Question 1

Competency-based job analysis is more worker-focused than traditional job analysis.

Accepted Answer

Competency-based analysis focuses on the behaviors of the worker,while traditional job analysis focuses on the duties of the job.With competency-based analysis,a firm asks,"What must these employees be competent to do in order to perform this multi-skilled job?"

Question 2

Competency-based job analysis focuses on the knowledge,skills,and behavior of a worker rather than the tasks associated with a particular job.

Accepted Answer

Competency-based job analysis focuses on the knowledge,skills,and behaviors of workers rather than the duties of a specific job.Workers need to be flexible in modern work environments,so employers are focusing more on competencies and less on tasks.

Question 3

In reengineered business processes,workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks.

Accepted Answer

Business process reengineering involves redesigning a business process so that small multidisciplinary,self-managing teams get a task done together,all at once.Such a system leads to workers becoming collectively responsible for overall results rather than merely focused on their individual tasks.

Question 4

Quantitative approaches for collecting job analysis data are more appropriate than qualitative approaches when a manager seeks to compare jobs for pay purposes.

Accepted Answer

Qualitative methods like interviews and questionnaires are not suitable when a manager needs to compare jobs for pay purposes.Quantitative ratings as generated by the position analysis questionnaire and the Department of Labor approach are the best tools to use when assessing the monetary value of a job.

Question 5

Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement.

Accepted Answer

Job enlargement refers to assigning workers additional same-level activities.For example,a worker who previously only bolted the seat to the legs of a chair might attach the back as well.Job enrichment refers to redesigning jobs to increase responsibility and achievement.

Question 6

Observation as a job analysis data collection method is most appropriate for jobs that involve physical activities.

Accepted Answer

Observation is an appropriate method for collecting job analysis information when a job involves physical rather than mental activities.Jobs like assembly-line worker,mechanic,and accounting clerk can be directly observed by an HR manager.Lawyers and design engineers spend more time with mental activities,so it would be less appropriate to use observation in these types of positions.

Question 7

Some employers collecting job analysis information provide employees with pocket dictating machines and pagers to record activities at random times of the work day.

Accepted Answer

In the past,diary/logs required employees to write down their activities at the end of the day,which was problematic due to forgetfulness.However,pagers can now be used to remind employees to speak into their pocket dictating machines about the work activities in which they are currently involved.

Question 8

ABC Widgets,Inc.wants to develop a high-performance work system,so its HR department should most likely develop traditional job descriptions rather than competency-based job descriptions.

Accepted Answer

With high-performance work systems,the goal is to encourage employees to work in a self-motivated manner,which is why competency-based job descriptions are the most appropriate.Traditional job descriptions focus more on individual tasks than team playing,so ABC needs to develop competency-based job descriptions instead.

Question 9

A conventional job description provides managers with a more comprehensive picture of worker activities than a task statement matrix,which fails to address how and why workers perform specific job activities .

Accepted Answer

The task statement matrix provides a more comprehensive picture of what the worker does and how and why he or she does it than does a conventional job description.The list of required knowledge,skills,abilities,and other characteristics provides useful information for making staffing,training,and performance appraisal decisions.

Question 10

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

Accepted Answer

The FLSA status of a job description is usually included in the job identification section.According to the Fair Labor Standards Act,certain positions,primarily administrative and professional,are exempt from the act's overtime and minimum wage provisions.

Question 11

The Americans with Disabilities Act (ADA)requires that organizations have job descriptions that list the essential functions of all jobs.

Accepted Answer

The ADA does not require job descriptions,but they are advisable in case a discrimination complaint ends up in court.Most ADA legal actions revolve around the questions,"What are the essential functions of the job?"

Question 12

Many job analysts and employers assert that in today's work environment,job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need.

Accepted Answer

The specific duties associated with jobs in today's work environment change on a daily basis,so employers and job analysts think that compiling a list of job duties is counterproductive.As a result,more firms are creating job descriptions based on employee competencies rather than lists of specific job duties.

Question 13

British Petroleum implemented a competency-based skills matrix for its employees.As a result,employee training,appraisals,and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.

Accepted Answer

BP shifted from job-duty based job descriptions to a skills matrix based on competencies.The focus for BP is developing the skills employees need for their broader and more empowered responsibilities.Salary,training,and bonuses are based on worker competencies.

Question 14

O*NET has become an increasingly popular Web tool for creating and distributing position analysis questionnaires to employees who are located throughout the world.

Accepted Answer

O*NET is a popular Web tool for writing job descriptions,not for creating and distributing PAQs to global employees.O*NET was developed by the U.S.Department of Labor,and it allows users to see the most important characteristics of various occupations.O*NET provides a streamlined approach for managers who need to write job descriptions.

Question 15

The statistical analysis method for developing job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that a firm cannot prove distinguish between high and low job performers.

Accepted Answer

Using a statistical analysis method for developing job specifications is more defensible than using educated guesses.Equal rights legislation forbids using traits that a firm cannot prove distinguish between high and low job performers.For example,hiring standards that discriminate based on sex,race,religion,national origin,or age may have to be shown to predict job performance.

Question 16

Questionnaires developed for the purpose of job analysis are always structured in the form of checklists so that the information can easily be entered into a database.

Accepted Answer

Questionnaires range from being highly structured to open-ended,and most fall between the two extremes.Most questionnaires include several open-ended questions as well as structured questions.

Question 17

Writing a competencies-based job description typically involves compiling a list of job duties.

Accepted Answer

A traditional job analysis involves compiling lists of job duties.However,a competency-based job analysis ,requires determining what an employee should be able to do.

Question 18

Effective talent management focuses on developing employee competencies that align with strategic goals.

Accepted Answer

Make sure talent management decisions such as staffing,training,and pay are goal-directed. Managers should always be asking,"What recruiting,testing,or other actions should I take to produce the employee competencies we need to achieve our strategic goals?"

Question 19

Experts advise the inclusion of statements such as "performs other assignments as required" in all job descriptions to ensure the flexibility of the job's duties and responsibilities.

Accepted Answer

Although it is common to include such statement as "other duties,as assigned," many experts think such ambiguous phrases leave open the nature of the job and the people needed to staff it.Despite the inclusion of such statements,it is advised that they be avoided.

Question 20

Competencies are observable and measurable behaviors,and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.

Accepted Answer

Although competencies are observable and measurable behaviors,organizations are not required to use any specific competencies.O*NET,the DOL Web site,lists various skills associated with different jobs,and the site is a source for competency-based job analysis.

Quiz 4: Job Analysis and the Talent Management Process