Job Analysis and Descriptions Flashcards
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Read the first 7 Job Analysis and Descriptions flashcards as text
Under the Americans with Disabilities Act (ADA), how must essential job functions be treated in a job description?
Answer: They must be clearly identified so reasonable accommodations can be properly evaluated
The ADA requires that essential functions be clearly documented so employers can determine whether an applicant with a disability can perform the core duties with or without accommodation.
What does the term 'KSA' stand for in the context of job analysis?
Answer: Knowledge, Skills, and Abilities
KSAs—Knowledge, Skills, and Abilities—are the foundational worker requirements identified through job analysis and used to develop selection criteria.
Which job analysis approach uses a standardized questionnaire asking incumbents to rate task statements on importance and frequency?
Answer: Position Analysis Questionnaire (PAQ)
The PAQ is a structured questionnaire with 195 items that workers rate, enabling quantitative comparison of jobs across organizations.
A job posting includes the requirement 'must be able to lift 50 pounds regularly.' This is an example of what type of job requirement?
Answer: Physical demand
Physical demands describe the bodily requirements of a job and must be tied to essential functions to be legally defensible.
In job analysis, what is meant by 'compensable factors'?
Answer: Job characteristics used to determine the relative worth of a job for pay purposes
Compensable factors (e.g., skill, effort, responsibility, working conditions) are the dimensions by which jobs are evaluated and ranked for pay equity purposes.
Which legal principle requires that any selection criterion derived from job analysis must demonstrably relate to successful job performance?
Answer: Job-relatedness
Job-relatedness is the legal requirement that selection criteria must be empirically linked to job performance to withstand challenges of unlawful discrimination.
When reviewing a job description, a manager notices duties listed that no employee has performed in three years. What should HR do?
Answer: Remove or update those duties after verifying through job analysis that they are no longer relevant
Job descriptions must reflect current, actual work; outdated duties should be removed or revised after verification to maintain accuracy and legal defensibility.