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Questions and Answers
What is the primary purpose of job analysis information according to the passage?
What are the two main stages of a job evaluation process according to the passage?
Which of the following is NOT listed as a compensable job factor in the passage?
According to the passage, what is the key difficulty in the process of determining internal pay equity?
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What is the purpose of determining the levels for each compensable job factor according to the passage?
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What is the relationship between job analysis and job evaluation according to the passage?
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Which of the following is NOT mentioned in the passage as a potential benefit of job analysis?
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According to the passage, which of the following is a compensable job factor used in determining internal pay equity?
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What is the primary goal of the job evaluation process described in the passage?
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Which of the following is NOT a step in the job evaluation process described in the passage?
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Study Notes
Job Analysis and Evaluation
- Job analysis is the process of gathering and analyzing information about the content and human requirements of jobs, as well as the context in which jobs are performed.
- Job analysis is used to determine the optimal way a job should be performed, eliminating wasted and unsafe motions, increasing productivity, and reducing job injuries.
Job Description
- A job description is a written product of job analysis, summarizing tasks and job requirements.
- It includes work activities, tools and equipment used, job context, work performance standards, compensation information, and job competencies.
Work Activities
- Work activities section lists tasks and activities involved in the job, organized into meaningful categories.
Tools and Equipments Used
- This section lists all the tools and equipment used to perform work activities.
Job Context
- This section describes the environment in which the employee works, including stress level, work schedule, physical demands, level of responsibility, and other relevant information.
Work Performance
- This section outlines standards of performance, including how an employee's performance is evaluated and what work standards are expected.
Compensation Information
- This section contains information on salary grade, exemption status, and compensable factors used to determine salary.
Job Competencies
- Job competencies include knowledge, skills, abilities, and other characteristics (KSAOs) necessary to be successful on the job.
Employee Selection
- Job analysis helps identify requirements for employee selection, enabling the development of tests or interview questions to determine whether an applicant possesses necessary knowledge, skills, and abilities.
Training
- Job analysis helps create training programs by identifying job requirements and necessary competencies.
Performance Appraisal
- Job analysis helps construct performance appraisal instruments, ensuring evaluations are job-related and accurate.
Job Classification
- Job analysis enables classification of jobs into groups based on similarities in requirements and duties, useful for determining pay levels, transfers, and promotions.
Job Title
- An accurate job title describes the nature of the job, power and status level, and required competencies, aiding employee selection and recruitment.
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Description
Test your knowledge on job analysis, job descriptions, and the process of gathering information about jobs in the context of industrial/organizational psychology.
