Slide 3

Question 1

What does a job analysis do?

Answer 1

It ascertains the nature, the elements and the contents of each job in order to arrive at its constituents

Question 2

What are the reasons for job analysis?

Answer 2

1. to create a new job

2. to modify existing jobs

Question 3

What are the two outcomes of job analysis?

Answer 3

1. person specification

2. job description

Question 4

What are the types of data derived from job analysis/

Answer 4

1. the purpose of the job
2. the content of the job
3. accountability
4. performance standard
5. obligation and responsibility
6. growth and development factors

Question 5

What are some activities for carrying out job analysis?

Answer 5

1. existing documentary evidence
2. talking to the past and present employees
3. asking past and present employees about the perceptions of similar job
4. observing present job holders

Question 6

What are some data collection procedures for job analysis?

Answer 6

1. observations
2. self-description
3. documentary evidence
4. diaries and logs
5. interviews
6. questionnaires

Question 7

What is a job description?

Answer 7

a statement detailed enough to spell out the activities involved in the job and other relevant factors in the organizational climate

Question 8

What are the uses of a job description?

Answer 8

1. advertising recruitment
2. informing reward management
3. induction training
4. appraisal and training

Question 9

What does the person specification model entail?

Answer 9

1. physical attributes
2. attainment in education
3. general interest
4. general intelligence
5. disposition
6. background circumstances
7. special aptitudes