People - Talent Acquisition (Job Description) Flashcards
Which is an example of a job specification for a line supervisor?
Answer: Has five years of experience
Job specifications: experience (years), education, certification/licenses, mental abilities, physical abilities, level of organizational responsibilities.
A job specification should list what is necessary for satisfactory performance, not the characteristics of an ideal candidate.
Other answers why they are wrong: A bachelor’s degree is probably more than is needed, and the traits of creative ability and versatility are typically indicative of critical success factors associated with job competencies.
What part of job documentation provides a written statement of the necessary qualifications of the job incumbent?
Answer: Job specification
Lists the necessary qualifications (experience, education, certifications/licenses, physical skills, mental abilities, level or organizational responsibilities.
A job specification is a written statement of the necessary qualifications of the job incumbent. A job description is a written description of the job and its requirements.
In global staffing, why is it important to use a common approach for analyzing and describing jobs?
Answer: It facilitates communication and decision making about jobs. pg 78
Defining jobs consistently and clearly, in a common language, is important in a global environment because it establishes a common understanding of the jobs that need to be filled and the skills and experience necessary for those jobs. It also facilitates communication and decision making about jobs across different cultures.
HR is in the process of creating clearly defined, consistent job descriptions for a global environment. Which common challenge should HR anticipate?
Answer: Interpretations of the job functions may vary
The same words used to describe a job may have different meanings across the globe. Or entirely different words may be used to describe tasks, activities, or entitlements.
An organization is in the process of updating its compensation system and has started the task of evaluating jobs and grouping those with similar duties together. Which documents would be most useful for this purpose?
Answer: Job descriptions
The job description is a written record of job duties and responsibilities and will be most valuable in grouping jobs with similar duties.
A bona fide occupational qualification (BFOQ) is a job criterion that employers can use to hire a foreign national. To use the BFOQ defense, what must employers prove?
Answer: That local employees cannot perform the key duties required by the job
Employers who use the BFOQ defense must prove that all, or substantially all, local employees cannot perform the key duties and responsibilities required by the job position.
Service specialists are given a lot of discretion when dealing with customers, and those interactions have a big effect on the organization’s sales. The difference in revenue generation and customer satisfaction between high performers and low performers is significant. What best describes the high performers?
Answer: Pivotal talent pool
These service specialists would be an example of what Boudreau and Ramstad call “pivotal talent pools.” Boudreau and Ramstad maintain that these can lead to improved organizational decisions and performance.
An international organization is creating a new position that will be implemented simultaneously in several countries. The HR VP wants to make sure that the organization is able to attract talented, qualified individuals in every location. What can the HR VP do to help ensure that they are able to do so?
Answer: Perform a compensation study to ensure that the salary meets market expectations in each location.
Performing a compensation study based on a consistent job description is the best way to ensure that the position will attract the desired number of qualified candidates in each location.
An organization in the United States is having trouble staffing its international department successfully, and this is causing revenue growth to fall below expectations. The HR VP wants to look into bringing in an expatriate from a country containing a key market that the organization wants to focus on to drive growth. What must the organization do before hiring an expatriate for the role?
Answer: Prove that all local employees cannot perform the key duties and responsibilities required by the job description.
In order to hire an expatriate for a position in the United States, an organization must show that the position has a bona fide occupational qualification (BFOQ) proving that all local employees cannot perform the key duties and responsibilities required by the job description. This is a requirement prior to legally and permissibly hiring a foreigner for a job in the United States.
The statement “Must possess a working knowledge of customer security requirements and incident investigation” is included in a job description for a security specialist position. What does this best exemplify?
Answer: Minimum qualification
This statement indicates the minimum knowledge required to perform the job satisfactorily, an example of a minimum qualification.
The HR VP of a global organization has identified an issue with developing and retaining leaders from internal sources, leading to difficulty building continuity within divisions. Each division has international contacts and responsibilities, making it difficult to hire candidates with the requisite skills and abilities from external sources. What is the best way the HR VP can attempt to address this situation?
Engage in a career management and succession planning process, building new job paths to develop internal leadership candidates.
Using job descriptions to develop a career path that engages, promotes, rewards, and teaches young leaders in the organization is the most proactive approach to ensure that the organization has an easier time filling leadership positions going forward. This may involve creating postings in foreign countries for these individuals, so that they understand the cultures and requirements that they must meet when handling the international aspects of the positions.
