Hr Exam 1 Chapter 4 Job Analysis

Question 1

What is Job Analysis

Answer 1

The process of defining a job and identifying the behaviors needed to perform it. It is a systematic and thorough look at a given job.

Question 2

Information Collected (Data, People, Things)

Answer 2

-Knowledge: factual or procedural information necessary for successfully performing a task.
Education (proxy)

-Skill: an individual’s level of proficiency at performing a particular task.
Experience (proxy)

-Ability: a general enduring capability that an individual possesses.
Personal and physical demands (stand, sit, reach, etc)

-Other Characteristics: job-related licensing, certifications, or personality traits.

Question 3

Data Collection Methods

Answer 3

Observation
Interview
Questionnaire
Perform the job
Multiple methods

Question 4

Outcomes of Job Analysis

Answer 4

-Job description (task list)
Systematic, detailed summary of job tasks and responsibilities.
Assures that employees and managers are on the same page regarding who does what.

-Job specification (KSAOs)
Detailed summary of qualifications needed to perform required job tasks.

Question 5

Job Descriptions should contain the following

Answer 5

Job title.
FLSA status (exempt or non-exempt)
Exempt= salary non-exempt= hourly basis 
Job summary (2 to 3 sentence summary of job requirements) 
Essential job task statements
Job context or any unusual elements
Date created

Question 6

Job Specifications should contain the following

Answer 6

Job title.
Job summary (2 to 3 sentence summary of characteristics needed) 
Knowledge required to perform job
Skills required to perform job
Abilities required to perform job
Education required
Experience required
Licensure required or certification desired to perform the job.
Date created.

Question 7

Writing Task Statements

Answer 7

-Clear, complete picture of what is being done, how it is being done, and why it is being done
Task complete task statement will answer 4 questions:

What worker does (use action verb)
To whom or what he or she does it (state object of the verb)
What is produced (output of action)
What materials, tools, procedures, or equipment are used

Question 8

What areas are job analysis important for?

Answer 8

-HR Planning
in order to know the # of people needed for a company, we need to know what kind of tasks they will be doing.

-Selection
Need to know the required qualifications and the formula for the perfect employee
Need to know what we are looking for in applicants

-Training
What are they supposed to know, what do they already know, and what is the gap between the knowledge so we can teach them how to do their job?

-Performance Measurement
We do not know what if an employee is a good performer unless we define what it means to be a good performer.
Must have a predetermined idea of how the ideal employee would perform

-Compensation
Know how much to pay from ranks of jobs based on the importance to the company
in order to rank the importance, we need to know what the job entails

-Legal Compliance
only way to provide evidence that you are not discriminating
for validity of job-relatedness

Question 9

Advantages and disadvantages

Answer 9

Provides First Hand Job-Related Information
Helps in Creating Right Job-Employee Fit
Helps in Establishing Effective Hiring Practices
Helps in Analyzing Training & Development Needs

Time Consuming
Involves Personal Biasness
Involves Lots of Human Efforts