Chapter3_OL

Chapter3_OL - Uses of Job Analysis Information Personnel...

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Chapter 3: Outline Criteria Conceptual Criterion Actual Criterion Criterion Deficiency Criterion Relevance Criterion Contamination Bias Error Job Analysis Three Major Sources of Job Information 1) job incumbent 2) supervisor 3) job analyst Subject matter expert (SME) Job Analysis Procedures Task Position Job Job Family Task-Oriented Procedures 1
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Task statements Functional Job Analysis People, Data, Things Worker-Oriented Procedures KSAOs Linkage Analysis How to Collect Job Analysis Information Interview Direct observation Structured questionnaires Taxonomy Position Analysis Questionnaire (PAQ) O*NET Managerial Job Analysis The Professional and Managerial Position Questionnaire The Personality-Related Position Requirements
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Unformatted text preview: Uses of Job Analysis Information Personnel selection Training Performance appraisal 2 Vocational counseling Importance of Job Analysis to the Americans with Disabilities Act Competency Modeling Competency Competency modeling v. traditional job analysis Job Performance Criteria Appropriate Stable Practical Nine Major Job Performance Criteria Production Sales Tenure or Turnover Absenteeism Accidents Theft Counterproductive Work Behavior Emotional Labor Person-Organization Fit Relationship Among Job Performance Criteria Dynamic Performance Criteria 3 Expanding Our View of Criteria “Good soldier” Prosocial behavior 4...
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Chapter3_OL - Uses of Job Analysis Information Personnel...

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