1-2 Discuss the relationship between job analysis and HRM processes. Flashcards

1
Q

What is the definition of ‘Job Analysis’?

A

The process of obtaining information about jobs by determining the duties, tasks, or activities and the skills, knowledge, and abilities associated with the jobs.

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2
Q

Why is job analysis referred to as the cornerstone of HRM?

A

Because the information it collects informs and supports many HRM processes such as recruitment, training, performance management, and compensation.

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3
Q

What are the key components gathered during a job analysis?

A

Work activities, worker attributes, and work context.

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4
Q

What is the ultimate purpose of job analysis?

A

To improve organizational performance and productivity.

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5
Q

How does ‘Job Analysis’ differ from ‘Job Design’?

A

Job analysis focuses on objective and verifiable information about job requirements, while job design involves subjective opinions about the ideal job requirements.

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6
Q

Why is it important to link job analysis to the organization’s goals and strategies?

A

Without this link, job requirements may not reflect future needs or align with organizational performance.

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7
Q

Who typically conducts job analysis?

A

Trained HR professionals, though managers with strong analytical skills can also do it.

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8
Q

What role does the employee (job incumbent) play in job analysis?

A

They provide critical information about the job based on their firsthand experience.

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9
Q

What is the National Occupational Classification (NOC)?

A

A resource provided by the Government of Canada that lists detailed job information.

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10
Q

What methods can be used to collect job data during job analysis?

A

Individual interviews, questionnaires, observation, employee logs or diaries.

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11
Q

How are larger organizations likely to collect job data?

A

By using standardized questionnaires (electronic or hard-copy) that request lists of work activities.

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12
Q

What factors should be considered when selecting a method for job analysis?

A

The balance between the time and money spent versus the quality of information collected.

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13
Q

Why is it critical to review job analysis information after collection?

A

To ensure the accuracy and prevent the inflation of job requirements.

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14
Q

How can ethics play a role in job analysis?

A

Inflated job requirements can create unnecessary challenges and costs, highlighting the need for ethical considerations in job analysis.

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15
Q

Where can you get job information during the job analysis process?

A

From employees, supervisors, and online job profiles.

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16
Q

What are the methods used to obtain job information?

A

Questionnaires, interviews, diaries, and observations.

17
Q

What job information is collected during job analysis?

A

Tasks, Duties, Responsibilities, Equipment used, Skills required, Knowledge required, Experience required, Working conditions, Effort, Job context, Performance standards.

18
Q

Where does the information from job analysis go?

A

Into a written job description, which includes: Job title, Summary of the job, Job duties and responsibilities, Job specification (skills, knowledge, abilities), Standards of performance.

19
Q

How is job analysis information used in HRM?

A

For: Recruitment, Selection, Performance management, Training and development, Health and safety, Compensation.