Har Job Analysis

Question 1

Job

Answer 1

Group of related activities and duties

–May be held by one or several employees

Question 2

Position

Answer 2

Collection of tasks and responsibilities performed by an individual

Question 3

HRM Activities That Rely on Job Analysis

Answer 3

Careful study of jobs to improve employee productivity level
Elimination of unnecessary job requirements that can cause discrimination in employment.
Creation of job advertisements used to generate a pool of qualified applicants.
Matching of job applicants to job requirements.
Planning of future human resource requirements.
Determination of employee orientation and training needs.
Fair and equitable compensation of employees.
Identification of realistic and challenging performance standards.
Redesign of jobs to improve performance, morale, and quality of work life.
Fair and accurate appraisal of employee performance.

Question 4

Steps in job analysis

Answer 4

Phase 1: Preparation
Phase 2: Collection of Information
Phase 3: Use of Information

Question 5

Phase 1: Preparation

Answer 5

Step 1: Familiarization with the organization and its jobs
•Step 2: Determine uses of job analysis information
•Step 3: Identify jobs to be analyzed

Question 6

Phase 2: Collection of Information

Answer 6

Step 4: Determine sources of job data
Step 5: Data collection instrument design
Step 6: Choice of method for data collection

Question 7

Phase 3: Use of job analysis Information

Answer 7

Job Descriptions
•Job Specifications
•Job Performance Standards
•Competency Models
•Job Design
designing HRIS
Changing HR system
organization change

Question 8

Job Description

Answer 8

A recognized list of functions, tasks, accountabilities and working conditions.

Question 9

Job Identity

Answer 9

Job title, job location, job code, job grade

Question 10

Choice of method of data collection

Answer 10

Choice of method for data collection
–Interviews
–Focus groups
–Mailed questionnaires
–Employee log
–Observation
–Combinations

Question 11

Job Specifications

Answer 11

A written statement that explains what a job demands of jobholders and the human skills and factors required

Question 12

Job Performance Standards

Answer 12

The work performance expected from an employee on a particular job

Question 13

Competency Models

Answer 13

Competency
–Knowledge, skills, ability, or characteristic associated with superior job performance
–Broader in scope than KSAOs e.g. communication
•Competency model (competency framework)
–Describes a group of competencies required in a particular job
•Competency matrix
–A list of the level of each competency required for each of a number of jobs

Question 14

Job Design: Key Considerations

Answer 14

Organizational consideration 
Ergonomic consideration 
Environmental consideration 
Employee consideration 
Job specialization consideration

Question 15

Organizational Considerations

Answer 15

Efficiency

Work flow

Question 16

Ergonomic Considerations

Answer 16

Considers the physical relationship between the worker and the work
•Multi-disciplinary
–Anatomy, physiology, psychology, sociology, physics, and engineering

Question 17

Increasing Quality of Work Life

Answer 17

Job Rotation
•Job Enlargement
•Job Enrichment
•Employee Involvement and Work Teams
•Use of Job Families in HR Decisions

Question 18

Environmental Considerations

Answer 18

Workforce Availability
–Abilities and availability of the people who will do the work
•Social Expectations
–Expectations of larger society and workers
•Work Practices
–Set ways of performing work

Question 19

job design

Answer 19

identification of job duties characteristics , competences , and sequences ,taking into consideration ,technology , workforce ,organizational character and environment

Question 20

job family

Answer 20

groups of different jobs that are closely related by similar duties , responsibilities , skills