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INDUSTRIAL PSYCH EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE
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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 ...

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  • November 3, 2024
  • 28
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

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  • industrial psych exam questions and answers with c

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  • INDUSTRIAL PSYCH
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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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