HRM Chapter 5

Occupational Information Network (O*Net)

A database that provides both basic and advanced job-analysis information; as such, IT can be viewed as an alternative to conducting job analysis.

Task-Analysis Inventory

A family of job-analysis methods, each with unique characteristics; each focuses on analyzing all the tasks performed in the focal job.

Fleishman job-analysis system

A job-analysis procedure that defines abilities as the enduring attributes of individuals that account for differences in performance; it relies on the taxonomy of abilities that presumably represents all the dimensions relevant to work.

Position Analysis Questionnaire (PAQ)

A standardized job-analysis instrument consisting of 194 items that reflect work behavior, working conditions, and job characteristics that are assumed to be generalizable across a wide variety of jobs.

Management Position Description Questionnaire (MPDQ)

A standardized job-analysis instrument, similar in approach to the PAQ, that also contains 197 items. The focus, however, is on managerial jobs, and the analysis is done in terms of 13 essential components of all managerial jobs.

Subject Matter Expert (SME)

An individual presumed to be highly knowledgeable about a particular job and who provides data for job analysis. May be an existing job incumbent, a supervisor, or another knowledgeable employee.

Human Resource Information System

An integrated and increasingly automated system for maintaining a database regarding the employees in an organization.

Which of the following involves systematically planning for future promotions into top management positions?

Answer: B a. Narrative job analysis b. Executive succession c. Reactor strategy d. Focus group e. Reduction strategy Executive succession involves systematically planning for future promotions into top management positions.

Which of the following statements best describes the link between job analysis and human resource planning?

Answer: E a. Information from job analysis influences the decisions on performance appraisal and compensation. b. The effectiveness of an organization's human resource planning is independent of its job analysis process. c. Job analysis is the final step in the human resource planning process of an organization. d.Examining a company's internal records of recruitment is useful for forecasting labor supply and demand that help human resource managers plan recruitment effectively. e. Job analysis provides managers an understanding of the nature of specific jobs and the kinds of skills and abilities needed to perform them. Job analysis helps human resource planners understand exactly what kinds of work must be performed in an organization. This helps human resource planners to plan the nature and composition of the organization's workforce.

Rate of Unemployment

Calculated by the Bureau of Labor Statistics as the % of individuals looking for and available for work who are not currently employed.

Which of the following would be included in the job description for a computer programmer?

Correct: A a. Writing programs to run network processes b. Knowledge of COBOL c. Bachelor's degree in computer science d. Keyboarding skills e. Proficiency in computer languages

In the context of the Position Analysis Questionnaire, which of the following represents the physical and social contacts where the work is performed?

Correct: D a. Mental processes b. Information inputs c. Relationships with other people d. Job context e. Work output One of the most popular and widely used job-analysis methods is the Position Analysis Questionnaire (PAQ). Job context represents the physical and social contacts where the work is performed.

Which of the following job-analysis techniques requires a subject matter expert to develop a comprehensive description of a job?

Correct: E a. The Position Analysis Questionnaire b. The Fleishman job analysis system c. The task analysis inventory d. The functional job analysis e. The narrative job analysis

The average age of the U.S. workforce is gradually decreasing.

False

Forecasting the future supply of a company's human resources does not require an analysis of internal company records.

False: Forecasting the future supply of human resource requires an analysis of internal company records. By looking internally at its own records, an organization is likely to be able to draw on considerable historical data about its own abilities to hire and retain employees.

Job Specification

Focuses on the individual who will perform the job and indicates the knowledge, abilities, skills, and other characteristics that an individual must have to be able to perform the job.

Knowledge, Skills, and Abilities (KSAs)

Fundamental requirements necessary to perform a job.

Job Analysts

Individuals who perform job analysis in an organization.

Human Capital Investments

Investments that people make in themselves to increase their value in the workplace. These investments might take the form of additional education or training.

Executive Succession

Involves systematically planning for future promotions into top management positions.

Critical Incidents Approach

Job analysis- focuses on critical behaviors that distinguish effective from ineffective performers.

Job Description

Lists the tasks, duties, and responsibilities for a particular job. It specifies the major job elements, provides examples of job tasks, and provides some indication of their relative importance in the effective conduct of the job.

Which of the following refers to a computerized job classification system that contains continually updated information regarding the knowledge, skills, and abilities required for virtually every job in the U.S. economy?

O*Net

Market Wage Rate

The prevailing wage rate for a given job in a given labor market.

Human Resource Planning

The process of forecasting the supply and demand for human resources within an organization and developing action plans for aligning the two.

Job Analysis

The process of gathering and organizing detailed information about various jobs within an organization so that managers can better understand the processes through which they are performed most effectively.

Evidence suggests that jobs occupied by men are rated as more complex than similar jobs occupied by women.

True: Evidence suggests that jobs occupied by men are rated as more complex than similar jobs occupied by women.This perception is created by the gender discrimination in job analysis and can lead to serious legal complications.

The most common approach to job analysis is the narrative job analysis.

True: The most common approach to job analysis is the narrative job analysis. It involves a subject matter expert preparing a written narrative or text description of a job.