Lesson 3: Designing and Analyzing Jobs

Question 1

Competencies

Answer 1

demonstrable characteristics of a person that enable performance

Question 2

Competency based job analysis

Answer 2

writing descriptions based on competencies rather than duties
- describing the job in terms of the measurable, observable behavioural competencies that an employee must exhibit (KSAOs)
(step 2)

Question 3

position

Answer 3

A collection of tasks and responsibilities done by a single person
e.g., admin assistant for the financial advisor

Question 4

Ergonomics

Answer 4

seeks to integrate and accommodate the physical needs of workers into the design god the job
- adapt the entire job system

Question 5

Organizational Chart

Answer 5

Used to depict the structure of the firm (snapshot)
- flat
-bureaucratic 
- matrix 
(step 1)

Question 6

Industrial engineering

Answer 6

field of study concerned with analyzing work methods
- making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks and establishing time standards

Question 7

Process chart

Answer 7

Shows the flow of inputs to outputs from the job under study
(step 1)

Question 8

what are the steps in job analysis

Answer 8

1. Review relevant background information

2. Select a job to be analyzed

Question 9

Job description

Answer 9

Written statement of what the job holder actually does, how they do it and under what conditions
(step 5)

Question 10

Job design

Answer 10

systematically organizing work into tasks that are required to perform a specific job
- external factors influence the way a job is designed - want it to be more flexible and responsive
(step 2)

Question 11

Job enlargement (horizontal loading)

Answer 11

“dehumanizing aspects” of work - repetitive and specialized jobs

Question 12

Job enrichment (vertical loading)

Answer 12

assigning additional tasks at the same level of responsibility to increase the number of tasks to perform (reduces monotony)

Question 13

Job rotation

Answer 13

systematically moving employees from one job to another (reduces monotony and boredom)

Question 14

Job specification

Answer 14

what human traits and experiences are required to do the job
(step 5)

Question 15

National Occupational Classification

Answer 15

reference tools for writing job descriptions and job specifications
readily access info regarding the required activities, requirements, competencies etc by job title
(step 3)

Question 16

Occupation

Answer 16

described as a collection of jobs that share some or all of a set of main duties

Question 17

position analysis questionnaire

Answer 17

A way of obtaining information for the JA

step 3

Question 18

what are the steps in job analysis

Answer 18

1. Review relevant background information
2. Select a job to be analyzed
3. Collecting job analysis information
4. Verifying information
5. Writing job descriptions and specifications

Question 19

Physical demands analysis

Answer 19

the sense used and the type, frequency and amount of physical effort involved in the job
(step 5)

Question 20

Describe the fourth step of job analysis

Answer 20

The job information should be verified withy any workers perfuming the job and with the immediate supervisor

Question 21

Describe the fifth step of job analysis

Answer 21

Writing job descriptions and specifications

Question 22

What does a job description often include?

Answer 22

job identification: position title/department
job summary: general nature
relationships: who is directly and indirectly supervised, peers, superiors
duties and responsibilities: all the jobs major duties
authority of incumbent: limits of the authority (decision making, supervision)
performance standards: standards the employee is excepted to achieve
working conditions: noise level, temp, lighting etc

Question 23

what are the steps in job analysis

Answer 23

1. Review relevant background information
2. Select a job to be analyzed
3. Collecting job analysis information
4. Verifying information
5. Writing job descriptions and specifications
6. Communication nd Preparations for Revisions

Question 24

Describe the fifth step of job analysis

Answer 24

Writing job descriptions and specifications
- analyzing the information collected in step 3/4 and creating statements for each about the duties and responsibilities and the characteristics required
Writing competency based job descriptions is similar to tradition job analysis

Question 25

Describe the sixth step of job analysis

Answer 25

Communication and Preparations for Revisions

• organizational changes modify the nature of how the work is done, resulting in the need to modify the existing descriptions and specifications
• JA needs to be structured enough to allow for modifications as required but still provide an understanding for current employees of what needs to be done

Question 26

Explain the difference between a job and a position

Answer 26

a job is a group of activities completed by a group or a single individual
a position is completed by a single person

Question 27

Describe job description an explain the format of a job description

Answer 27

Job description can be in any order containing various areas of the job

Question 28

Describe job specifications and explain the difference between specification and description

Answer 28

specifications are the characteristics or traits, description are the duties and responsibilities
the “who” and the “what”