Human Resources Planning and Job Analysis
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Questions and Answers

What is the primary goal of job analysis in an organization?

  • Creating more job descriptions
  • Improving organizational effectiveness (correct)
  • Standardizing employee hours
  • Maximizing employee hours worked

Which of the following is NOT a step in the preparation phase of job analysis?

  • Collect job information (correct)
  • Study industry and government reports
  • Become familiar with the organization and the jobs
  • Determine uses of job analysis

Why is it important to understand an organization's objectives during job analysis?

  • To increase the complexity of job roles
  • To align job requirements with organizational goals (correct)
  • To influence employee satisfaction
  • To create arbitrary job titles

Which of the following actions helps eliminate discrimination in employment through job analysis?

<p>Eliminating unnecessary job requirements (C)</p> Signup and view all the answers

What should job analysts consider regarding collective agreements in unionized organizations?

<p>Incorporating provisions in job analysis steps (B)</p> Signup and view all the answers

How does job analysis contribute to the planning of future human resource requirements?

<p>By identifying current job needs and future skill gaps (C)</p> Signup and view all the answers

What is one of the critical roles job analysis plays in HR functions?

<p>Creating performance evaluations (B)</p> Signup and view all the answers

Which outcome results from the redesign of jobs during the job analysis process?

<p>Improved performance and employee morale (B)</p> Signup and view all the answers

What does the coding system used in the NOC represent at its major group level?

<p>A two-digit code for broad categories of occupations (B)</p> Signup and view all the answers

Which of the following is an example of a job in the Major Group 31?

<p>Physiotherapists (C)</p> Signup and view all the answers

What is included in the job summary section of a job description?

<p>An overview of the job's responsibilities and purpose (B)</p> Signup and view all the answers

Which of the following best describes the working conditions section of a job description?

<p>It encompasses hours, hazards, and travel requirements. (D)</p> Signup and view all the answers

What is the purpose of having jobholders and supervisors review job descriptions?

<p>To validate the accuracy and enhance the job analysis data (A)</p> Signup and view all the answers

What is the significance of accurately describing major duties in a job description?

<p>It influences the effectiveness of HR actions. (A)</p> Signup and view all the answers

Which of the following is NOT a feature typically covered in the working conditions section of a job description?

<p>Required certifications and licenses (C)</p> Signup and view all the answers

How is the NOC coding system structured beyond the major group level?

<p>It adds two digits for minor and unit groups. (B)</p> Signup and view all the answers

Who should be consulted before selecting jobs for in-depth analysis?

<p>Senior management and key supervisors (D)</p> Signup and view all the answers

What is the most direct source of information about a job?

<p>Jobholders (B)</p> Signup and view all the answers

Which of the following is NOT a human source of job data?

<p>Professional journals (D)</p> Signup and view all the answers

What do the National Occupational Classification and O*NET provide information about?

<p>Various jobs and their characteristics (D)</p> Signup and view all the answers

What type of materials can occasionally provide valuable information for establishing performance standards?

<p>Professional journals and magazines (C)</p> Signup and view all the answers

Which of the following represents nonhuman sources of job data?

<p>Training manuals (B)</p> Signup and view all the answers

Which activity is part of the collection of job analysis information?

<p>Determining the sources of job data (A)</p> Signup and view all the answers

Why is it important to select the right jobs for analysis in an organization?

<p>To influence HR policies and strategic success (B)</p> Signup and view all the answers

Which of the following physical skills is considered essential for many jobs?

<p>Talking (A)</p> Signup and view all the answers

What type of expertise is typically required for many technical jobs?

<p>Technical expertise (C)</p> Signup and view all the answers

Which of the following best describes a necessary education requirement for certain jobs?

<p>Bachelor's degree or higher (A)</p> Signup and view all the answers

What is a common physical condition encountered in certain work environments?

<p>Exposure to extreme weather conditions (A)</p> Signup and view all the answers

What is one primary goal of approaches aimed at providing more autonomy to workers?

<p>To enhance employee job satisfaction (A)</p> Signup and view all the answers

Which of the following is an example of a hand tool commonly used in various jobs?

<p>Hammer (C)</p> Signup and view all the answers

What effect did IBM's innovation portals have on project launch times?

<p>Decreased project launch times from six months to 30 days (C)</p> Signup and view all the answers

What is typically NOT considered a mental function required for many jobs?

<p>Singing (A)</p> Signup and view all the answers

Which skill is essential when using office equipment effectively?

<p>Hand-eye coordination (C)</p> Signup and view all the answers

Which of the following is essential for the successful implementation of team management?

<p>Employee empowerment and support from top management (C)</p> Signup and view all the answers

What is a job family?

<p>A group of jobs with similar tasks and responsibilities (B)</p> Signup and view all the answers

Which type of experience is generally important for job applicants?

<p>Relevant work experience (C)</p> Signup and view all the answers

Which method is NOT mentioned as a way to construct job families?

<p>Utilizing job satisfaction surveys among employees (A)</p> Signup and view all the answers

Why is comparable compensation important within job families?

<p>To ensure equitable compensation strategies (A)</p> Signup and view all the answers

What is one potential challenge associated with implementing employee involvement and teams?

<p>Frustration without accompanying system changes (B)</p> Signup and view all the answers

Which factor should be considered when redesigning jobs?

<p>Environmental considerations surrounding the firm (A)</p> Signup and view all the answers

Which of the following is NOT a typical use of competencies in organizations?

<p>Customer service surveys (A)</p> Signup and view all the answers

What is a primary source of information used to identify competencies for a specific role?

<p>Analysis of the work of high performers (D)</p> Signup and view all the answers

What is a potential legal concern surrounding the use of competencies in decision-making?

<p>Using competencies that are too broadly defined and not supported by specific tasks (D)</p> Signup and view all the answers

What is a common characteristic of the company mentioned in the "Spotlight On Ethics" section?

<p>A company with a strong commitment to sustainability (D)</p> Signup and view all the answers

What is a unique aspect of the company's workforce mentioned in the "Spotlight on Ethics" section?

<p>The company relies heavily on a seasonal workforce (D)</p> Signup and view all the answers

How does the specific work of the company in the "Spotlight on Ethics" section relate to its mission and values?

<p>The company's commitment to sourcing wild and foraged ingredients aligns with its emphasis on sustainability and environmental responsibility (B)</p> Signup and view all the answers

What is a potential challenge the company in the "Spotlight on Ethics" section might face due to its reliance on foraging?

<p>The company may face difficulty in attracting and retaining skilled workers due to the seasonal nature of the work (B)</p> Signup and view all the answers

Which of the following best describes the process of generating competency models?

<p>A systematic process of data collection and analysis (C)</p> Signup and view all the answers

Flashcards

Visual Acuity

The ability to see clearly at different distances, important for tasks requiring visual accuracy.

Color Vision

The ability to distinguish colors accurately, essential for jobs involving color identification.

Hearing

The ability to hear sounds clearly, crucial for jobs involving communication or detecting warnings.

Talking

The ability to understand and use spoken language, necessary for jobs requiring communication.

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Walking

The ability to move around, essential for jobs requiring physical mobility.

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Lifting

The ability to lift and carry objects, important for jobs involving physical labor.

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Hand-Eye Coordination

The ability to use hands and eyes together for precise movements, crucial for tasks requiring coordination.

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Reading

The ability to read and understand written information, necessary for jobs requiring literacy.

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Job Summary

A brief summary of the job's purpose, including how it's done and why it's important.

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Job Duties

A detailed list of the tasks and responsibilities associated with a job.

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Working Conditions

Information about the work environment, including physical conditions, hours, safety, and other factors.

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Job Description Approvals

A process where selected jobholders and supervisors review the job description for accuracy and completeness.

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National Occupation Classification (NOC)

A system used in Canada to classify occupations based on their skills, knowledge, and duties.

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NOC Code

A unique code assigned to each occupation within the NOC system.

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NOC Major Group

The highest level of the NOC system, grouping jobs with similar characteristics.

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NOC Minor Group

A category within a major group, further refining the field.

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Job Analysis

The process of gathering information about a job, including its tasks, responsibilities, and required skills.

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Who selects jobs for analysis?

Senior management and key supervisors play a critical role in selecting jobs for job analysis because these choices can significantly influence the company's strategic success and overall HR policies.

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Sources of Job Data

Information about a job can be obtained from various sources, including the jobholder, supervisors, job experts, and even publicly available resources like industry journals and government databases.

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Jobholder

The jobholder, being directly involved with the work, provides the most in-depth knowledge about the job.

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Supervisors

Supervisors, with oversight of the job, offer a broader perspective on the job's context, responsibilities, and performance expectations.

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Job Experts

Professionals with expertise in a particular job or industry can provide valuable insights into job requirements and best practices.

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Public Resources

Government databases, professional journals, and industry publications offer a wealth of information on job descriptions, industry trends, and best practices.

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Job Selection Influences Data Collection

The type, quantity, and geographic spread of jobs chosen for analysis impact the selection of data collection methods.

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Preparation Phase

The first phase of job analysis, involving getting familiar with the organization's goals, strategies, and structure to understand the context of the jobs to be analyzed.

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Becoming Familiar With The Organization

A crucial step in preparation, it involves understanding organizational goals, strategies, structure, and desired outcomes to ensure job analysis aligns with overall business objectives.

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Determining The Uses Of Job Analysis

A key step in preparation, involving identifying and understanding the specific purposes for which the gathered job analysis data will be used.

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Collection Of Job Information

The second phase in job analysis, focusing on collecting information about specific jobs through various methods like interviews, observations, and questionnaires.

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Use Of Job Information

The third and final phase of job analysis, involving the use of gathered job data to optimize various HR activities, leading to improved organizational effectiveness.

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Elimination Of Unnecessary Job Requirements

A thorough analysis of job requirements to identify and potentially eliminate any requirements that could unfairly discriminate against potential candidates.

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Matching Job Applicants To Job Requirements

Matching qualified candidates with job requirements to find the best fit for both the organization and the individual.

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Job Families

A structured approach to organizing and managing jobs based on shared responsibilities, skills, and duties.

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Job Family Example: Barber, Hairstylist, Hairdresser, Cosmetologist

A group of jobs within a company or industry that share similar responsibilities, skills, and duties.

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Position Analysis Questionnaire (PAQ)

A standardized questionnaire used for job analysis, providing information on job tasks, worker traits, and work environment.

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Job Enrichment

A strategy to increase employee motivation and satisfaction by providing opportunities for growth, autonomy, and challenge.

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Employee Empowerment

A management approach that involves employees in decision-making processes, fostering a sense of ownership and responsibility.

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Employee Involvement and Teams

A collaborative workplace structure where teams work together to achieve common goals, utilizing diverse skills and perspectives.

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Innovation Portals

A specialized digital platform facilitating collaboration, idea sharing, and resource allocation, enabling quick and effective responses to innovation opportunities.

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Competencies

Skills, knowledge, and traits that contribute to job success.

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Competency Modeling

The process of analyzing the work of high performers to identify key skills and traits.

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Competency-Based HR

Using competencies to design jobs, performance management systems, recruitment, and development programs.

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Legal Defensibility of Competencies

The legal defensibility of using broad, job-spanning competencies in HR decisions.

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Company Values

A company's mission, vision, and values that guide its actions and decisions.

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Wild Foods Company

A business model where a company sources its products from natural resources, like wild foods.

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Foraging

The process of gathering and collecting wild foods, often in seasonal and remote locations.

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Ethical Foraging

The practice of ethically and sustainably sourcing wild foods, respecting natural resources and minimizing environmental impact.

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Study Notes

Part 2: Planning Human Resources

  • This part introduces the task of planning for human resources.
  • Chapter 2 discusses job analysis approaches.
  • Steps for creating job descriptions, specifications, and performance standards are outlined.
  • Chapter 3 outlines techniques for forecasting human resource demand and supply.
  • These chapters help identify the type, number, and sophistication of required human resources.

Review, Evaluation, and Audit of Human Resource Strategies

  • Includes organizational mission, vision, and strategy analysis.
  • Details the environmental scan.
  • Emphasizes the choice and implementation of human resource strategies.
  • Includes the analysis of organizational character and culture.
  • Highlights optimization for high performance.
  • Includes making data-informed decisions aligned to strategy.

Chapter 2: Job Analysis and Design

  • Job analysis is crucial for effective HR administration.
  • It impacts various HR core competencies.
  • Learning objectives include describing job analysis uses for professionals, steps and methods in job analysis, the contents of job descriptions and job specifications, approaches to setting performance standards, and defining competencies and competency models.
  • Key considerations in job design.

Job Analysis

  • Job analysis is vital for accurate information about jobs.
  • Details are needed for effective functioning.
  • Data collection is essential for correct hiring, training, evaluation, and more.
  • Purolator traced 90% of their workers’ compensation claims to two occupations (couriers and sorters)
  • By conducting job analyses, they identified suitable modified or transitional duties for injured workers.

Job Analysis Information

  • Job analysis information is essential for many HR processes (e.g., recruitment, compensation systems, and training).
  • Helps evaluate how environmental challenges affect work life.
  • Important for matching applicants to openings, understanding job requirements for advertisements.
  • Necessary for compensation analysis to determine fair salaries.

Steps in Job Analysis Process

  • Three phases: preparation, information collection, and information usage.
  • Preparation phase activities include familiarizing with the organization and identifying jobs for analysis.
  • Collection phase activities include identifying sources of job data, determining required data, and choosing a data collection method.

Methods for Data Collection

  • Questionnaires, interviews, focus groups, employee logs, and observations are used.
  • Questionnaires provide a fast and cost-effective way to collect job information uniformly.
  • Interviews and focus groups offer in-depth understanding of job duties and responsibilities.
  • Employee logs involve workers periodically summarizing their tasks and activities.
  • Observation directly records job performance.

Job Description

  • A written statement explaining job duties, working conditions, and aspects of a job.

  • Includes job title, analysis date, department, job summary, duties and responsibilities, and sometimes working conditions and other details.

Job Specification

  • Focuses on the KSAOs (knowledge, skills, abilities, and other characteristics) a job needs.
  • Includes experience, training, education, physical and mental demands.
  • These specifications illustrate the compilation of job analysis.
  • Provides a clear understanding of required characteristics (e.g., technical expertise, communication skills).

Job Performance Standards

  • Standards measure how well a job is performed, serve as objectives, and provide a basis for appraisal.
  • Based on job analysis information, describe how performance is measured, and identify factors that contribute to success in the job.
  • Used to motivate employees, ensure fair treatment, and guide decision-making.

Competency Models

  • An approach that defines competencies – skills, knowledge, abilities, or behaviours required to succeed in a job.
  • Competency models define wider skills and behaviours instead of specific jobs..
  • Can describe jobs, teams, work units, or the whole organization.
  • They help jobholders to understand requirements and the firm’s goals.

Job Design

  • Jobs need to be redesigned to meet current demands.
  • Technological advances may automate or eliminate some jobs.
  • Consideration of organizational efficiency and work flow considerations, ergonomic principles, employee considerations, job specialization, and environmental influences can shape job design for success.

Environmental Considerations

  • The external environment affects workforce availability, social expectations, and work practices.
  • Workforce availability: job designs should align with available labor.
  • Social expectations: workers may expect higher quality or different working conditions.
  • Work practices: these should reflect existing business norms and acceptable work methods.

Job Analysis in a Gig Economy

  • Global competition, technology changes, and worker profiles necessitate adaptations in job analysis.
  • Jobs are more likely to be short-term or customizable.
  • Job analyses should consider future expectations for job roles.
  • Traditional job analysis methods need to be supplemented with new data sources.

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Related Documents

Canadian Human Resource Management PDF

Description

This quiz covers essential concepts in planning human resources, including job analysis, job descriptions, and performance standards from Chapter 2. Additionally, it addresses HR strategies, environmental scanning, and the integration of organizational mission and culture. Prepare to evaluate and optimize human resources for high performance.

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