Chapter 5

Question 1

Explain the strategic importance of job analysis and competency modeling in managing human resources

Answer 1

Job analysis and competency modeling provides a foundation for achieving integration among various HR activities. It also facilitates the process of radical change and help organizations comply with various laws and regulations.

Question 2

Reengineering

Answer 2

refers to the radical redesign of an organization’s functions and business processes

Question 3

organizational redesign

Answer 3

may involve realigning departments, changing who makes decisions, and merging or reorganizing departments

Question 4

job enrichment

Answer 4

involves changing jobs to broaden and add challenge to the tasks required

Question 5

Describe the roles and responsibilities of the HR Triad for job analysis and competency modeling

Answer 5

HR professionals coordinate the process, while line managers and employees serve as SMEs

Question 6

Specify the terminology used in job analysis and competency modeling

Answer 6

Since an entire system for managing human resources depends on understanding the jobs in an organization, specific terminology is needed, i.e.: position, job, occupation, job analysis, competency modeling, job description, and career path

Question 7

position

Answer 7

refers to the activities carried out by any single person

Question 8

job

Answer 8

refers to positions that are functionally interchangeable in an organization

Question 9

occupation

Answer 9

refers to a group of jobs that involve similar work and require similar competencies, training and credentials

Question 10

job analysis

Answer 10

a systematic process of describing and recording information about job behaviors, activities, and worker specifications

Question 11

task-focused job analysis

Answer 11

describes what the job involves in terms of work activities and outcomes

Question 12

worker-focused job analysis

Answer 12

identifies the characteristics of job incumbents that are required to perform the job well

Question 13

competency

Answer 13

a measurable pattern of knowledge, skills, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully

Question 14

competency modeling

Answer 14

the objective is to describe the competencies of successful employees for a series or progression of several jobs

Question 15

job description

Answer 15

spells out essential job functions or duties, describes the condition in which the job is performed, and states the competencies needed as well as any special training or certification requirements for the job

Question 16

Identify the various sources of information used in job analysis and competency modeling

Answer 16

SMEs are the people who are sources of information about specific job requirements.

Question 17

Subject Matter Experts (SMEs)

Answer 17

the people used as sources of information about specific jobs, i.e.: job incumbents, line managers, trained job analysts, and/or customers

Question 18

job incumbents

Answer 18

the people who are currently doing the job

Question 19

Report the methods used to collect information for job and organizational analyses

Answer 19

1) Observations; 2) Individual and group interviews; 3) Questionnaires

Question 20

work sampling

Answer 20

refers to the process of taking instantaneous samples of the work activities of individuals or groups of individuals

Question 21

Describe several standardized approaches used for job analysis

Answer 21

time - and - motion studies, ergonomic analysis, the O*NET, the PAQ and the MPDQ

Question 22

Time-and-Motion study

Answer 22

involves identifying and measuring a worker’s physical movements when performing tasks and then analyzing the results to determine whether some motions can be eliminated or performed more efficiently

Question 23

ergonomic analysis

Answer 23

the objective is to minimize the amount of stress and fatigue experienced as a result of doing work; the focus is on understanding how job tasks affect physical movements and physiological responses

Question 24

O*NET

Answer 24

provides a comprehensive database system for collecting, organizing, describing, and disseminating data on job characteristics and worker attributes

Question 25

Position Analysis Questionnaire (PAQ)

Answer 25

a widely used questionnaire that measures the work behaviors required by a job and relates them to worker characteristics

Question 26

Management Position Description Questionnaire (MPDQ)

Answer 26

a standardized questionnaire for analyzing the concerns, responsibilities, demands, restrictions, and miscellaneous characteristics of managerial jobs

Question 27

Show how a customized approach differs from a standardized approach

Answer 27

Standardized approaches are generic. Customized approaches are unique to each situation. The customized approach begins with development of the measurement tools to be used for the job analysis.

Question 28

customized task inventory

Answer 28

a listing of tasks, work behaviors, or worker characteristics (called items) created specifically for the jobs or group of jobs being analyzed

Question 29

Explain the different approaches to analyzing competencies

Answer 29

The competencies needed to perform a job can be analyzed using either a standardized or a customized approach

Question 30

Personality-Related Position Requirements Form (PPRF)

Answer 30

is designed to measure the importance of 12 personality characteristics for job performance

Question 31

competency inventory

Answer 31

is a detailed file maintained for each employee that documents the person’s competencies

Question 32

What are two current issues in job analysis and competency modeling

Answer 32

Decreased job specialization, increased job sharing and increased prevalence of work teams makes job analysis less useful and competency modeling more useful