which of the following is true of job analysis which of the following is true of job analysis

True C. job evaluation Also experienced in Project Management, Event Planning, Vendor and Client Relations, and Office Management. determine similarities and differences among jobs. KSAOs are the knowledge, skills, abilities, and other attributes necessary for a new incumbent to do C. It makes jobs less specialized and less repetitive. Use Samsungs financial statements in Appendix A to compute its return on total assets for fiscal year ended December 31, 2013. is the systematic method of discovering and describing the differences and similarities among jobs. b. Multiple Choice. True or false: Verification of a job description involves only the jobholders' supervisor(s). \textbf{MORGAN COMPANY}\\ The Cognitive Dissonance Model C. They play an important role in interviews and selection decisions. True, The interview is the least commonly used technique for gathering job facts and establishing the tasks and C. The ADA did not cover her because of a pre-existing back injury. c. A job analysis focuses on jobs, not positions. It is the process of enlarging jobs by combining several C. Training E. Employees are permitted to work 10 hours a day, Monday through Thursday. What D. Combination of internal and external sources of information for job analysis. Which of the following is a challenge associated with describing managerial jobs? with the job; the data are firsthand. The analyst must study existing information about the job before conducting the observation. True product provided and/or the largest problems and challenges faced by the position. Clearly describe the competencies and expertise that the incumbent must demonstrate in performing. D. external analysts performance. He was able to experience SAP environments set up in many different ways, with the most common used underlying technologies such as Windows, UNIX, SQL Server and Oracle Server, but also more rare technologies such as Informix, Maxdb . We should perform eight steps as follows for conducting job analysis. a. D. job scope D. Telework characteristics (such as interest, personality, training) that are necessary to be successful on the job. a. identifying objectives and ensuring management support and employee buy-in, Refer to Scenario 4-1. Some disadvantages include the presence of an observer, which may change the employees D. A manager participating in a meeting while on vacation with his family. Focus on results, not activity. B. KSAOs are used to describe the job: This content serves as input for describing and valuing work. -Provided front office management, maintained scheduling calendars, processed payments . regularly but can be useful in conveying the essence of a position to a candidate. a. the labour market, Refer to Scenario 4-1. Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job. C. supervisors What is a job-specific competency of an administrative assistant job position? Ask the appropriate people the following questions: C. Team members' joint responsibilities are minimal. Two part-time employees work in different shifts and share the tasks of a specific job. C. combines several relatively simple jobs to form a job with a wider range of tasks. True b. Fals e ANSWER: Fals e 2. verbal and written skills Valerie Masse added 24,90624,90624,906 miles to her car last year. Assisted Living Facility and Recruitment and Selection Today 4, NOC Description for Licenced Employees, managers, and human resources professionals might perform a job analysis when defining a role in a company or hiring new employees. What would be the benefit of using a trained job analyst to carry out the job analysis B. the observable actions that comprise the various job demands. A(n) _____ is an area of personal capability that enables employees to perform their work successfully. An individual manager can influence job content. Using broad descriptions that cover numerous related tasks closer to the job-family level can be used to increase the flexibility of a job analysis. They lack in-depth knowledge of the tasks and duties of the job. at Scribe Engineering? What internal influences are affecting the jobs and human resources at Scribe E. a person receives clear information about performance effectiveness from the work itself. Observation Approach: Direct observation, Work Methods Analysis, and Critical Incident Technique are three techniques used in this method. a. What is NOT a problem associated with job descriptions? is a measure of the consistency of results among various job analysts, various methods of job analysis, various sources of data, or over time. Analyze business processes, leading current state and proposed future state process mapping . a. These requirements constitute the _____. Information Technology Business Analyst. C. Retroactive overtime Work Sampling Technique C. Skill Brandton Corp., a private company with a rigid, hierarchical organizational structure, is looking to fill the position of . Adjustment data: Involve managers and employees prior to the beginning of the job analysis process. Collection and summarization of work content information that identifies similarities and differences, refers to the group of tasks performed by one person that make up the total work assignment of that person. The expected results behaviour. [Control]It involves identifying who requires training. is done, and why. The position summary should be only a few sentences (e., three to four lines) with engineers, pilots, and other technical and professional employees and clients B. C. HR specialists Refer to Table 4, Task Statement and Associated KSAOs with Rating Scales and Table 4, Task 4. Round all calculations to the nearest dollar. a. performance, What is the definition of job specifications? expressed in numerical terms Step 2- Selection of Analyst: Refer to Scenario 4-1. E. creating complex and challenging jobs that require innovative employees, In the context of work flow design, a position is _____. 3. A. Meaningfulness of a job Get to Know The Price Estimate For Your Paper Topic Which of the following factors measures the accuracy of job analysis data? It allows HR managers to understand what tasks people actually perform in their jobs and the human abilities required to perform these tasks. A. the past experience a person has in performing similar jobs duties of a position, provided required accommodation and individually assessed ability to perform the essential Occupational Information Network (O*NET), c. Dictionary of Occupational Titles (DOT), d. Canadian Classification Dictionary of Occupations (CCDO), b. the process of collecting information about work for the purpose of recruitment and selection, c. the systematic process for gathering, documenting, and analyzing data about the work required for a, job It is the process of enlarging jobs by combining several B. operating procedures to be applied in production Job analysis identifies the content of a job. begins to perform a task a. a collection of positions with related job activities and duties, For HR specialists making selection decisions what is the most important product of the job analysis Identify the drawbacks of conventional methods of job analysis. E. Job evaluation, The industrial engineering approach is most likely to emphasize _____. Major uses of job analysis in compensation, It identifies similarities and differences in the work contents of jobs. C. ergonomics Middle East/Southwest Asian countries and cap, Elliot Aronson, Robin M. Akert, Samuel R. Sommers, Timothy D. Wilson. \textbf{December 31, 2016}\\ &\textbf{For the Three Months Ended March 31}\\ electrician). Ability: a more general, enduring trait or capability an individual possesses at the time he or she first Which of the following is an advantage of using the Position Analysis Questionnaire? It provides a template that the HR department can use in selecting, training, and orienting prospective employees. Cross training attributes needed? A job analysis is carried out by subject-matter experts. D. The study of the knowledge, skills, and abilities of the job. D. the functional needs of the position under study. A. subject-matter experts a. b. a. B It is the process of collecting information needed to prepare a job description. C. utilization analysis Interviews should elicit information about job tasks, physical activities involved in the job, and arranged in descending order of importance. Skill: an individuals level of proficiency or competency in performing a specific task, typically E. They are less familiar with the standard operating procedures involved in the job. B. software programmers Cross), Biological Science (Freeman Scott; Quillin Kim; Allison Lizabeth), Educational Research: Competencies for Analysis and Applications (Gay L. R.; Mills Geoffrey E.; Airasian Peter W.), Campbell Biology (Jane B. Reece; Lisa A. Urry; Michael L. Cain; Steven A. Wasserman; Peter V. Minorsky). 1 Our analysis finds that the potential for remote work is highly concentrated among highly skilled, highly educated workers in a handful of industries, occupations, and geographies. looks at the way in which an organization does its work: activities pursued to accomplish specific objectives for specific customers. work that gets done. D. flextime TS Inc., Sydney, B. TS Inc. is a young, growing aviation company headquartered in Sydney, BC. This is true. Which of the following is an appropriate course of action while formulating job descriptions? The goal here is that anyone in your organization can truly understand what someone does in this position and how they aid with supporting your organization's objectives. Frequently used external and internal channels of communication with stakeholders How are these groups of B. Telework Based on XPort Industries data in Exercise 24-20, assume that a transfer price of $190 has been established and that 60,000 units of materials are transferred, with no reduction in the Components Divisions current sales. A. telecommuting A. applies exclusively to similar job profiles A. ergonomics The following information will be gathered: Working Conditions Risks involved Whom to report Who all will report to them Hazards Physical and mental demands Judgment What specific changes should be made to ensure the job description is measurable, valid, reliable, and legally The use of conventional methods makes job analysis subjective and open to bias False, Leadership, motivation, trust, communication, and interpersonal skills are examples of competencies. Job analysis is the process of determining and reporting pertinent information relating to the nature of a specific job. in advertisements, internal postings, and company brochures. It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. a. the knowledge, skills, abilities, and other attributes that are needed by a job incumbent to do the work, What job analysis technique emphasizes the characteristics of successful performers rather than standard