Unit 2: Job Analysis

Question 1

What is Job Analysis

Answer 1

Process of obtaining job information.
Its a systematic procedure to gatheer documents and analyze info about 3 basic aspects: context, content & requiremement

Question 2

Define 2 types of recuitment

Answer 2

Internal: advertise with company/only to current employees
External: advertside outside (e.g. job portals, databases, lnkedin)

Question 3

whats the benefit of internla recuirtment?

Answer 3

Save time and money, motivate employees

Question 4

define selection

Answer 4

Picking up most suitable candidates meeting the role & comapny requirements

Question 5

what is Robert Yerkes’ WW1 Alpha/beta test?

Answer 5

A test used in WW1 to ensure correct role distibution

Question 6

deifne onboarding

Answer 6

the process of familiarising new employees with the org.
begins at employment offer until a productive org member

Question 7

define performance appraisals

Answer 7

regular review of employee’s job performance and contributions (e.g. annual review, performance review)

Question 8

Define Training

Answer 8

Ongoing process of using performance evaluation to develop training plan that reinforces the lakcing skills/competencies

Question 9

Define Offboaridng

Answer 9

Disengaging employee from position in company (whether left or laid off)

Question 10

what is the different between job & occupation?

Answer 10

Job: set of tasks, duties, responsibilities continuing a persons regular activity at work

Occupation: a set of job positions with similar characteristics

Question 11

what 5 things is job analysis needed for?

Answer 11

• personnel selection
• performance assessment
• training
• rumination
• career planning

Question 12

what is a job description?

Answer 12

job duties & responsibilities
relationships with other jobs
detailed, structured, ordered, systematic exposition
prose text/encoded format

Question 13

what are the 2 aspects of job descrptions

Answer 13

content
context

Question 14

what is job specification?

Answer 14

competencies (KSAOs) required for satisfactory fulfilment of tasks

Question 15

what are ksaos?

Answer 15

knowledge
skills
abilities
other

Question 16

what is McClelland’s definition of competency?

Answer 16

underlying characteristic causally related to superior performance in a job

Question 17

what is Clause Levy-Leboyer’s definition of competency?

Answer 17

ability to transform and dispose of behaviours to make them more effective in the context

Question 18

what is Spencer & Spencer’s definition of competency?

Answer 18

individual characteristic that can predict behaviour & performance

Question 19

what is Spencer & Spencer’s definition of competency?

Answer 19

individual characteristic that can predict behaviour & performance

Question 20

what is the ‘requirements’ sections of of job analysis?

Answer 20

A part of specification
The characteristics the occupant must have (traits, attititude, abilities)

Question 20

What is the content information of job anlsysi

Answer 20

Functions (repsonsibilities)
Tasks
Procedures (methods, tools, techniques)
Other (objectives, purposer, frequency time)

Question 21

what is the context info of job analysis?

Answer 21

Physical (noise, temp, lighting)
Social (interactions; clients? colleagues? supervisors?)

Question 22

what are the 7 methods of gaining job info?

Answer 22

Observation
Interviews
Questionnaires
Focus groups
work diaries
job execution
document analysis

Question 23

what are the 2 types of observation

Answer 23

Participatory: immerse self into faily routine of participants

Systematic: specification fo which action, attributes, variables are to be recorded & how to ensure consistent results across observers

Question 24

what are the pros & cons of observations? (3 of each)

Answer 24

+ primary data
+ thorough & comprehensive info
+ high face validity
- expensive & timely
- Evaluation apprehension
- not applicable to complex/intellectual tasks

Question 25

what are the pros & cons of interviews? (3 each)

Answer 25

+ versatile
+ rich data
+ direct interaction with occupants (reduce reluctance)
- not always easy
- expensive (time, effort, analysis)
- open to exaggerations from employees

Question 26

what are the pros & cons of questionnaires? (5 opros, 2 cons)

Answer 26

+ cheap & quick
+ info from all job occupation
+ completed outside of work
+ statistical/computerised analysis
+ useful for cross-job comparison
- impersonal procedure
- not useful for low-skilled jobs

Question 27

what are the pros & cons of work diaries (2 pros, 4 cons)

Answer 27

+ inexpensive
+ easy to design, administer, complete & analysis
- level of detail cannot be controlled
- requires time & effort from workers
- tend to be rejected by workers
- activities recorded may not be typical of role

Question 28

1 pro & 1 con of focus groups?

Answer 28

+ easy to design, execute by experts
- costly in time, effort, £££

Question 29

what are the pros & cons of job execution?

Answer 29

+ direct contact with real psychic, environmental & social demands
- only suitable for simple jobs