Lesson 2

Question 1

is a systematic exploration of the activities within a job.

It defines and documents the duties, responsibilities and accountabilities of a job and the conditions under which a job is performed.

Answer 1

Job Analysis

Question 2

It is important to conduct job analysis to determine the

responsibilities inherent in the position as well as the qualifications needed to fulfill its responsibilities.

Answer 2

Job Analysis

Question 3

It is also essential in the recruitment process of the organization to locate an individual having the requisite capabilities and education.

Answer 3

Job Analysis

Question 4

Successful HRM practices can lead to outcomes that create competitive advantage.

When properly performed, job analyses can enhance the success of HRM practices by laying the required foundation.

Answer 4

Importance of Job Analysis

Question 5

consists of responsibility and duties performed by an individual. There are as many positions in a firm as there are employees.

Answer 5

Position

Question 6

group of positions that are similar in their duties. In some instances, only one position may be involved, simply because no other similar position exists.

For example, the position of the chief accountant also constitutes a job since there is only one chief accountant in the organization.

Answer 6

Job

Question 7

group of jobs that are similar as to kind of work and are found throughout an industry. An occupation is a category of work found in many firms

Answer 7

Occupation

Question 8

the procedures used for determining/collecting information relating to the operations and responsibility of a specific job. The end results are job description and job specifications.

Answer 8

Job analysis

Question 9

organized, factual statements of the duties and
responsibilities of a specific job. It tells what is to be done, how it is done, and why.

It is list of job duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities.

Answer 9

Job description

Question 10

a written explanation of the minimum acceptable human qualities necessary for effective performance of a given job.

It designates the qualities required for acceptable performance, which are requisite education,
skills, personality, and so on.

Answer 10

Job specifications

Question 11

grouping of jobs on some specified basis such as kind of work or pay.

It can refer to a grouping by any selected characteristics but
preferably used most often in connection with pay and job evaluation

Answer 11

Job classification

Question 12

systematic and orderly process of determining the worth of a job in relation to other jobs.

The objective is to determine the correct rate of pay.

Answer 12

Job evaluation

Question 13

coordinated and aggregated series of work elements used to produce an output.

Answer 13

Tasks

Question 14

a task-based or work oriented technique describing

the work performed.

Answer 14

Functional job analysis

Question 15

an example of a job analysis method

Answer 15

Position analysis questionnaire (PAQ)

Question 16

Job analysis provides information in several cases including the following:

Answer 16

1. How much time is taken to complete basic tasks?
2. How are tasks grouped together into a job?
3. How can a job be designed so that employee performance can be improved?
4. What kind of skills is needed to perform a given job?
5. What kind of person is best suited to perform a certain type of job?

All these information provides a foundation for other HR activities.

Question 17

Specific Information Provided by Job Analysis

Answer 17

1. Job title and location
2. Organizational relationship
3. Relation to other jobs
4. Job summary
5. Information concerning job requirements

Question 18

brief explanation of the number of persons
supervised (if applicable) and job title of the position supervised. It also reflects
supervision received.

Answer 18

Organizational relationship

Question 19

describes and outlines the coordination required by the job.

Answer 19

Relation to other jobs

Question 20

condensed explanation of the content of the job.

Answer 20

Job summary

Question 21

usually provides information about machines, tools, materials, mental complexity and attention required, physical demands and working conditions

Answer 21

Information concerning job requirements

Question 22

The result of job analysis provides a complete description that contains job summary, the duties and responsibilities, machine and equipment used, and some indications of the working conditions. It is also used to describe the individual traits and characteristics required in performing the job well.

Answer 22

Preparing the Job Description and Writing the Job Specifications

Question 23

Job analysis information is useful when searching for the right person to fill the job. It
helps to seek and find the type of people that will contribute to and suit the needs of
the organization.

Answer 23

Recruitment and Selection

Question 24

Job analysis information is also essential for estimating the value of and appropriate compensation for each job.

This is because compensation usually depends on the
job’s required skill and educational level, safety, hazards, degree of responsibility, and so on, all of which are assessed through job analysis

Answer 24

Determining the Rate of Compensation

Question 25

It involves comparison of actual versus planned output. Job analysis information is used to identify the standards and performance objectives and specific activities to be performed against which employees are evaluated.

It is used to acquire an idea of
acceptable level of performance for a job.

Answer 25

Performance Appraisal

Question 26

Job analysis information is used to design training and development programs because the analysis and resulting job description show the skills and therefore the kind of training that is required.

Training and development are conducted to satisfy these skills and competency requirements.

Answer 26

Training

Question 27

The movement of individuals into and out positions, jobs, and occupation is a common procedure in organizations.

Job analysis provides a clear and detailed
information to employees on career movement.

Answer 27

Career Planning and Development

Question 28

The safety of a job depends on the proper layout, standards, equipment, and other physical conditions. What a job entails and the type of people needed contribute information to establish safe procedures so that unsafe practices can either be changed
or discontinued.

Answer 28

Safety

Question 29

An attempt of an employee to add or subtract from the duties listed, as a result of job analysis, is already a violation of this standard.

The Labor union as well as the management is interested in this matter.

Controversies often result and a written record of the standard job jurisdiction is valuable in resolving such disputes.

Answer 29

Labor Relations

Question 30

Uses of Job Analysis Information

Answer 30

1. Preparing the Job Description and Writing the Job Specifications
2. Recruitment and Selection
3. Determining the Rate of Compensation
4. Performance Appraisal
5. Training
6. Career Planning and Development
7. Safety
8. Labor Relations

Question 31

Methods Used in Job Analysis

Answer 31

1. Interview
2. Observation
3. Questionnaires
4. Employee Recording/Use of Log Book

Question 32

Job analysis information can be obtained by interviewing the job incumbent or by
group interviews with group of employees doing the same job or by interviewing the supervisor who is knowledgeable about the job.

Interview information is particularly valuable for professional and technical jobs that mainly involve thinking and problem solving.

Answer 32

Interview

Question 33

Direct observation is especially useful when jobs consist mainly of observable physical activity. Jobs like those of janitor, production workers, and drivers are example of these.

On the other hand, observation is usually not appropriate when the job entails significant amount of mental activity, such as the work of the lawyer, financial analyst, and the like.

Answer 33

Observation

Question 34

The use of questionnaires is usually the least costly method for collecting large amount of information in a short period of time.

Advantages of using the questionnaire method include the information gathered is quantitative in nature and can be easily updated as the job changes.

It usually includes questions asking the worker to describe the kinds of experiences, qualifications, and attitudes needed to perform the job.

It also includes a detailed list of activities performed and the importance of each activity or the
percentage of time spent in performing it.

Answer 34

Questionnaires

Question 35

This is a recording by job incumbents of job duties, frequency of the duties, and when the duties are accomplished.

This can produce a complete picture of the job,
especially when supplemented with subsequent interviews with the worker and the supervisor.

Answer 35

Employee Recording/Use of Log Book