Chapter 4 - Defining, Analysing, And Designing The Work

Question 1

What is job analysis?

Answer 1

It is the process of systematically obtaining information about jobs

Question 2

What is job design?

Answer 2

The process of defining and organizing tasks, roles and other processes

Question 3

Who’s mainly in charge of doing job analysis? Job design?

Answer 3

Job analysis -> HR

Job design -> Line manager

Question 4

What is a job?

Answer 4

Group of related activities and duties

Question 5

What is a position?

Answer 5

Specific duties performed by one person

Question 6

What is work?

Answer 6

Tasks or activities that need to be completed

Question 7

What is a role?

Answer 7

The “part” an employee plays in an organization - refers to behaviours

Question 8

What are the 3 steps of job analysis?

Answer 8

1. Job analysis is conducted
2. Job description is written
3. Job description is used in HRM processes

Question 9

Where do you get job information during job analysis? (Sources)

Answer 9

By asking employees, supervisors and checking online job profiles

Question 10

What are the methods of obtaining job information?

Answer 10

Questionnaires, interviews, diaries, observations

Question 11

What type of informations is collected?

Answer 11

Tasks, duties, responsabilities, equipment used…

Question 12

Where does the informations collected for job analysis go?

Answer 12

On a job description

Question 13

What is the purpose of a job description?

Answer 13

For recruitment, selection, performance management…

Question 14

What is the goal of job analysis?

Answer 14

To improve organizational performance

Question 15

What are the 4 steps of the task analysis approach?

Answer 15

1. Collect task statements
2. Identify important statements
3. Establish dimensions
4. Determine KSAs

Question 16

What does KSA stand for?

Answer 16

Knowledge, skills and abilities

Question 17

What is the challenge of information accuracy in job analysis?

Answer 17

Employees tend to inflate the job, lack of accuracy, HR has to stay extremely objective

Question 18

What is a job description?

Answer 18

A short written document that contains:

• date
• O*NET or NOC code
• Job title
• Summary of job
• characteristics of job
• standards of performance…

Question 19

What do the standards of performance do?

Answer 19

They:

• Identify expected results
• minimize misunderstandings
• establish foundation for taking corrective action

Question 20

What are the do’s of a job description?

Answer 20

Be concise, direct and simple
Use action verbs
Update regularly
Not too restrictive
Standard of performance

Question 21

What are the don’ts of a job description?

Answer 21

Vague terms
No update
Omits important tasks
Limits scope of activities
No standard of performance

Question 22

What are the 4 main factors to consider in designing a job?

Answer 22

1. Organizational objectives
2. Ergonomic concerns
3. Employees attitudes and behaviours
4. Industrial engineering concerns

Question 23

What are the 5 strategies in job design?

Answer 23

1. Job rotation
2. Job enlargement
3. Job enrichment
4. Leadership teams
5. Job crafting

Question 24

Describe the JOB CHARACTERISTICS MODEL

Answer 24

1. Core job dimensions
2. Critical psychological states
3. Personal and work outcomes

Question 25

What does employee empowerment consists in?

Answer 25

In pushing down decision-making responsibility
Sharing of information and power to act
Encourage participation

Question 26

What is a team?

Answer 26

Groups of employees who work together towards a common goal, have complementary skills, are interdependent in their work and have discretion over tasks