I/O Psychology – Job Analysis
| Word/Idea/Person (memorize) | Definition/About (memorize) |
|---|---|
| Job Analysis | formal procedure for defining job in terms of what the consists of and human attributes required to perform job |
| Subject Matter Experts, SME’s | incumbents (do the job now), supervisors (oversee those that do job, know how job should be done) |
| Task | the basic unit of work that are directed toward a specific job objective |
| Duty | grouping of related tasks that require similar attributes |
| Critical Incidents | stories about performing job at various levels; situation, behavior, and outcome |
| Position | set of tasks/duties performed by a single individual |
| Job | grouping of similar positions |
| Job Family | grouping of similar jobs |
| KSAO’s | knowledge, abilities, skills, and other |
| Knowledge | specific types of information people need to perform the job |
| Abilities | mental and physical attributes needed to perform tasks, stable over time, Cognitive, physical, psychomotor, and sensory |
| Skills | proficiencies needed to perform tasks, can improve with practice, ability + technique |
| Other | all other personality attributes, capacities, values, interests, requirements |
| Competencies | characteristics and qualities of people that an organization wants an employee to manifest |
| Job Description | a written statement of what job incumbents actually do, how they do it, and why they do it |
| Job Specifications | a listing of the KASO’s and competencies deemed necessary to perform a job successfully |
| Job Evaluation | a procedure for determining the relative value of jobs in an organization that, in turn, helps determine the level of compensation |
| Purpose of Job Description | performance appraisal, job design, and training |
| Purpose of Job Specifications | selection, placement, and training |
| Purpose of Job Evaluation | compensation determination |
| Good SME Traits | good verbal ability, good memory, and cooperative |
| Performing the Job | experience first hand, unique insight, observe context, details |
| Observations | verify info, context, comparison can’t always ask questions |
| Questionnaires | quantitative data, standardization, large sample, comparison, inexpensive, potential SME overload, exaggeration |
| Job Oriented Procedures | a procedure designed to learn about what job consists of and other characteristics about that job |
| Task Statements | action verb, object of action verb, and outcome/consequence |
| Task Rating | frequency, importance, and day one need; identifies essential tasks |
| Person Oriented Procedures | used to understand a job by examining the human attributes (KSAO’s) needed to perform it successfully |
| KSAO Rating | importance, day one need, used for training and selection |
| Linkage Analysis | unites job content and attributes, what KSAO’s are sued in different aspects of job |
| Competency Modeling | generalize across jobs within an organization by linkage analysis in group meetings |
| Internal Equity | fair compensation within an organization by job evaluation |
| External Equity | fair compensation relative to other employers by wage survey |
| Compensable Factors | dimensions of work used to assess the relative value of a job determining compensation; skill, effort, responsibility, work conditions |
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