Job Analysis and Talent Management Process Flashcards

(32 cards)

1
Q

this term refers to the holistic process of planning, recruiting, selecting, developing, managing, and compensating employee

A

Talent Management Process

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2
Q

this term shows the title of each supervisor’s position

A

Organization Chart

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3
Q

this term refers to the procedure through which the duties for specific jobs and characteristics of people to hire are determined

produces information for writing the job description and job specifications

A

Job Analysis

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4
Q

what are the types of information used in job analysis?

A
  1. Work Activities
  2. Human Behaviors
  3. Machines, tools, equipment, and work aids
  4. Performance Standards
  5. Job Context
  6. Human Requirements
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5
Q

this type of information used in job analysis refers to actual work tasks including the how, why, and when of performing the tasks

A

Work activities

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6
Q

this type of information used in job analysis refers to the behaviors the job requires (e.g. communicating, walking long distances, etc.

A

Human behaviors

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7
Q

this type of information used in job analysis refers to the tools used, materials process, knowledge dealt with or applied, and services rendered in a job

A

Machines, tools, equipment, and work aids

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8
Q

this type of information used in job analysis refers to a job’s performance standards in terms of quantity or
quality levels for each job duty

A

Performance standards

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9
Q

this type of information used in job analysis refers to the knowledge or skills and required personal attributes

A

Human requirements

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9
Q

how is job analysis information used in Recruitment and Selection?

A

it helps managers decide what sort of people to recruit and hire

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9
Q

this type of information used in job analysis refers to the physical working conditions, work schedule, incentives, number of people with whom the employee would be working with

A

Job context

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10
Q

how is job analysis information used in EEO Compliance?

A

it helps in knowing if a selection test is a valid predictor of success on the job according to job duties and knowing essential job functions

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11
Q

how is job analysis information used in Performance Appraisal?

A

it compares an employee’s actual performance with the job’s performance standards.

Job analysis is important to determine what the standards are

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12
Q

how is job analysis information used in Compensation

A

Compensation depends on information such as required skill, education, safety
hazards, degree of responsibility, and other information gained from job analysis

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13
Q

how is job analysis information used in Training

A

given the duties and responsibilities given by job analysis, this would help pinpoint what training is required for the job

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14
Q

what are the steps conducting a job analysis?

A
  1. Identify the use
  2. Review Relevant Background Information about the Job
  3. Select Representative Positions
  4. Actually Analyze the Job
  5. Verify the Job Analysis Information with the Worker and Immediate Supervisor
  6. Develop a Job Description and Specification
15
Q

this part in conducting a job analysis involves writing job descriptions call for interviews; position analysis questionnaire provide information for compensation purposes

A
  1. Identify the Use
16
Q

this part in conducting a job analysis involves understanding job context

A
  1. Review Relevant Background Information About the Job
16
Q

what are the possible sources in understanding job context?

A
  1. Organization Charts
  2. Process Charts (for workflow)
  3. Workflow analysis
  4. Business Process Reengineering
  5. Job Redesign
16
Q

this term refers to a detailed study of the flow of work from job to job in one identifiable work process

A

workflow analysis

17
Q

what are three ways of job redesign?

A
  1. Job Enlargement
  2. Job Rotation
  3. Job Enrichment
18
Q

this part in conducting a job analysis helps confirm that the information is correct and complete

A
  1. Verify the Job Analysis Information with the Worker and Immediate Supervisor
18
Q

this part in conducting a job analysis involves selecting a sample of job positions to do the job analysis to

A
  1. Select Representative Positions
19
Q

this part in conducting a job analysis involves greeting each job holder and explain the job analysis process and participants’ roles

A
  1. Actually Analyze the Job
20
this part in conducting a job analysis uses the verified job analysis information as basis
6. Develop a Job Description and Specification
21
what are the methods for collecting job analysis information?
1. Interview 2. Questionnaires 3. Observation 4. Participant Diary/Logs
22
what are the 5 domains of the Position Analysis Questionnaire?
1. Having Decision-Making/Communication/Social Responsibilities 2. Performing Skilled Activities 3. Being Physically Active 4. Operating Vehicles/Equipment 5. Processing Information
22
this term refers to a written statement of what the worker actually does, how they do it, and working conditions
Job Description
23
this term refers to the list of list of knowledge, skills, and experience someone needs to do the job
Competencies Models
23
what is the difference between job duties and competency models or profiles
Job duties are specific whereas competency models or profiles are general
24
this term refers to describing the job in terms of measurable, observable, behavioral competencies
competency-based job analysis
25