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recruitment quiz2
| Question | Answer |
|---|---|
| the building block of an organization in terms of job content and hierarchical relationships that emerge among them | JOBS |
| explicitly designed to enhance organizations product and servoce | JOBS |
| shortcomings of the traditional view | Jobs are constantly evolving Flexible jobs have frequently changing KSAO and task requirements Need for new general skills and competencies like teamwork and engagement |
| a group of jobs, usually according to functions | job family |
| a group of jobs according to generic job title or occupation | job category |
| a group of positions that are similar in their tasks and tasks dimensions | job |
| a group of similar task/dimensions that constitute the total work assignments of a single employee | position |
| a group of similar types of tasks also called DUTY, AREA OF RESPONSIBILITY, KEY RESULTS AREA | task dimentions |
| a grouping of elements to form an identifiable work activity | TASK |
| smallest elements unit in job division | elements |
| Job analysis | process of studying jobs to gather,analyze,synthesize and report information about job requirements |
| seeks to indentify SPECIFIC KSAO's and job context for the job | job requirements |
| seeks to identify GENERAL KSAO's for all applicants across a range of jobs | competency based |
| objectively written descriptions of behaviors and work activities engaged in by employees in order to perform a job | task statements |
| involves grouping sets of task statements into dimensions, attaching a name to each dimension; duties,responsibilty performance dimensions | task dimensions |
| task dimension characteristics | creation is optional many different GROUPING PROCEDURES exist GP must be accepted by organization EMPIRICAL VALIDATION against EXTERNAL CRITERION is not possible |
| task dimensions two decisions | decide attributes to be assessed in terms of importance decide whether such attributes will be measured CATEGORICAL or CONTINUOUS TERMS |
| task dimensions ways to assess (4) | RELATIVE TIME SPENT PERCENTAGE TIME SPENT IMPORTANCE TO OVERALL PERFORMANCE NEED FOR NEW EMPLOYEE TRAINING |
| a body of information that can be applied directly to the performance of tasks | knowledge |
| observable competence for working or appliying knowledge to perform a particular task | SKILLS |
| based on a persons experience or practice | SKILLS |
| types of SKILLS(2) | Basic skills Cross functional skills |
| basic skills | content process |
| cross fiunctional skills | social skills technical skills complex problem solving skills resource management skills system skills |
| an underlying enduring trait of the person that is useful for performing a range of different tasks | ABILITY |
| types of ability(4) | cognitive physical psychomotor sensory ability |
| physical strength abilities | static explosive dynamic |
| flexibility | extent dynamic flexibility |
| psychomotor abilities | fine movement ability control movement ability |
| other job requirements | LEGAL AVAILABILITY CHARACTER |
| describe task,task dimensions, importance of task dimensions, and job context | JOB DESCRIPTIONS |
| describes KSAO's needed for the position | JOB SPECIFICATIONS |
| Job context(Physical Work Conditions) | Work setting work attire body positioning environmental conditions job hazards |
| Job analysis methods(5) | Prior information Interview Observation Task questionnaire Committee and task force |
| information searched for and used as starting point to job analysis | Prior information |
| most direct method form of gathering information | observation |
| respects vast source of info about job, allows interviewer to explain purpose of interview | interview |
| typically contains a lengthy list of tasks statements | task questionnaire |
| questionnaire based job tool consists of 300 items completed by incumbent | Position Analysis Questionnaire(PAQ) |
| 6 divisions of Position Analysis Questionnaire | Info input Mental processing work output interpersonal activities work situations and job context miscellaneous aspects |
| job analysis is usually guided by an ad hoc committee or task force who are experts on the position | Committee or task force |
| someone available and suited to perform job analysis | Job analyst |
| natural source of information and relied on in most job analysis due to their tasks familiarity, KSAOs and job context | job incumbents |
| excellent source of info use in job analysis | Supervisors |
| individuals othe rthat thos mentioned that bring particular expertise to the job analysis process | subject matter experts |
| most likely used in typical job analysis,not likely but desirable | combined source |
| job analysis process(8) | Purpose scope internal staff and consultant organiztion and coordination communication work flow time frame analyzing synthesizing documentation maintenance of system |
| an underlying characteristics of an individual that contributes to job or role performance and to organizational success | competency |
| Great Eight competencies | Leading Supporting Presenting Analyzing Creating Organizing Adapting Performing |
| external rewards to the job itself | EXTRINSIC REWARDS |
| intangibles experienced by employees as an outgrowth of doing job | INTRINSIC REWARDS |
| a bundle of rewards to which epmployees respond by joining performing and remaining in an oprganization | Employee Value Proposition |
| many team members perform multiple jobs | JOB ANALYSIS FOR TEAMS |
Created by:
maveric