Smartbook 4

Job Family

A grouping of jobs according to function

position

A grouping of similar types of tasks that constitutes the total work assignment of a single employee

According to the employment regulations of the Americans with Disabilities Act (ADA), which of the following comprise types of evidence that a specific function is essential? (Check all that apply.)

Amount of time spent doing the job The consequences of not requiring an individual to perform a task A written job description made before advertising or interviewing job applicants The employer's judgmen

Skill

Can be assessed with experience or job simulations

_____ is a type of job analysis that tries to identify and describe job requirements in the form of general KSAOs (knowledge, skill, ability, and other characteristics) required across a range of jobs.

Competency modeling

Which of the following should employers keep in mind when creating employee value propositions (EVPs)? (Check all that apply.)

EVPs should be affordable and attractive. EVPs should be made up of a good mix of rewards that are in sync with the employee's preferences

Columns

Each of these constitutes a potential task dimension.

Cells

Each of these indicates the assignment of a task statement to a task dimension.

Rows

Each of these represents a specific task statement.

Which of the following are true of machine learning as a generic method for collecting job requirements information? (Check all that apply.)

It can demonstrate how groups of tasks and qualifications linked to each other across jobs. It has multiple sources including interviews, task questionnaires,prior information, observation, and online databases. It requires expert judgment in the early stages of the process to make sure that results are meaningful.

Identify a true statement about competency modeling as a type of job analysis.

It emphasizes how executives see work roles are instrumental in the development of organizational strategy.

Prior information

It focuses on how jobs were performed previously rather than how they will be performed in the future. Training manuals, performance appraisals, and current job descriptions Inexpensive and readily available

Which of the following is true of the job rewards analysis?

It involves developing a list of potential positive outcomes for a job and surveying job incumbents and leaders.

Job rewards

It involves gathering information from employees on outcomes and preferences of jobs and combine with preferences identified in the labor market as a whole. Offering guidance for how to develop retention strategies and recruiting materials

Job requirements

It involves gathering information on activities performed on the job and using this information to evaluate KSAOs needed for each job. Establishing specific KSAOs for selection and documenting the necessary conditions of a task for legal purposes

Competency

It involves gathering information on company strategy and using this information to determine behavioral capabilities and KSAOs needed across the organization. Establishing broad KSAOs for selection and linking organizational strategy with planning process

Which of the following is true of competency modeling?

It is aligned closely with the strategic perspective on HR management.

observation

It is not suitable for jobs that are largely mental in character. HR professionals or trained job analysts watch incumbents do the job No reliance on intermediary source of information

committee or task force

It requires significant investment of staff time. Managers, HR representatives, managers, and incumbents meet to discuss job descriptions Enhances the final product's acceptance

task questionaires

It requires that the job incumbent has the ability to complete the form accurately. Managers, job incumbents, and HR professionals complete a standardized form with questions about the job Standardized method across a variety of jobs

Which of the following is true of a job requirement analysis?

It seeks to be objective, and has a very well-developed body of techniques to support its implementation.

interview

Its quality depends on the knowledge and ability of the job incumbent and skill of the HR professionals and managers involved in the process HR professionals discuss requirements of the job with managers and job incumbents takes into account the job incumbent's knowledge of the position

Identify a true statement about the positive aspects of intrinsic job rewards.

Job tasks involving intrinsic rewards are the best predictors of engagement at work.

Job categories

Jobs that are similar to one another

In the context of court cases related to equal employment opportunity and affirmative action, identify the recommendations for job requirements analysis that organizations should conform to for the purposes of legal defensibility. (Check all that apply.)

Knowledge, skills, and abilities should be clearly stated, especially if a content validation model is followed. Tasks, activities, and duties should be included in the analysis. Data regarding n the job should be collected from a variety of sources by well-informed job analysts.

In the context of job requirements analysis, which of the following are true of task dimensions?

Regardless of the specific grouping procedure used, there should be four to eight task dimensions. They are also known as "duties," "responsibilities," "accountability areas," and "performance dimensions."

In the context analyzing the categories of KSAOs (knowledge, skill, ability, and other characteristics) as part of job requirements analysis, what are the commonly recognized general categories of abilities? (Check all that apply.)

Sensory abilities Physical abilities Cognitive abilities Psychomotor abilities

In the context of the use of competency modeling by organizations, identify the strategic competencies. (Check all that apply.)

Strategy creation Plan development and implementation Visioning Environmental awareness

Which of the following are true of extrinsic job rewards? (Check all that apply.)

They are valuable as they can offset less pleasant aspects of jobs. They can act as a strong selling point to people outside the organization. They are are strongly related to applicant attraction, motivation, and retention.

Identify the true statements about competency models. (Check all that apply.)

They enable the easy adaptation of jobs to a changing organizational context. They emphasize the significance of behavior to organizational strategy. They assess KSAOs that extend across multiple jobs. They aim to increase flexibility in job assignments and job design.

Which of the following are true of external SMEs as a source of information for job analyses? (Check all that apply.)

They give a fresh, outside perspective since they are neither incumbent nor manager of the jobs analyzed. They are likely to have specialized training and experience in developing a thorough and rigorous job analysis system. They can help identify best practices in an occupation or a field.

Job incumbents

They have a difficult time relating immediate job tasks to strategic goals. They are the recipients of job rewards for the position and have direct knowledge of how rewards are perceived by others in the role

Supervisors

They have a mid-level perspective between overall goals of the organization and specific activities in jobs. They have control over offering job rewards and knowledge of how rewards relate to job performance.

Organizational leaders

They have expertise in organizational goals, strategies, and future needs. They have knowledge of organizational career paths and future rewards for continued development.

Which of the following are true of competencies? (Check all that apply.)

They help align requirements of all jobs with the mission and goals of the organization. They often contribute to success in multiple jobs.

Identify the shortcomings of using job incumbents as a source of information for job analyses. (Check all that apply.)

They may not report certain tasks as part of their job so that those tasks are not incorporated into the formal job description. They may inflate the importance ratings of tasks with the intention of elevating their own importance. They may lack insights or knowledge necessary to understand how the job should be done at a higher level.

Identify the main problem with supervisors as a source of information for the job analysis process.

They may overstate the importance of their own role if they see the process as a key opportunity to gain resources and increase their status.

In the context of court cases related to equal employment opportunity and affirmative action, which of the following should organizations do when conducting job analysis for the purposes of legal defensibility?

They should ensure that job analysts describe the procedure used in detail.

Identify a true statement about other characteristics as a KSAO (knowledge, skill, ability, and other characteristics) category.

They tend to focus on whether an individual wants to do a task or how much effort the individual will expend.

Which of the following is true of using organizational leaders as a source of information for job analyses?

They tend to have the best perspective on work design for the organization as a whole.

External SMEs

They tend to lack strategic and cultural expertise. They tend to have knowledge of job rewards as perceived by individuals in other organizations.

Identify the fundamental strategic HR reasons for doing competency modeling. (Check all that apply.)

To build awareness and understanding of the need for change in business To improve teamwork and coordination To improve skill levels in the workforce

In the context of the most prominent sources of information for learning about job rewards within the organization, which of the following are true of the differences between surveys and interviews? (Check all that apply.)

Unlike interviews, surveys allow statistical summaries and analyses that aid in interpreting employee responses. Compared to interviews, surveys are easier to administer.

In the context of job requirements analysis, which of the following are ideally indicated by a task statement? (Check all that apply.)

With what expected result does an employee do an activity What an employee does To what or whom an employee performs an activity

Which of the following is an underlying enduring trait of an individual that is useful for learning about and performing a range of tasks?

ability

An underlying characteristic of a person that contributes to role performance and organizational success is known as a(n) _____. Multiple choice question.

competency

A shortcoming of using organizational leaders as a source of information for job analyses is that they _____.

have very little knowledge of the day-to-day tasks and specific job roles

A job requirement analysis attempts to _____.

identify and describe the KSAOs, specific tasks, and job context for a specific job

In the context analyzing the categories of KSAOs (knowledge, skill, ability, and other characteristics) as part of job requirements analysis, an ability differs from a skill in that the ability _____. Multiple choice question.

is less likely to change over time

A grouping of positions with tasks that are similar is known as a(n) _____.

job

A body of conceptual, procedural, and factual information that can be directly applied to the performance of tasks is called _____.

knowledge

An observable competence for applying or working with or knowledge to perform a closely related set of tasks or a specific task is known as _____.

skill

Identify the key source of information for most job analyses.

supervisors

Job requirements analysis commences with the development of _____.

task statements

Identifiable work activities that are necessary and logical steps in the performance of the job are called _____.

tasks

In the context of the most prominent sources of information for learning about job rewards within the organization, interviews are different from surveys in that that they _____.

tend to be more personal

In the context of the use of competency modeling by organizations, which of the following are among the Great Eight competencies? (Check all that apply.)

Adapting and Performing Leading and supporting Presenting and analyzing Creating and Organizing

ability

Can be assessed by means of abstract tests

Knowledge

Can be assessed easily with factual questions

Other Characteristics

Challenging to assess because of subjectivity

According to the employment regulations of the Americans with Disabilities Act (ADA), a job function is not essential just because the performance of that job function can be distributed only among a limited number of employees available.

False

Collecting job information through job analysis requires development and use of a uniformly best process rather than processes that are tailor-made to suit specific situations.

False

Task dimensions

Groups of similar types of tasks

Which of the following should be the basis of decisions regarding the actual scope of job requirements analysis? (Check all that apply.)

The frequency with which changes occur in job requirements The time that has lapsed since the last job analysis The significance of the job to the organization's functioning The number of job applicants and incumbents

machine learning

The process can be difficult to understand. Demonstrates how groups of tasks and qualifications are linked to one another across jobs

intrinsic rewards

These are intangible factors that are more internal to the job itself and experienced by the employee as a result of actually doing the job and being a member of the organization.

extrinsic rewards

These are tangible factors given to job incumbents as a way to increase the attraction of the job

interviews

They are costly to schedule and conduct, data analysis is time-consuming and messy, and statistical summaries and data analysis are difficult.

n the context of job requirements analysis, which of the following are true of task statements? (Check all that apply.)

They are descriptions of the major tasks an employee performs in a job that are written objectively. They serve as the building blocks for the rest of the job requirements analysis.

Which of the following is true of using job incumbents as a source of information for job analyses?

They are intimately familiar with the KSAOs, job context, and tasks.

surveys

They cannot disclose any information that the designer did not know about.

In the context of analyzing the categories of KSAOs (knowledge, skill, ability, and other characteristics) as part of job requirements analysis, which of the following are true of skills? (Check all that apply.)

They depend on a person's practice and experience. Their requirements are inferred directly from knowledge of tasks or observation.

The totality of job rewards, both intrinsic and extrinsic, makes up the _____.

employee value proposition

According to the employment regulations of the Americans with Disabilities Act (ADA) BLANK BLANK re the fundamental job duties of the employment position the individual with a disability holds or desires.

essential functions

The job rewards analysis is used to _____.

evaluate the types of positive outcomes employees receive from doing a job

declaritive knowledge

it concerns facts

Procedural knowledge

it concerns processes

Which of the following involves a variety of factors that are important for deciding how individuals will act on a job?

other characteristics

A shortcoming of external SMEs as a source of information for job analyses is that _____.

they may lack detailed knowledge of the distinctive nature of jobs in organizations