What are the major advantages and disadvantages of the different methods of collecting job analysis information quizlet?

The conditions under which a person's job is performed and the demands such jobs impose upon the individual.

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Additional Info from the powerpoint:
Work conditions - e.g. reporting and supervision, judgment, authority
Physical and personal demands of the work on workers

Types:

Reporting Relationships -Where the job fits in the organizational hierarchy.

Supervision Received -How closely the job is supervised.

Judgment- How much discretion the worker has in determining how the job will be carried out.

Authority -How much authority the worker has with respect to such things as hiring, firing, disciplining, budgeting, and making capital expenditures.
Personal Contacts- The type of people with whom the worker comes in contact and the nature of the contact.
Working Conditions- Factors within the work environment that cause discomfort or danger. Discomfort factors include such things as the presence of extreme temperatures, poor ventilation, and excessive noise. Dangers include such things as working in high places and exposure to toxic chemicals.

Physical Demands -Aspects of the job that are physically taxing, such as the need to run, climb, crawl, stand for long periods, reach, lift, and visually monitor a pro- cess over a prolonged period.

Personal Demands- Aspects of the job causing possible stress, such as competing demands, constant interruptions, difficult customers, boredom, conflicting or ambig- uous job responsibilities, and required overtime.
Could see him asking a question saying, reporting, supervision, and judgement are all apart of, and the answer is job context. (so think about having to work under supervision, judgement, and reporting(think of them as conditions = job context).

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1) Design and Evaluation of Training - focus training on most difficult and/or most frequent elements of job

2) Performance Appraisal - criteria for appraisal should be matched with most important elements of job

3) Job Design- simplify job with too many disparate activities

4) Personnel Selection - once you know what is needed to do the job, job requirements can be generated items on job tests can be written based on a job analysis (e.g., if job requires high intelligence, give intelligence test)

5) Job Evaluation - judges relative worth of jobs in an organization; sets fair compensation rates