R & S Exam 1 (Chapter 4) Flashcards
Competencies
Groups of related behaviours that are needed for successful job performance in an organization. (p.140)
Competency dictionary
A listing of all of the competencies required by an organization to achieve its mandate, along with the proficiency level required to perform successfully in different functional groups or positions. (p.143)
Competency framework
A broad framework for integrating, organizing, and aligning various competency models that are based on an organization’s strategy and vision. (p.142)
Competency model
A collection of competencies that are relevant to performance in a particular job, job family, or functional area. (p.141)
Competency profile
A set of proficiency ratings related to a function, job, or employee. (p.145)
Core competencies
Characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess. (p.142)
Functional competencies
Characteristics shared by different positions within an organization (i.e., a group of related or similar jobs). Only those members of an organization in these positions are expected to possess these competencies. (p.142)
Job
A collection of positions that are similar in their significant duties. (p.112)
Job description
A written description of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures. (p.112)
Job family
A set of different, but related, jobs that rely on the same set of KSAOs. (p.113)
Job specification
The knowledge, skills, abilities, and other attributes or competencies that are needed by a job incumbent to perform well on the job. (p.112)
Job-specific competencies
Characteristics that apply only to specific positions within the organization. Only those people in the position are expected to possess these competencies. (p.142)
KSAOs
The knowledge, skills, abilities, and other attributes necessary for a new incumbent to do well on the job; also referred to as job, employment, or worker specifications. (p.116)
Position
A collection of duties assigned to individuals in an organization at a given time. (p.112)
Proficiency level
The level at which competency must be performed to ensure success in a given functional group or position. (p.143)
Proficiency scale
A series of behavioural indicators expected at specific levels of a competency. (p.144)
Subject-matter experts (SMEs)
People who are most knowledgeable about a job and how it is currently performed; generally job incumbents and their supervisors. (p.114)
Task inventories
Work-oriented surveys that break down jobs into their component tasks. (p.129)
Work-oriented job analysis
Job analysis techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes. (p.120)
Worker traits inventories
Methods used to infer employee specifications from job analysis data; commonly included in the job analysis literature. (p.133)
Worker-oriented job analysis
Job analysis techniques that emphasize general aspects of jobs, describing perceptual, interpersonal, sensory, cognitive, and physical activities. (p.120)
Is the following statement FALSE?
A job analysis is required by the law and must always be done.
What is the correct term for a written outline of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures?
a job description
What is the correct term for a collection of duties assigned to individuals in an organization at a given time?
position
When conducting a job analysis, most human resources managers will identify people who are most knowledgeable about a job and how it is currently performed. Who is LEAST likely to have this kind of knowledge?
a manager of the department
What is the correct term for a job analysis technique that emphasizes work outcomes and description of the various tasks performed to accomplish those outcomes?
work-oriented job analysis
Before starting to collect data for a job analysis, where can human resource managers collect information about the job in question?
O*Net
Information on which of the following CANNOT be found on the National Occupational Classification System?
salaries
Which of the following is a standardized questionnaire that includes 195 items and organizes job elements into 6 dimensions?
position analysis questionnaire
Which of the following tests can be used to collect information on workers’ traits?
Fleishman job analysis survey
When choosing a job analysis method, which of the following should NOT be taken into consideration?
employment equity law
Which of the following is the correct term for characteristics that apply only to certain positions within the organization?
job-specific competencies
Which of the following is NOT one of the great eight competencies developed by Bartram?
communicating and supervising
