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Questions and Answers
What is the primary purpose of a job analysis?
What is the primary purpose of a job analysis?
What is the main outcome of a job analysis?
What is the main outcome of a job analysis?
What is the Peter Principle related to?
What is the Peter Principle related to?
How can job-related performance appraisals serve as a source of employee training and counseling?
How can job-related performance appraisals serve as a source of employee training and counseling?
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What is the clear understanding of tasks and competencies needed for employee selection based on?
What is the clear understanding of tasks and competencies needed for employee selection based on?
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What is the primary purpose of job classification?
What is the primary purpose of job classification?
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In job analysis, what is the Ammerman technique used for?
In job analysis, what is the Ammerman technique used for?
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What is the key goal of most job analyses?
What is the key goal of most job analyses?
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What is an interesting reason for job descriptions to change over time?
What is an interesting reason for job descriptions to change over time?
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What is a key characteristic of task statements in job analysis?
What is a key characteristic of task statements in job analysis?
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What is the main purpose of job analysis?
What is the main purpose of job analysis?
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How are job descriptions related to job analysis?
How are job descriptions related to job analysis?
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What is an interesting but seldom employed use of job analysis?
What is an interesting but seldom employed use of job analysis?
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How can job analyses contribute to employee training?
How can job analyses contribute to employee training?
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What is the Peter Principle related to?
What is the Peter Principle related to?
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What is the primary purpose of job design?
What is the primary purpose of job design?
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Which method of job analysis involves a group of job experts identifying the objectives and standards to be met by the ideal worker?
Which method of job analysis involves a group of job experts identifying the objectives and standards to be met by the ideal worker?
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What is an interesting reason for job descriptions to change across time?
What is an interesting reason for job descriptions to change across time?
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What is the main goal of most job analyses?
What is the main goal of most job analyses?
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What should task statements in job analysis NOT include?
What should task statements in job analysis NOT include?
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Study Notes
Job Analysis
- The primary purpose of a job analysis is to identify the key tasks, duties, and responsibilities associated with a job.
- The main outcome of a job analysis is a detailed description of the job, including the tasks, duties, and responsibilities.
Job Classification and Job Design
- The primary purpose of job classification is to group jobs into categories based on their similarity in duties, responsibilities, and requirements.
- The primary purpose of job design is to create a job that is efficient, effective, and satisfying for the employee.
Job Analysis Techniques
- The Ammerman technique is used to identify the tasks and duties associated with a job by observing and recording the activities of an incumbent.
- The method of job analysis that involves a group of job experts identifying the objectives and standards to be met by the ideal worker is known as the criterion-based approach.
Job Descriptions
- Job descriptions are based on the clear understanding of tasks and competencies needed for employee selection.
- Job descriptions are related to job analysis in that they are developed from the results of the job analysis.
- Job descriptions change over time due to changes in the job, the organization, or the industry.
- Job descriptions change across time due to changes in the job, the organization, or the industry.
Performance Appraisals and Employee Training
- Job-related performance appraisals can serve as a source of employee training and counseling by identifying areas for improvement.
- Job analyses can contribute to employee training by identifying the skills and knowledge required for the job.
Peter Principle
- The Peter Principle is related to the concept of promoting employees to their highest level of incompetence.
Task Statements
- A key characteristic of task statements in job analysis is that they should be specific, measurable, achievable, relevant, and time-bound (SMART).
- Task statements in job analysis should NOT include information about how to perform the task.
Key Goals
- The key goal of most job analyses is to identify the knowledge, skills, and abilities required for the job.
- The main goal of most job analyses is to develop a job description that accurately reflects the tasks, duties, and responsibilities of the job.
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Description
Learn about the importance of job analysis in human resources activities and how it forms the foundation for writing job descriptions. Understand the process of job analysis and how it results in a detailed job description.
