Which of the following describes the KSAOs that an individual must have to perform the job?

The process of analyzing tasks necessary for the production of a product of a service.

The set of job duties performed by a particular person.

The process of getting detailed information about jobs. Includes job descriptions and job specifications.

A list of tasks, duties, and responsibilities (TDRs) that a particular job entails. Includes job title, brief description of the TDRs and a list of the essential duties with detailed specifications of the tasks involved in carrying out each duty.

A list of the knowledge, skills, abilities and other characteristics (KSAOs) that an individual must have to perform a particular job.

Knowledge: factual/procedural info necessary for performing task. Skill: individual's level of proficiency at performing a task. Ability: capability that individual has. Other Characteristics: job related license/certification/personality trait.

People who currently hold the position in the organization. Source of job information.

Dictionary of Occupational Titles (DOT)

Published by the U.S. Department of Labor. Source of job information.

Occupational Information Network (O*NET)

An online job description database developed by the Labor Department. Source of job information.

Position Analysis Questionnaire (PAQ)

A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions and job characteristics that apply to a wide variety of jobs.

Fleishman Job Analysis System

Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.

Which job would lend themselves the best to the observation method of collecting job info. A. Financial Analyst B. Bakery Chef C. Admin. Assistant D. CEO

B. Bakery Chef because the tasks performed are all easily observable.

Designing work by project rather than jobs. A trend in job analysis.

The process of defining how work will be performed and what tasks will be required in a given job.

A similar process that involves changing an existing job design.

The study of jobs to find the simplest way to structure work in order to maximize efficiency.

The extent to which a job requires a variety of skills to carry out the tasks involved. Job characteristics model.

The degree to which a job requires completing a "whole" piece of work from beginning to end. Job characteristics model.

The extent to which the job has an important impact on the lives of other people. Job characteristics model.

The degree to which the job allows an individual to make decisions about the way work will be carried out. Job characteristics model.

The extent to which a person receives clear information about performance effectiveness from the work itself. Job characteristics model.

Broadening the types of tasks performed in a job.

Enlarging job by combining several relatively simple job to form a job with a wider range of tasks.

Enlarging jobs by moving employees among several different jobs.

Empowering workers by adding more decision-making authority to jobs. Based on Herzberg's theory of motivation. Individuals are motivated more by the intrinsic aspects of work.

Have authority for an entire work process or segment. Team members motivated by autonomy, skill variety and task identity.

A scheduling policy in which full-time employees may choose starting and ending times within guidelines specified by the organization.

A work option in which two part-time employees carry out the tasks associated with a single job.

The broad term for doing one's work away from a centrally located office.

The study of the interface between individuals' physiology and the characteristics of the physical work environment.

Name: Class: Date:

Chapter 4 Job Analysis and Competency Models

1. Why is a job analysis important for recruitment and selection?

a. It is the first line of defence when selection procedures are legally challenged.

b. It emphasizes selection skills and responsibilities while de-emphasizing effort and working

conditions.

c. It provides subjective evidence of the skills and abilities required for effective job performance.

d. It establishes the worth of a job and defines it in measurable terms.

ANSWER: a

2. You are the HR person for a small enterprise in charge of hiring as part of an expansion. Which of the

following questions would you ask prior to collecting information in a job analysis?

a. How will the company’s mission, vision, and values affect selection needs?

b. What do you wish your new hires to accomplish?

c. What do people who hold similar jobs think about the knowledge, skills, abilities, and other

attributes needed?

d. Will the employees do different things on different days?

ANSWER: a

3. Which concept describes the process of collecting information about jobs by any method for any

purpose?

a. organizational analysis

b. job analysis

c. work analysis

d. needs analysis

ANSWER: b

4. What source of data is NOT typically used in a job analysis?

a. employees

b. managers

c. shareholders

d. supervisors

ANSWER: c

5. Which of the following describes effective job analysis?

a. a formal, structured process carried out under a set of guidelines established in advance

b. a single evidence-based methodology

c. breaking down a job into its constituent parts, rather than looking at the job as a whole

d. focusing on jobs rather than positions

ANSWER: a

6. Which of the following would NOT typically be used as data for a job analysis?

a. performance

b. standards

Copyright Cengage Learning. Powered by Cognero.Page 1

Why is KSAOs important in conducting job analysis?

Is a list of skills knowledge abilities and other characteristics KSAOs that an individual must have to perform the job?

What is the term for the set of job duties performed by a particular person?

What is a list of tasks duties and responsibilities TDRs that job entails?