill, or ability, as would appear on a
job specification
, -*a factor definition*: this more fully explains the factor title and/or
breaks it into specific sub-areas. The factor definition is essential to test
planning; it specifies more clearly what the test should cover.
-*factor documentation*: this consists of examples of key job tasks or
responsibilities for which the factor is required. This is essential for
explaining the job-relatedness of the factor, and for identifying the most
job-related ways to test for it.
Factor Clarity Correct Answer-factor statements should be as clear,
concise, and as meaningful as possible. Documentation of the job-
relatedness of your selection process depends on how clearly you can
demonstrate that there is a relationship between the selection device and
the job analysis. As the job analysis becomes less clear, such proof
becomes more difficult.
Factor consistency Correct Answer-each factor statement should be
internally consistent. The info contained in the factor title and the
various aspects of the factor definition should relate closely to one
another. This is important in order to make your factor easily understood
by others and easy to test for as a uniform whole. Is the factor "mixes
apples and oranges," it should be broken into two factors.
Factor Independence Correct Answer-each factor should be independent
from the others int he sense that each one should cover something
distinctly different from the others; the amount of overlap between
factor definitions should be minimal. Following this rule will aid in
describing the job comprehensively, but concisely, using a small and
manageable number of factors.
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