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Job analysis (also known as work analysis [1]) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job analysis provides information to organizations that helps them determine which employees are best fit for ...
In decision theory, the weighted sum model (WSM), [1] [2] also called weighted linear combination (WLC) [3] or simple additive weighting (SAW), [4] is the best known and simplest multi-criteria decision analysis (MCDA) / multi-criteria decision making method for evaluating a number of alternatives in terms of a number of decision criteria.
This method is designed to be used more by job analysts than by job incumbents. Another alternative to the position analysis questionnaire, the Job Element Inventory (JEI), was developed by Cornelius and Hackel in 1978. It is very similar to the traditional PAQ, but is constructed to be easier to read for incumbents, job analysts and applicants ...
Point factor analysis (PFA) is a systemic bureaucratic method for determining a relative score for a job. [1] Jobs can then be banded into grades, and the grades used to determine pay . [ 2 ] PFA is a type of job evaluation ; the main advantage of PFA is that it is systemic and analytical.
For a typical job, direct material, labor, subcontract costs, equipment, and other direct costs are tracked at their actual values. These are accrued until the job or batch is completed. Overhead or "burden" may be applied either by using a rate based on direct labor hours or by using some other Activity Based Costing cost driver. In either ...
Individual psychological assessment (IPA) is a tool used by organizations to make decisions on employment. IPA allows employers to evaluate and maintain potential candidates for hiring, promotion, and development by using a series of job analysis instruments such as position analysis questionnaires (PAQ), occupational analysis inventory (OAI), and functional job analysis (FJA).
Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). [1]
Functional job analysis (FJA) is a method of job analysis that was developed by the Employment and Training Administration of the United States Department of Labor. FJA produces standardized occupational information specific to the performance of the work and the performer.