CMS 2, Lesson 3

Which of the following statements concerning job analysis is (are) correct? I. Traditional job analysis that makes fine distinctions among levels of jobs has been accused of reinforcing rigidity in the organization. II. Conventional methods of job analysis rely heavily on the analyst's interpretations. III. The most common way to collect job information is to ask the people who are doing a job to complete a questionnaire.

(3.0) I. Traditional job analysis that makes fine distinctions among levels of jobs has been accused of reinforcing rigidity in the organization. II. Conventional methods of job analysis rely heavily on the analyst's interpretations. III. The most common way to collect job information is to ask the people who are doing a job to complete a questionnaire.

All the following are general procedures for conducting a conventional job analysis EXCEPT: A. Determine what the job should be called B. Develop preliminary job information C. Conduct initial tour of worksite D. Conduct interviews E. Verify job description drawn up

(3.0) A. Determine what the job should be called

Obtaining consistent results regardless of the job analysis method used is a measure of: A. Validity B. Currency C. Reliability D. Acceptability E. Administration

(3.0) C. Reliability

If pay is to be based on work performed, some way is needed to discover and describe the differences and similarities among jobs. What method can be used to accomplish this?

(3.1) Job analysis

What three pieces of data related to an employee are collected for a job analysis?

(3.10) 1. Employee characteristics 2. Internal relationships 3. External relationships

What are broadly defined jobs and what do they do?

(3.12) Broadly defined jobs can accommodate switching employees to other tasks that fall within the same broad range without the need for job transfer requests and wage adjustments.

What is the disadvantage of combing jobs into a broad category?

(3.12) Combining jobs into a broad category reduces the number of job titles which, in turn, may reduce the opportunities for an organization to reinforce positive employee behavior.

What is the most common way to collect job information?

(3.13) The most common way to collect job information is to ask the people who are doing a job to complete a questionnaire.

Conventional methods of job analysis have given way to more ______ data collection.

(3.13) quantitative

Describe a quantitative job analysis.

(3.14) A quantitative job analysis asks a jobholder to assess each item for whether or not that particular item is part of their job. If it is, they are asked to rate how important it is and the amount of time spent on it.

How does a job analyst administer a questionnaire to jobholders ?

(3.14) Increasingly, an analyst will direct jobholders to a website where they complete a questionnaire online.

Who is the source of information for a job analysis?

(3.15) Jobholders and supervisors

Job descriptions for which types of jobs - managerial or nonmanagerial - are more detailed on the nature of the job, its scope and accountability?

(3.17) Managerial/professional jobs

Managerial/professional job descriptions must capture information about what relationships?

(3.17) Professional/managerial job descriptions must capture the relationship between the job, the person performing it, and the organization's objectives

What should a managerial/professional job description focus on?

(3.17) The job's accountabilities

True or False: A cost-reduction strategy uses fewer employees to do wider variety of tasks.

(3.18) True

What is supply chain analysis?

(3.19) Supply chain analysis examines how an organization does its work,that is, activities pursued to accomplish specific objectives for specific customers.

What type of internal structure looks at what people are doing and the expected outcomes?

(3.2) Job-based structure

The process for constructing a work-related internal structure begins by looking at what?

(3.2) People at work

What type of internal structure looks at people's skills and competencies?

(3.2) Person-based structure

What are five ways to judge job analysis?

(3.21) 1. Acceptability 2. Currency 3. Reliability 4. Validity 5. Usefulness

What term describes the buy-in needed for the resulting job structure and pay rates, which is understood and perceived to accurately portray the job?

(3.21) Acceptability

What term refers to the timeliness and the extent to which job information is up to date?

(3.21) Currency

What term describes a measure of the consistency of results over time?

(3.21) Reliability

According to research on the subject, is job analysis data reliable?

(3.21) Research on employee and supervisor agreement on the reliability of job analysis information is mixed.

What term refers to the practicality of information collected?

(3.21) Usefulness

What term describes the convergence of results among sources of data and methods to find similar responses?

(3.21) Validity

The practical utility of all-encompassing quantitative job analysis plans is a relatively (complex/simple) procedure.

(3.21) complex

What term describes the systematic process of collecting information that identifies similarities and differences at work?

(3.3) Job analysis

Define the term "job analysis."

(3.3) Job analysis is the systematic process of collecting information that identifies similarities and differences at work.

What are the five major issues (i.e., questions asked) in designing a job analysis?

(3.4) 1. What are we performing job analysis? 2. What information do we need? 3. How should we collect information? 4. Who should be involved? 5. How useful are the results?

What are the four primary advantages of conducting a job analysis?

(3.5) Job analysis data is used to: 1. Defend managers' decisions when challenged 2. Define performance evaluation criteria for employees 3. Identify experience and skills required to perform work 4. Redesign jobs

What two critical functions in compensation does a job analysis serve?

(3.5) Job analysis: 1. Establishes similarities and differences in the content of the job 2. Helps establish an internally fair and aligned job structure

If jobs have equal content and are located in the same geographic area, should pay also be equal?

(3.5) Yes

Job analysis provides managers a work-related rationale for ______ differences.

(3.5) pay

What is a job family?

(3.6) A job family is a grouping of related jobs with broadly similar content (e.g., engineering, marketing, office support).

Define the term "job."

(3.6) A job is a group of tasks performed by one person that make up the total work assignment of that person.

Similar tasks can be grouped into what?

(3.6) A task dimension

Define the term "task."

(3.6) A task is the smallest unit of analysis, a specific statement of what a persons does.

What term describes a group of tasks performed by one person that make up the total work assignment of that person?

(3.6) Job

What term describes a grouping of related jobs with broadly similar content?

(3.6) Job family

What term describes the smallest unit of analysis, a specific statement of what a persons does?

(3.6) Task

What term describes the following?: A person is responsible for ensuring that accurate information is provided to the customer.

(3.6) Task dimension

According to the U.S. federal government, what six steps are taken to conduct a job analysis?

(3.7) 1. Develop preliminary job information. 2. Conduct initial tour or worksite. 3. Conduct interviews. 4. Conduct second tour or worksite. 5. Consolidate job information. 6. Verify job information.

The consolidation phase of the job analysis study involves piecing together into one coherent and comprehensive job description, the data obtained from what four sources?

(3.7) 1. Jobholders 2. On-site tours 3. Supervisors 4. Written materials about the job

Who should be interviewed when conducting initial interviews to complete a job analysis?

(3.7) The first interview should be conducted with the first-level supervisor who is considered to be in a better position than the jobholders to provide an overview of the job and how the major duties fit together.

How is job information for a job analysis verified?

(3.7) The verification phase involves bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete. The verification process is conducted in a group setting.

What are four examples of information that identifies a job in the initial data collection process of a job analysis?

(3.8) 1. Departments 2. Job titles 3. Number of people who hold the job 4. Whether the job is exempt from the Fair Labor Standards Act

What is the heart of job analysis?

(3.9) Job content

What term describes the identification of each task that is performed with emphasis on the objective of each task?

(3.9) Job content data

What is job content data?

(3.9) Job content data involves identifying each task that is performed with emphasis on the objective of each task.

Which approach to internal alignment - job-based or person-based - is most commonly used?

(Intro to 3) Job-based