Products ob Job Analysis (JA Part 2)

Question 1

concentrates on describing the job as it is currently being performed

Answer 1

Job Description

Question 2

a formal, written document which explains what the job is called, what it requires to be done, how to be done and where it is to be done.

Answer 2

Job Description

Question 3

concentrates on knowledge, skills, abilities, and other characteristics (KSAOs) needed to perform the job.

Answer 3

Job Specifications

Question 4

identifiable factual information necessary to perform the job

Answer 4

Knowledgeable

Question 5

are specific proficiencies necessary for performing the tasks that make up the job.

Answer 5

Skills

Question 6

general and enduring capabilities for doing the job.

Answer 6

Abilities

Question 7

Contents of job description

Answer 7

Date written
Job status(Full time or part time; salary or wage)
Position title
Job summary(a synopsis of the job responsibilities)
Detailed list of duties and responsibilities
Supervision received( to whom the job holder reports)
Supervision exercised, if any(who reports to this employee)
Principal contacts( in and outside the organization)
Related meetings to be attended and reports to be filed
Competency or position requirements
Required education and experience
Career mobility(position for which job holder may qualify next)

Question 8

Job analysis methods

Answer 8

Observation
Interview
Questionnaires
Functional Job Analysis

Question 9

• simple and straightforward

- person making the analysis observes individual/s performing the job and takes pertinent notes describing the work

Answer 9

Observation

Question 10

Determine the elements of work required to perform it, the order of which these elements occur, and the times required to perform them effectively.

Answer 10

Time Study

Question 11

Objective is to determine how long it should take an average person to perform the job/task in question.

Answer 11

Time Study

Question 12

observation method based on taking statistical samples of job actions throughout the workday then drawing inferences about requirements and demands of job

Answer 12

Work Sampling

Question 13

• meeting and interview of job holder usually held at job site

Answer 13

Interview

Question 14

Types of Interview

Answer 14

Unstructured - no preplanned format

Structured - follows designed format

Question 15

• typically 3 to 5 pages long containing objective and open-ended questions.
• can obtain information from a large number of employees in a short period of time.

Answer 15

Questionnaires

Question 16

uses standardized statement and terminology to describe the contents of jobs.

Answer 16

Functional Job Analysis

Question 17

describes how employee interacts with data, people and things

Answer 17

Functional Level

Question 18

describes the amount of time(using %) employee spends on tasks of each functional level.

Answer 18

Function Orientation

Question 19

TRUE OR FALSE: The supervisor and the job holder do not participate in the design of the job analysis.

Answer 19

TRUE

Question 20

TRUE OR FALSE: Job incumbents are seldom trained or prepared to generate quality data for job analysis.

Answer 20

TRUE

Question 21

Process of structuring work and designating specific work activities of individuals or group of individuals to achieve organizational objectives.

Answer 21

Job Design

Question 22

3 phases of job design process

Answer 22

1. specification of individual tasks
2. specification of method of performing each task (HOW)
3. combination of individual tasks into specific jobs to be assigned to individuals

Question 23

Refers to the number and variety of different tasks performed by the job holder.

Answer 23

Job Scope

Question 24

Refers to the freedom of job holders to plan and organize their own work, work at their own pace, move around and communicate as desired.

Answer 24

Job Depth

Question 25

An approach which was first introduced as an alternative to viewing job design strictly as a matter of specializing the job as much as possible.

Answer 25

Sociotechnical Approach

Question 26

Includes factors such as temperature, humidity, ventilation, noise, lighting, color and spatial density can have an impact on the design of jobs.

Answer 26

The physical work environment

Question 27

should allow for normal lighting, temperature, ventilation and humidity.

Answer 27

Physical environment

Question 28

refers to alternative work schedules and arrangements.

Answer 28

Flexible Work Arrangements (FWA)

Question 29

allow an employee to alter time and/or place when/where work is conducted on a regular basis, consistent and predictable with the employer’s operations.

Answer 29

Flexible Work Arrangements (FWA)

Question 30

Types of Flexible work arrangements (FWAs)

Answer 30

Flextime
Telecommuting
Condensed work week
Contingent Workers

Question 31

flexible working hours, allow employees to choose, within certain limits when they start and end their workday.

Answer 31

Flextime

Question 32

the practice of working at home or while travelling and being able to interact with the office.

Answer 32

Telecommuting

Question 33

the number of work hours per week is increased and the number of days in the workweek is decreased.

Answer 33

Condensed work week

Question 34

Types of Contingent Workers

Answer 34

Independent Contractors and on-call workers

Temporary or short-term workers

Question 35

Types of Flexible work arrangements (FWAs)

Answer 35

Compensation
Retention
Attitude and work quality
Orientation and training
Legal issues
Use of company resources
Physical security