B. C. Job design has been oriented toward information gathering. Technical Conference Method 5. The main features of FJA include the following: 1. A fundamental distinction must be made between what has been done and what employees need to do to get the things done. C) Job analysis allows managers to categorize work. Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the workers supervisor. (moderate; p. 115) Answer: The HR specialist might observe and analyze the job and then develop a job description and specification. The following information needs to be collected by a job analyst: Duties of an employee. ryan booth quantico actor. It lists a jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilitiesone product of a job analysis. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Work-oriented methods | Worker-oriented methods | Potential problems | See also. of use or amount of time involved C. It aims to describe the purpose of a job and the conditions under which it is performed D. Jobs are broken into elements such as information Which of the following is not true of the activity known as job analysis?Read More A job analysis is a formal, structured process carried out under a set of guidelines established in advance. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. A). working life o f the employee. Job analysis has been oriented toward changing the job. 33. Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. It helps in evaluating the job in which the worth of the job has to be evaluated. A job is the output that comes from the accomplishment of tasks. A. The critical incidents technique of job analysis uses the same series of closed-ended, standardized questions asked of job incumbents about all jobs. Job Performance Method 9. It is the process of getting detailed information about jobs. Machines, tools and equipments used ----- C. Behaviours required on the jobs 4. 2.2 Knowledge is having the information to do the job and having experience at the job. Job analysis is the process whereby jobs are investigated in sufficient detail to enable (a) recruitment of people into them or (b) assessment of the performance of people who are already working in them. It helps him to understand extent and scope of training required in that field. A) Job Analysis B) Job selection C) Job specification D) Job description. 33. A) Inputs and outputs are onl 1 answer below . human behaviors. B. See Page 1 1) Which of the following is NOT true of job analysis?a. In those instances where smooth work force is required in concern. (Suggested points: 2, [2.2]) 2.3 Job descriptions stay stable over time and therefore do not need to be updated. d analysis and job design can be used interchangeably. O The PAQ is meant to be completed only by job analysts trained in this method. A. This multiple choice questions on HRP includes objective type questions on topics like Job analysis, Job description, Job specification etc. B) The descriptions in the PAQ reports are very clear and specific. Machines, tools and equipments to be used while performing a specific job. It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. Job Specification is a statement of the qualifications, personality traits, skills, etc required by an individual to perform the job. employee benefits options. C. It aims to describe the purpose of a job and the conditions under which it is performed. A. The rate of pay for the job is fixed. Take the quiz to test your understanding of the key concepts covered in the chapter. However, there are several other specialized methods including task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods. The job elements are rated in terms such as frequency. b. The main objective of job design, which leans support on job. True b. At this time, the manager and/or the HRM look at the job description for the job opening (assuming it isnt a new job). b. This approach is known as total job analysis. Additional tasks involved in a job. In those instances where smooth work force is required in concern. Job Analysis is a comprehensive process while Job Evaluation is a comparative process. Job Analysis. The primary outcome is a job description. Which of the following is not true of the activity known as job analysis? Job analysis . Which of the following is true of job analysis? Objective: Gain an Understanding of Job Analysis. The purpose of Job Analysis is to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal. Human resource management is an approach to managing people. C : Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. The work products of job analysis are job descriptions, which describe the job, and job specifications, which describe Job Psychographic Method 11. Refer to Scenario 4-1. The rate of pay for the job is fixed. It helps him to understand extent and scope of training required in that field. c. A job analysis focuses on jobs, not positions. B) Job descriptions have become more precise relevant to a specific job. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. B) False. Observation is the simplest and least expensive method of collecting job analysis information. C. Adding new items to a menu may prompt a job analysis of cooking jobs in a restaurant. CHAP 3: Job Analysis. Certain activities will help you create a successful job analysis. Job Analysis is done to prepare a job description and job specification. Job analysis is the systematic process of gathering information regarding the duties required of a job and the human characteristics necessary to successfully perform those duties. Individual Psychographic Method 10. Work activities ----- B. Job Analysis: HR-Guide to the Internet. Reviewing the job responsibilities of current employees. Refer to Scenario 4-1. Salary is a fixed amount of money or compensation paid to an employee by an employer in return for work performed. Which of the following is NOT a job analysis method? gradient of absolute value; jose medellin last words 87 : Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. a. A Job can be described as a group of tasks which is assigned to the individual employees for ensuring achievement of the organizational goals. The rate of pay for the job is fixed. a.it focuses on the critical behaviors that distinguish effective from ineffective performers. b. A) job description B) job specification C) job analysis D) job context E) job standard Answer: C Explanation: Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be most appropriate for the job. A. Job Evaluation is a process of determining the importance of a particular job in relation to the other job of the organization. (Suggested points: 2, [2.3]) 2.4 Results criteria fall into the following categories: quality, quantity, cost effectiveness, and timeliness. Which of the following is true of how job design and job analysis have functioned in the past? Q. a. question 5which of the following statements is true of a narrative job analysis? Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. A job is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee. True b. performance standards. The rate of pay for the job is fixed. A) Inputs and outputs are only the two stages required to represent a complete work flow cycle. D). The PAQ is a specialized questionnaire method incorporating checklists. The rate of pay for the job is fixed is not true of the activity known as job analysis. It is not fixed. A. A staff functions B. A line function C. A staff function, line function and accounting function Read More Job analysis leads to job design and the manner in which the job is to be completed cannot be determined without understanding what is to be done. Job Identification Job title, job code number . Job Analysis is a systematic exploration, study, and recording of a specific jobs responsibilities, duties, skills, accountabilities, work environment, and ability requirements. a financial transaction) Job specification c. Job analysis d. Levels of Test writing process: Level 1: In this level, you will write the basic cases from the available specification and user documentation. A. d. c. Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. B. Each job is analyzed on 27 dimensions composed of 187 elements.. 1 Full PDF related to this paper. Of use or amount of time involved. Human resource management contributes to business strategy and plays an important role in the implementation of business strategy. Groups must be understood as functioning within a larger system. The rate of pay for the job is fixed. A job evaluation is typically done in two stages: determining internal pay equity and determining external pay equity. It is a detailed account of actions which an employee needs to perform during his tenure. Which of the following is TRUE regarding the job offer? It helps in evaluating the job in which the worth of the job has to be evaluated. Job Analysis is considered one of the most important activities performed by a human resource manager. b. Some individuals prefer to expand the analysis into all aspects of the job, not just safety. D : Job analysis and job design can be used interchangeably. These are some of the most common methods of job analysis. Objective: Gain an Understanding of Job Analysis. Observation Method 2. Read Paper. C) Questionnaires minimize employee exaggeration.D) Observation is the best method for all jobs. C). Of use or amount of time involved. Functional Job Analysis. All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. The job elements are rated in terms such as frequency. Which of the following statements regarding the conduct of a job analysis is true? C H A P T E R 4 Workers, Jobs, and Job Analysis After you have read this chapter, you should be able to: Explain how the diversity of the workforce affects HR management functions. which of the following is true about job specificationprototype theory of perception which of the following is true about job specification It aims to describe the purpose of a job and the conditions under which it is performed. Which of the following is not true of the activity known as job analysis? Correct Answer : A. Job Analysis is done to prepare a job description and job specification. A. However, there are several other specialized methods including task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods. a. Which of the following is not true of the activity known as job analysis? C : Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. bellway homes manchester. B) Analysts often use a combination of methods for accurate job descriptions or specifications. Try testing yourself before you read the chapter to see where your strengths and weaknesses are, then test yourself again once youve read the chapter to see how well youve understood. D. Other terms used to describe this procedure are job hazard analysis (JHA) and job hazard breakdown. Task analysis gives the best overall job picture and the PAQ the worst. b. List of machines and tools used 3. Multiple Choice It is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. The job of a firefighter involves long periods of training preparation and maintenance, some periods of inspection and public training, and, fortunately, only short periods of actively fighting fires. Concept of Job Analysis. The job of a firefighter involves long periods of training preparation and maintenance, some periods of inspection and public training, and, fortunately, only short periods of actively fighting fires. 21. Online Essay Writing Service 30 de maio de 2022. Which of the following describes effective job analysis? A) Field experiment method B) Existing data method C) Interview method D) Survey method. Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. A job description is a statement of the tasks, duties and responsibilities of a job to be performed. It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. True. B. Disciplines > Human Resources > Job analysis. Correct Answer : A. Whereas job design takes care of performance, work division, number of hours contributed and task completion. It is critical that you ask the actual employees who are doing the job what they do every day on the job. This Paper. False. Job Analysis is a comprehensive process while Job Evaluation is a comparative process. d. Which of the following is true of a job? True. B. A short summary of this paper. Methodology is based on the idea that safety is an integral part of every job and not a separate entity. The job elements are rated in terms such as frequency. The individual level does not impact the group level. Ch 4: The Analysis and Design of Work 1. Define job design and identify common approaches to varying job design. True . It also involves determining the relative importance of the duties, responsibilities, and physical and emotional skills for a given job. Characteristics of the Job Job location, Physical setting, supervision levels required, union jurisdiction, and hazards associated etc. iii. A. Answer of Which of the following statements regarding job analysis is true? B. Job Evaluation is a process of determining the importance of a particular job in relation to the other job of the organization. A) True B) False. The rate of pay for the job is fixed. iii. Characteristics of the Job Job location, Physical setting, supervision levels required, union jurisdiction, and hazards associated etc. The job elements are rated in terms such as frequency. ANSWER: a. _____ is a newly developed worker-oriented job-analysis instrument that attempts to improve the generalizability of worker-oriented approaches through the use of items focused on slightly less general work beahviors. ii. Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. What actually an employee does. a. False. Job analysis is the systematic procedure for studying jobs to determine expected levels of productivity. Which of the following approaches to job analysis data collection is most likely being used at Joaquins workplace? This gives details about the name of the job, qualification, qualities required and work conditions etc. c.it is inexpensive as compared with other job-analysis techniques. B. c. A job analysis focuses on jobs, not positions. A job description is a written statement of what the worker actually does, how he or she does it, and what the jobs working conditions are. analysis, is to integrate the wants or needs of the employee Physical characteristics 2. An obvious example What is Functional Job Analysis? 86) Which of the following is a true statement regarding job analysis methods? Questions & Answers Accounting Financial Accounting Cost Management Managerial Accounting Advanced Accounting Auditing Accounting - Others Accounting Concepts and Principles Taxation A) A single analysis method is typically used to ensure consistency. Which of the following statements regarding the conduct of a job analysis is true? D. The frequency of job analysis depends primarily on the skill levels associated with the position. Of use or amount of time involved. Chapter 4: Job Analysis Multiple Choice 1. In the words of Edwin B. Flippo, "Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job". The job analysis must describe observable work behaviours. d. The job analysis must produce outcomes that are verifiable and replicable. b Which of the following is NOT typically characterized as job context? B). Which of the following laws of the 1930s, 1960s, and 1970s was enacted to enforce the same rate of pay for similar effort, skill, and responsibility in a job position? True. The work products of job analysis are job descriptions, which describe the job, and job specifications, which describe b.it is the least commonly used approach to job analysis. The rate of pay for the job is fixed. a. Specific Job Design B. a well-organized interview B. The job elements are rated in terms such as frequency. Nice work! The job analysis provides the following information: i. 87 : Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. Functional Job Analysis (FJA) is a worker-oriented job analytical approach which attempts to describe the whole person on the job. 34. work activities. A job analysis is carried out by subject-matter experts. The first step in the recruitment process is acknowledgment of a job opening. c. The primary purpose is to evaluate new positions. D : Job analysis and job design can be used interchangeably. 35. answer choices. c. The individual level forms the base of the levels. Benefits. Interview Method 3. of use or amount of time involved C. It aims to describe the purpose of a job and the conditions under which it is performed D. Jobs are broken into elements such as information required or relations with other people 1. Which of the following is not a use of job analysis? This article will throw light on the concept of job analysis by describing its meaning, definition, and process with special emphasis on the job description and job specification which are then considered as the end result of job analysis. The job elements are rated in terms such as frequency. The job elements are rated in terms such as frequency. When this job is analyzed in terms of determination of the skills, duties and knowledge required for completion of tasks, it is regarded as Job analysis.In the words of Geisler (2006), the entire Job Evaluation It is the process of assessing the relative value of jobs to determine appropriate compensation. Job analysis is the systematic process of gathering information regarding the duties required of a job and the human characteristics necessary to successfully perform those duties. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. A job analysis is carried out by subject-matter experts. b. Which of the following is not true of the activity known as job analysis? D) Job descriptions are an important part of HR planning but are not a legal requirement. c. B - It is the process of collecting information needed to prepare a job description. Match the following categories of work with the type of information mentioned in job analysis. The Position Analysis Questionnaire (PAQ) developed by McCormick, Jeanneret, and Mecham (1972) is a structured job analysis instrument to measure job characteristics and relate them to human characteristics. 8. b. performance improvement plan conversation script. State true or false i. Job description and job specification are the two sets of data in the job analysis process. a. True b. False ANSWER: a. True 4. A. a structured interview A. Job Analysis (1) identification of each job in the organization (2) collection of information about duties, responsibilities, and working conditions of each job (3) delineation of essential job functions and marginal or nonessential job functions (4) determination of the human qualifications needed to perform the job Definition of Job Analysis A job analysis is a formal, structured process carried out under a set of guidelines established in advance. A) diaries. 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 a B. Which of the following is not a use of job analysis? Job description b. This process is used to determine placement of jobs. These are some of the most common methods of job analysis. Job analysis is the process of obtaining information about jobs through a process of determining what the duties, tasks or activities of those jobs are. Job Identification Job title, job code number . ii. Job analysis and job design are quite similar to one another as they are both closely observe the manner in which various job tasks are arranged. C. It aims to describe the purpose of a job and the Job Analysis. We discuss how to write a job analysis and job description in Section 4.1.2 Job Analysis and Job Descriptions. Job Analysis by Test 12. of use or amount of time involved C. It aims to describe the purpose of a job and the conditions under which it is performed D. Jobs are broken into elements such as information Which of the following is not true of the activity known as job analysis?Read More Job Inventories or Checklists 8. The various methods of job analysis are as follows:- 1. Benefits. 8. Legal counsel does not need to review the formal offer letter; It is the third step in the selection process; Offers should contain vague or general statements about work schedules, bonuses, and working conditions; Many offers are made over the phone and followed up with a formal letter a. Identify components of work flow analysis that must be considered. d.it requires job analysts to undergo It is a list of the characteristics that people must have to perform a job. A. Job context ----- A. B) interviews C) direct observations Competency-based job analysis is more worker-focused than traditional job analysis. 1. According to Blum, "A job analysis is an accurate study of the various components of a job. The rate of pay for the job is fixed. A. Daily Method 4. A) An increasing number of companies have increased their reliance on job descriptions. The job analysis provides the following information: i. It also functions in reverse by not matching the wrong candidate to a job or vice versa. d. The group-level approach is generally superior to the individual-level approach in assessing leader effectiveness. 0. which of the following is true about job specification 2) Which of the following statements is true of work flow analysis? Both jobs analysis and job design are different things. B. C. It aims to describe the purpose of a job and the conditions under which it is performed. Job specification c. Job analysis d. Definition. Functional Job Analysis (FJA) 6. The job analysis may include the following activities: 1. It aligns job requirements with business strategy and competitive advantage. Which of the following is true of the Position Analysis Questionnaire (PAQ) MU A) PAQ ratings cannot be used to compare dissimilar jobs. Under NU Values the decision-making in this area is shared by units and Human Resources. Functional Job Analysis is the practice of examining either a jobs requirements and assigning the right candidate for that job or examining the candidates qualifications and skills and assigning the right job to that candidate.
work activities
. Of use or amount of time involved. B Outputs may be tangible or intangible products of the work processes. 1. answer below . d. It identifies key aspects or a job and worker characteristics needed to succeed in the job. Job design has focused on making existing jobs more motivating. Personal requirements ----- D. Social Context Questionnaire Method 7. Analysis of job includes the tasks, duties, qualifications, skills, knowledge and responsibilities that are a part of a particular job. Multiple Choice Quiz. Job Analysis and Human Resource Planning. Job Analysis.