criteria
standards by which something is judged
conceptual criteria
the theoretical standard that researchers seek to understand
actual criteria
the operational or actual standards that researchers measure or assess
criterion deficiency
The part of the conceptual criterion that is not measured by the actual criterion
criterion relevance
the degree of overlap or similarity between the actual criterion and the conceptual criterion
criterion contamination
the part of the actual criterion that is unrelated to the conceptual criterion
work analysis
a formal procedure by which the content of work is defined in terms of activities performed and attributes needed to perform the work
subject matter expert
a person knowledgeable about a topic who can serve as a qualified information source
task
the lowest level of analysis in the study of work; a basic component of work (such as typing for a secretary)
position
a set of tasks performed by a single employee
job
a set of similar positions in an organization
job family
a grouping of similar jobs in an organization
task oriented procedure
a procedure or set of operations in work analysis designed to identify important or frequently performed tasks as a means of understanding the work performed
worker oriented procedure
a procedure or set of operations in work analysis designed to identify important or frequently utilized human attributes as a means of understanding the work performed
KSAOs
knowledge, skills, abilities, and other characteristics
linkage analysis
a technique in work analysis that establishes the connection between the tasks performed and the human attributes needed to perform them
taxonomy
a classification of objects designed to enhance understanding of the objects being classified
Position Analysis Questionnaire (PAQ)
a method of work analysis that assesses the content of jobs on the basis of approximately 200 items in the questionnaire
Occupational Information Network (O*NET)
An online computer-based source of information about jobs.
competency modeling
A process for determining the human characteristics (i.e. competencies) needed to perform successfully within an organization
objective performance criteria
a set of factors used to assess job performance that are (relatively) factual in character
subjective performance criteria
a set of factors used to assess job performance that are the product of someone’s judgement of these factors
maximum performance
the level of performance that individuals can do during short
typical performance
the level of performance that individuals will do on a day-to-day
