Job analysis & work flow

Question 1

competency

Answer 1

a measurable pattern of knowledge, skills, abilities, behaviors, and other characteristics
that an individual needs to perform work roles or occupational functions successfully.

Question 2

Competency inventory

Answer 2

a detailed file maintained for each employee that documents the person’s
competencies
-general information (education level, job title)

Question 3

Competency modeling

Answer 3

a listing of the competencies a successful employee will need to advance through a series or progression of several jobs- skills, abilities, interests, knowledge, values, personality.

Question 4

Customized task inventory

Answer 4

a listing of tasks, work behaviors, or worker characteristics (called items)
created specifically for the jobs or group of jobs being analyzed
-employees are observed, interviewed, asked to respond to questionnaires, requires complex statistical analysis, used in organizations where many people do same job

Question 5

Ergonomic analysis

Answer 5

study designed to minimize the amount of stress and fatigue experienced as a
result of doing work; the focus is on understanding how job tasks affect physical movements and
physiological responses

Question 6

Job

Answer 6

one of a number of positions within an organization that are functionally interchangeable

Question 7

Job analysis

Answer 7

a systematic process of describing and recording information about job behaviors,
activities, and worker specifications
-purposes of a job, major duties, conditions under which job is performed, competencies

Question 8

Job description

Answer 8

the definition of a job’s essential functions or duties, including a description of the
conditions in which the job is performed, the competencies needed to perform the job, and any
special training or certification requirements for the job

Question 9

Job enrichment

Answer 9

the revision of a job to broaden and add challenge to the tasks required

Question 10

Job incumbents

Answer 10

the people who are currently doing a job

Question 11

Management position description questionnaire (MPDQ)

Answer 11

standardized questionnaire for
analyzing the concerns, responsibilities, demands, restrictions, and miscellaneous characteristics of
managerial jobs
-use: develop selection procedures & performance appraisal forms, determine training needs of employees, design managerial pay system.

Question 12

O*Net

Answer 12

a comprehensive database system for collecting, organizing, describing, and disseminating data
on job characteristics and worker attributes
-describes organizational/economic contexts (labor market conditions, future occupational outlook), provides wealth of info at low cost

Question 13

Occupation

Answer 13

group of jobs that involve similar work and require similar competencies, training, and
credentials.

Question 14

Organizational redesign

Answer 14

the process by which an organization realigns departments, changing who
makes decisions, and merging or reorganizing departments.

Question 15

Personality-related position requirements form (PPRF)

Answer 15

a form designed to measure the important
12 personality characteristics for job performance, including: general leadership, interest in
negotiation, achievement striving, friendly disposition, sensitivity to others, cooperative or
collaborative work tendency, general trustworthiness, adherence to a work ethic, thoroughness and
attentiveness to details, emotional stability, desire to generate ideas, tendency to think things

Question 16

Position

Answer 16

in HR, the activities carried out by any single person

Question 17

Position analysis questionnaire (PAQ)

Answer 17

a widely used questionnaire that measures the work
behaviors required by a job and relates them to worker characteristics
-assumes small set of work behaviors common to all jobs

Question 18

Reengineering

Answer 18

radical redesign of an organization’s functions and business processes

Question 19

Subject matter experts (SMES)

Answer 19

people used as sources of information about specific jobs

Question 20

Task-focused job analysis

Answer 20

a description of what a job involves in terms of work activities and
outcomes

Question 21

Time-and-motion study

Answer 21

a study designed to identify and measure a worker’s physical movements
when performing tasks and then analyze the results to determine whether some motions can be
eliminated or performed more efficiently.

Question 22

Work sampling

Answer 22

the process of taking instantaneous samples of the work activities of individuals or
groups of individuals

Question 23

Worker-focused job analysis

Answer 23

focus on identification of required characteristics required of job incumbents to
perform a job well, focus on who can do the job

Question 24

strategic importance of job analysis & competency modeling

Answer 24

they’re the systematic procedures that provide the foundation for all HRM activities- info about jobs/requirements is necessary for fair and effective HRM decision making

Question 25

facilitating radical change

Answer 25

new technologies, organizational redesign (reeingineering, job enrichment), mergers & acquisitions

Question 26

HR Triad in job analysis

Answer 26

- line managers: work with HR managers to determine whether jobs need to be reanalyzed - HR Professionals: ensure job analysis information is up to date, legal considerations, update job descriptions, up to date on new techniques/trends - employees: help line managers recognize major changes, provide accurate information for job analysis

Question 27

Uses of job description

Answer 27

1. document employment relationship 2. inform applicants 3. guide job behavior 4. evaluate performance 5. guide for writing references/resumes

Question 28

elements of job description

Answer 28

1. job title 2. department or division 3. date job was analyzed 4. job summary 5. supervision 6. work performed 7. job context

Question 29

sources of information

Answer 29

job incumbents, line managers, trained job analysts, customers = subject matter experts

Question 30

methods of collecting info

Answer 30

observations (work sampling), individual and group interviews, questionnaires, diaries

Question 31

standardized approach to job analysis- Job and Motion Study

Answer 31

identifies & measures a worker’s physical movements when performing tasks & then analyzing the results to determine whether some motions can be eliminated or performed more efficiently- best for repetitive/routine tasks

Question 32

standardized approach to job analysis- ergonomic analysis

Answer 32

Aims to minimize stress and fatigue at work, focuses on how job tasks affect physical movements & physiological responses

Question 33

Six divisions for organizing work behaviors according to PAQ

Answer 33

mental processes, work output, job context, other job characteristics, relationships with other people, information input

Question 34

standardized approach for analyzing needed competencies

Answer 34

PPRF, standard taxonomies, perform job analysis used to collect competency information using standardized procedures

Question 35

customized approach for analyzing needed competencies

Answer 35

Subject matter experts (incumbents, supervisors) identify competencies, rate the competencies, and complete the questionnaire.

Question 36

career paths

Answer 36

group jobs into families based on similar competencies required, similar tasks, similar value to the organization

Question 37

problems w/ Job description

Answer 37

1. If they are poorly written, using vague rather than specific terms, they provide little guidance to the jobholder. 2. They are sometimes not updated as job duties or specifications change. 3. They may violate the law by containing specifications not related to job success. 4. They can limit the scope of activities of the jobholder, reducing organizational flexibility.

Question 38

current issues of job analysis

Answer 38

trends inconsistent with traditional job analysis- increased job sharing, decreased work specialization, work teams

Question 39

"my job" vs "my role"

Answer 39

flexibility- emphasizes results over procedures | teamwork: team based cultures, competency modeling helps identifying core competencies and behaviors

Question 40

job enrichment

Answer 40

Increasing the level of difficulty & responsibility of the job. • Allowing employees to retain more authority & control over work outcomes. • Providing unit or individual job performance reports directly to employees. • Adding new tasks to the job that require training & growth. • Assigning individuals specific tasks, enabling them to use their particular competencies or skills.

Question 41

Job Design

Answer 41

An outgrowth of job analysis that improves jobs through technological & human considerations to enhance organization efficiency and employee job satisfaction

Question 42

job characteristics model

Answer 42

meaninful work increases performance and internal motivation- designed to increase job satisfaction of employees

Question 43

Employee Involvement Groups/Quality Circles

Answer 43

Groups of employees who meet to resolve problems or offer suggestions for organizational improvement. Success requires: comprehensive training for group members, recognition of group's contributions, continued input/encouragement by management, use of participative leadership style

Question 44

characteristic of successful team

Answer 44

A commitment to shared goals & objectives. • Motivated & energetic team members. • Open & honest communication. • Shared leadership. • Clear role assignments. • A climate of cooperation, collaboration, trust, & accountability. • The recognition of conflict & its positive resolution.

Question 45

benefits of employee teams

Answer 45

``` Increased integration of individual skills. • Better performance (quality & quantity) solutions to unique & complex problems. • Reduced delivery time. • Reduced turnover & absenteeism. • Accomplishments among team members. ```

Question 46

compressed workweek

Answer 46

Shortening the number of days in the workweek by | lengthening the number of hours worked per day

Question 47

Flextime

Answer 47

Working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week

Question 48

Job Sharing

Answer 48

arrangement whereby two part-time employees perform a job that otherwise would be held by one full-time employee

Question 49

Telecommuting

Answer 49

The use of personal computers, networks, and other communications technology to do work in the home that is traditionally done in the workplace.