Lesson 2

Question 1

Main foundation of HR functions; process of studying positions, of describing the duties and responsibilities that go with jobs, and grouping similar positions into job categories; gathering, analyzing, and structuring of information about a job’s components, characteristics, and requirements; studies all the details about the job.

Answer 1

Job analysis

Question 2

Work environment; how to make activities that employees will enjoy.

Answer 2

Culture development

Question 3

HR function which is about the route to take.

Answer 3

Career planning

Question 4

Goal of job analysis.

Answer 4

Improve organizational performance & productivity to determine:

tasks to be performed,
the conditions under which they are performed,
the KSAOs needed

Question 5

Something we’re already able to do.

Answer 5

Ability/Abilities

Question 5

Something we can acquire.

Answer 5

Skill/Skills

Question 6

8 importance of job analysis.

Answer 6

Writing job description
Employee Selection
Training
Personpower planting
Performance appraisal/management
Job evaluation
Job design
Organizational analysis

Question 7

8 Sections of job description.

Answer 7

Job title
Brief summary
Work activities
Tools & equipment
Job context
Work performance
Compensation information
Job competencies

Question 8

Meaning of KSAO

Answer 8

Knowledge
Skills
Abilities
Other characteristics

Question 9

Importance of JA about identifying core competencies

Answer 9

Employee selection

Question 10

Importance of JA that is used as a basis for training programs; needs assessment.

Answer 10

Training

Question 11

Importance of JA about promotion, worker mobility, and Peter principle.

Answer 11

Personpower planting

Question 12

Promoting employees until they eventually reach their highest level of competence

Answer 12

Peter principle

Question 13

Importance of JA about determining how much employees in a position should be paid (a monetary value of the job)

Answer 13

Job evaluation

Question 14

2 stages of job evaluation.

Answer 14

Internal pay equity
External pay equity

Question 15

A stage of job evaluation where the salary is compared within the organization; determine compensable factors, determine their level, and determine factor weights.

Answer 15

Internal pay equity

Question 16

A stage of job evaluation where the salary is compared outside the organization; about how competitive is the salary

Answer 16

External pay equity

Question 17

Importance of JA about structuring job and job enrichment; how the job be best performed.

Answer 17

Job design

Question 18

Enhancing a job by adding more meaningful tasks & duties to make the work more rewarding or satisfying.

Answer 18

Job enrichment

Question 19

A group of SMEs (Subject Matter Experts) meets.

Answer 19

Committee-based

Question 20

Job analyst individually interviews/onserves several incumbents.

Answer 20

Field-based

Question 21

5 steps for preparing job anaylsis.

Answer 21

Identify tasks performed
Write tasks statements
Rate task statements
Determining essential KSAO
Selecting tests to tap KSAO

Question 22

Step for preparing a job analysis about gathering existing info, interviewing SMEs, observing incumbents, and job participation.

Answer 22

Step 1: Identify tasks performed

Question 23

Step for preparing a job analysis about containing action (what is done) & object (to which the action is done), and task inventory

Answer 23

Step 2: Write tasks statements

Question 24

Describes the nature of the job, its power and status level, and the competencies needed to perform the job; provides workers with some form of identity; aids in employee selection; affects perceptions of the status and the worth of the job.

Answer 24

Job title

Question 25

Briefly describes the nature and purpose of the job.

Answer 25

Brief summary

Question 26

Lists of tasks and activities in which worker is involved.

Answer 26

Work activities

Question 27

A list of all the tools and equipment used to perform the work activities.

Answer 27

Tools & Equipment

Question 28

Describes the environment in which the employee works.

Answer 28

Job context

Question 29

Contains information on the salary grade without mentioning the actual salary or salary range.

Answer 29

Compensation
information

Question 30

Also called job specifications; the KSAOs necessary to be successful in the job.

Answer 30

Job competencies

Question 31

Description of how a performance is evaluated and what work standards are expected; what to achieve in order to receive performance appraisal.

Answer 31

Work performance

Question 32

Informal changes that employees make in their jobs.

Answer 32

Job crafting

Question 33

Importance of JA about the construction of instrument.

Answer 33

Performance appraisal

Question 34

Awareness of some problems in the organization.

Answer 34

Organizational analysis

Question 35

Tasks, performance standard, responsibilities, knowledge required, experience needed, job context, duties, equipment used.

Answer 35

Job data

Question 36

Job analyst, Employee, supervisor

Answer 36

Sources of data

Question 37

Interviews, questionnaires, observations, records, O*NET.

Answer 37

Methods of data

Question 38

Description of functions and duties performed and the responsibilities involved, and the relation of the job to other jobs in the company; Tasks, duties, responsibilities.

Answer 38

Job description

Question 39

Recruitment, selection, training and development, performance appraisal, compensation management.

Answer 39

HR Functions

Question 40

Specification of the minimum personal qualifications in terms of trait, skill, knowledge, and ability required of a worker to perform the job satisfactory; Skills requirements, physical demands, knowledge requirements.

Answer 40

Job specification

Question 41

A questionnaire containing a list of tasks.

Answer 41

Task inventory

Question 42

Step in preparing for JA based on the frequency and importance of the task.

Answer 42

Step 3: Rate Task Statements

Question 43

The process of identifying the tasks for which the employees need to be trained.

Answer 43

Task analysis

Question 44

Step in preparing for JA about selecting methods.

Answer 44

Step 5: Selecting tests to tap KSAO

Question 45

Usually undertaken when the organization is starting new operations, a new job is created, a job is changed significantly by nature of operations, technology introduction, restructuring

Answer 45

Job Analysis Program