Job Analysis & Evaluation Methods Flashcards

Which job analysis method requires incumbents to keep detailed logs of their daily tasks and time spent on each activity?

Answer: Work Diary/Activity Log

The work diary or activity log method asks incumbents to record their tasks and time allocation throughout the workday.

In the point-factor job evaluation method, 'compensable factors' are defined as:

Answer: Job characteristics that add value and for which the organization is willing to pay

Compensable factors are job attributes—such as skill, effort, responsibility, and working conditions—that the organization values and compensates.

The Hay Guide Chart-Profile Method evaluates jobs using which three primary factors?

Answer: Know-How, Problem Solving, Accountability

The Hay Method uses Know-How, Problem Solving, and Accountability as its three universal compensable factors.

A job evaluation committee reviews whole jobs and arranges them from highest to lowest value without scoring sub-factors. This describes:

Answer: Job ranking method

Job ranking is the simplest evaluation method, ordering entire jobs by overall worth without analyzing individual factors.

Which of the following is a primary advantage of structured interviews over unstructured interviews for job analysis?

Answer: They yield consistent, comparable data across incumbents

Structured interviews use standardized questions, ensuring data can be reliably compared across multiple incumbents and positions.

In job analysis, 'KSAs' stands for:

Answer: Knowledge, Skills, and Abilities

KSAs—Knowledge, Skills, and Abilities—are the human attributes required to perform a job successfully.

When using the factor comparison method, benchmark jobs serve what primary purpose?

Answer: They anchor the evaluation scale by providing reference points with known market values

Benchmark jobs have clear content and known market rates, providing anchor points against which all other jobs are evaluated.