Notes

Question 1

Training and Development

Answer 1

Any discrepancies between the knowledge, skills, abilities, and other factors (often referred to as KSAOs) demonstrated by a jobholder and the requirements
contained in the description and specification for that job provide clues to training needs. The formal qualification requirements set forth in high-level jobs indicate how much more training and development are
needed for employees to advance to those jobs.

Question 2

Performance Appraisal

Answer 2

The requirements contained in the description of a job provide the criteria for evaluating the performance of the holder of that job.

Question 3

Compensation Management

Answer 3

In determining the rate to be paid for performing a job, the relative worth of the job is one of the most important factors. This worth is based on what the job
demands of an employee in terms of skill, effort, and responsibility, as well as the conditions and hazards under which the work is performed.

Question 4

Legal Compliance

Answer 4

A systematic collection of job data ensures that a job’s duties match its job description. If the criteria used to hire and evaluate employees are vague and not job
related, employers are more likely to find themselves being accused of discrimination.

Question 5

Job analysis

Answer 5

Job analysis is sometimes called the cornerstone of HRM because the information it collects serves so many HRM functions