87 : Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. b. Job specification c. Job analysis d. Functional Job Analysis (FJA) is a worker-oriented job analytical approach which attempts to describe the whole person on the job. CHAP 3: Job Analysis. A) Inputs and outputs are only the two stages required to represent a complete work flow cycle. 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. D. Which of the following is not true of the activity known as job analysis? Each job is analyzed on 27 dimensions composed of 187 elements.. True b. 35. Which of the following is not true of the activity known as job analysis? B) False. 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? C) Questionnaires minimize employee exaggeration.D) Observation is the best method for all jobs. working life o f the employee. Which of the following is not true of the activity known as job analysis? The primary outcome is a job description. C. Job design has been oriented toward information gathering. 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". Job Evaluation is a process of determining the importance of a particular job in relation to the other job of the organization. Task analysis gives the best overall job picture and the PAQ the worst. A. Job description b. 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. b. Job Analysis: HR-Guide to the Internet. A. a structured interview A. The work products of job analysis are job descriptions, which describe the job, and job specifications, which describe This multiple choice questions on HRP includes objective type questions on topics like Job analysis, Job description, Job specification etc. c. Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. Refer to Scenario 4-1. Which of the following is not true of the activity known as 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. The job elements are rated in terms such as frequency. 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. c. A job analysis focuses on jobs, not positions. Job Evaluation is a process of determining the importance of a particular job in relation to the other job of the organization. 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. Which of the following is true of the Position Analysis Questionnaire (PAQ) MU A) PAQ ratings cannot be used to compare dissimilar jobs. ii. Objective: Gain an Understanding of Job Analysis. 33. The rate of pay for the job is fixed. d.it requires job analysts to undergo Online Essay Writing Service 30 de maio de 2022. Methodology is based on the idea that safety is an integral part of every job and not a separate entity. C : Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. The rate of pay for the job is fixed. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. A short summary of this paper. A. The rate of pay for the job is fixed. 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 A) Inputs and outputs are onl 1 answer below . 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? Physical characteristics 2. c. 0. which of the following is true about job specification 21. The job analysis provides the following information: i. Observation is the simplest and least expensive method of collecting job analysis information. False. 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 This process is used to determine placement of jobs. Which of the following is true of job analysis? c. The primary purpose is to evaluate new positions. Job Analysis is a comprehensive process while Job Evaluation is a comparative process. 1. answer below . A job analysis is carried out by subject-matter experts. b. b.it is the least commonly used approach to job analysis. human behaviors. b. The rate of pay for the job is fixed. answer choices. 1 Full PDF related to this paper. 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. B Outputs may be tangible or intangible products of the work processes. 1. Under NU Values the decision-making in this area is shared by units and Human Resources. 87 : Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. Identify components of work flow analysis that must be considered. a. D : Job analysis and job design can be used interchangeably. We discuss how to write a job analysis and job description in Section 4.1.2 Job Analysis and Job Descriptions. Which of the following describes effective job analysis? c.it is inexpensive as compared with other job-analysis techniques. Other terms used to describe this procedure are job hazard analysis (JHA) and job hazard breakdown. A job analysis is a formal, structured process carried out under a set of guidelines established in advance. It is critical that you ask the actual employees who are doing the job what they do every day on the job. Job Inventories or Checklists 8. C : Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. b. 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. A. Work-oriented methods | Worker-oriented methods | Potential problems | See also. A) A single analysis method is typically used to ensure consistency. Which of the following is not a use of job analysis? According to Blum, "A job analysis is an accurate study of the various components of a job. A. Benefits. B). The following information needs to be collected by a job analyst: Duties of an employee. A) True B) False. 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 It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. In those instances where smooth work force is required in concern. Concept of Job Analysis. Which of the following is not a use 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. ii. List of machines and tools used 3. The job elements are rated in terms such as frequency. work activities. 86) Which of the following is a true statement regarding job analysis methods? bellway homes manchester. employee benefits options. Job Specification is a statement of the qualifications, personality traits, skills, etc required by an individual to perform the job. A) Field experiment method B) Existing data method C) Interview method D) Survey method. Job Analysis and Human Resource Planning. Which of the following approaches to job analysis data collection is most likely being used at Joaquins workplace? Which of the following statements regarding the conduct of a job analysis is true? It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. Job analysis is the systematic procedure for studying jobs to determine expected levels of productivity. These are some of the most common methods of job analysis. True. Multiple Choice Quiz. Functional Job Analysis (FJA) 6. B) Job descriptions have become more precise relevant to a specific job. D) Job descriptions are an important part of HR planning but are not a legal requirement. Nice work! D : Job analysis and job design can be used interchangeably. It helps him to understand extent and scope of training required in that field. Job Analysis. 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. Objective: Gain an Understanding of Job Analysis. 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. 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) Analysts often use a combination of methods for accurate job descriptions or specifications. Which of the following is TRUE regarding the job offer? c. A job analysis focuses on jobs, not positions. The first step in the recruitment process is acknowledgment of a job opening. Characteristics of the Job Job location, Physical setting, supervision levels required, union jurisdiction, and hazards associated etc. B. A job is the output that comes from the accomplishment of tasks. A) Job Analysis B) Job selection C) Job specification D) Job description. Job analysis . which of the following is true about job specificationprototype theory of perception which of the following is true about job specification A job is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee. This Paper. 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 a C. It aims to describe the purpose of a job and the conditions under which it is performed. a.it focuses on the critical behaviors that distinguish effective from ineffective performers. The job elements are rated in terms such as frequency. A. Human resource management is an approach to managing people. The PAQ is a specialized questionnaire method incorporating checklists. d. 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. B. O The PAQ is meant to be completed only by job analysts trained in this method. B. Of use or amount of time involved. 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 34. Of use or amount of time involved. C). d. True b. Correct Answer : A. (Suggested points: 2, [2.2]) 2.3 Job descriptions stay stable over time and therefore do not need to be updated. Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. What actually an employee does. Which of the following is true of how job design and job analysis have functioned in the past? Job design has focused on making existing jobs more motivating. 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 fundamental distinction must be made between what has been done and what employees need to do to get the things done. D. 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. Job Analysis is a systematic exploration, study, and recording of a specific jobs responsibilities, duties, skills, accountabilities, work environment, and ability requirements. Additional tasks involved in a job. iii. Job Analysis. The job elements are rated in terms such as frequency. Of use or amount of time involved. Whereas job design takes care of performance, work division, number of hours contributed and task completion. Certain activities will help you create a successful job analysis. 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. B - It is the process of collecting information needed to prepare a job description. This gives details about the name of the job, qualification, qualities required and work conditions etc. 8. Which of the following is true of a job? Job Evaluation It is the process of assessing the relative value of jobs to determine appropriate compensation. Match the following categories of work with the type of information mentioned in job analysis. Which of the following is NOT a job analysis method? Job Identification Job title, job code number . d. The group-level approach is generally superior to the individual-level approach in assessing leader effectiveness. _____ 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. Define job design and identify common approaches to varying job design. B. Refer to Scenario 4-1. C. It aims to describe the purpose of a job and the conditions under which it is performed. Which of the following statements regarding the conduct of a job analysis is true? Daily Method 4. Job Identification Job title, job code number . The job analysis may include the following activities: 1. 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. B. Salary is a fixed amount of money or compensation paid to an employee by an employer in return for work performed. The job analysis provides the following information: i. Chapter 4: Job Analysis Multiple Choice 1. The frequency of job analysis depends primarily on the skill levels associated with the position. Both jobs analysis and job design are different things. False. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. A job evaluation is typically done in two stages: determining internal pay equity and determining external pay equity. Functional Job Analysis. This approach is known as total job analysis. Q. iii. An obvious example What is Functional Job Analysis? The rate of pay for the job is fixed. ryan booth quantico actor. performance standards. The work products of job analysis are job descriptions, which describe the job, and job specifications, which describe A job analysis is carried out by subject-matter experts. 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. B) The descriptions in the PAQ reports are very clear and specific. a. B. The main objective of job design, which leans support on job. It also involves determining the relative importance of the duties, responsibilities, and physical and emotional skills for a given job. C. It aims to describe the purpose of a job and the a. True. Personal requirements ----- D. Social Context D). Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. d. It identifies key aspects or a job and worker characteristics needed to succeed in the job. Groups must be understood as functioning within a larger system. It is the process of getting detailed information about jobs. b. Read Paper. The individual level does not impact the group level. performance improvement plan conversation script. Read More b. 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 2.2 Knowledge is having the information to do the job and having experience at the job. Questions & Answers Accounting Financial Accounting Cost Management Managerial Accounting Advanced Accounting Auditing Accounting - Others Accounting Concepts and Principles Taxation

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