Unit 2: Job Analysis & Design

Question 1

What is a Job?

Answer 1

Collection of related tasks, duties, responsibilities grouped for work in an organization

Question 2

What does Position refer to in a workplace context?

Answer 2

Specific instance of a job held by a single person or how many individuals work the job

Question 3

Define Job Analysis.

Answer 3

Systematic process of collecting detailed information pertaining to a job

Question 4

What consists of Job analysis importance?

Answer 4

Training, performance management, compensation & Benefits, recruitment & Selection

Question 5

How does Job Analysis contribute to Performance Management?

Answer 5

Assesses employee performance using criteria from job analysis ensuring legal defensibility

Question 6

How does job analysis contribute to training?

Answer 6

clarifies knowledge, skills, abilities for jobs and identifies skill gaps

Question 7

What role does Job Analysis play in Compensation & Benefits?

Answer 7

Determines relative value of each job and informs compensation

Question 8

What role does job analysis play in recruitment & Selection

Answer 8

More effective hiring, greater employee retention

Question 9

List the steps in Job Analysis.

Answer 9

• Review Background Info
• Choose sources of job info
• Collect job info
• Develop key documents

Question 10

What is the National Occupational Classification (NOC)?

Answer 10

Standardized language to describe over 30,000 jobs, created by the federal government

Question 11

Who are subject matter experts (SMEs)?

Answer 11

Individuals knowledgeable about the tasks, duties, and responsibilities necessary for a job

Question 12

What is the purpose of a Job Description?

Answer 12

Documents tasks, duties, responsibilities, environment, equipment, relationships, and authority

Question 13

What does a Job Specification include?

Answer 13

Characteristics needed to perform a job, such as knowledge, skills, abilities, and other characteristics

Question 14

What are the three types of Organizational Structures?

Answer 14

• Bureaucratic
• Flat
• Matrix

Question 15

Describe a Bureaucratic Organizational Chart.

Answer 15

Pyramid shape with numerous levels of management and narrowly defined jobs

Question 16

Describe a Flat Organizational Chart

Answer 16

common in smaller organizations, fewer levels of management (if any)

Question 17

Describe Matrix Organizational Chart

Answer 17

Common for multiple projects, two lines of management

Question 18

What is Competency Modelling?

Answer 18

Method focusing on competencies that define successful job performance rather than TDRs

Question 19

List the categories of competencies.

Answer 19

• Core
• Cross-functional
• Functional

Question 20

Core Competency

Answer 20

Characteristics that apply to all members of the organization

Question 21

Cross-functional comptency

Answer 21

Characteristics that apply to all members of a given job group

Question 22

Functional comptency

Answer 22

Characteristics and key skill that apply to a specific job

Question 23

What is the Critical Incident Technique?

Answer 23

Identifies critical incidents in an organization and sorts them into dimensions/themes

Question 24

What is Job Design?

Answer 24

Process of establishing roles and responsibilities associated with jobs

Question 25

What factors affect Job Satisfaction?

Answer 25

• Meaningfulness of work
• Responsibility for outcomes
• Knowledge of results

Question 26

What is Job Rotation?

Answer 26

Temporarily moving employees between jobs/departments to increase variety and identity

Question 27

Define Job Enlargement.

Answer 27

Adding activities within the same level to an existing role to increase variety and identity

Question 28

What is Job Enrichment?

Answer 28

Increasing the depth and complexity of job tasks to maximize variety, identity, significance, and autonomy