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Questions and Answers
What is the primary reason for selecting a representative sample of jobs for analysis?
Which chart is most useful in showing the reporting structure within an organization?
What type of information is NOT typically collected during the job analysis process?
How has the purpose of job descriptions evolved over time?
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Which component is essential for creating a role and competency description statement?
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What are typically the two concrete products resulting from a job analysis?
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Which of the following is NOT a benefit of a competency-oriented job description?
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What is an acceptable technique for data collection in job analysis?
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What is the primary purpose of conducting a needs assessment?
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Which method involves observing employees to identify their training needs?
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What does organizational analysis assess?
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Which of the following is NOT a method used to gather needs assessment information?
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How can a supervisor determine specific training areas needed for improvement?
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What is the main focus of person/performance analysis?
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Which of the following indicators might be examined during documentation examination?
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Why is it important to conduct a systematic needs assessment before training?
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What format should educational experience be listed in?
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Which of the following is a suggested method to highlight skills for an employer?
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Which of the following is NOT an award mentioned in the education section?
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What should be emphasized in the work experience section?
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How should GPA and honors be presented in educational qualifications?
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What is the purpose of quantifying results in a skills section?
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What type of experiences should be prioritized in the work experience section?
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Which of the following courses is mentioned as relevant to a position in HRM?
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Which method is considered the most commonly used recruiting tool in small organizations?
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What is the main purpose of maintaining an applicant pool?
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Which of the following is NOT a source of applicants mentioned?
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What is one drawback of subcontracting or outsourcing recruitment?
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Which method is highlighted as a primary source for entry-level job candidates?
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What is the benefit of internships for employers?
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Which strategy involves the placement of help-wanted advertisements?
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What is a potential advantage of using internal sources for job recruitment?
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What is a major concern with the ranking method of performance appraisal?
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Which method compares employees in pairs to determine ranking?
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Which performance appraisal method requires managers to document significant employee behaviors?
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What is a potential drawback of the paired comparison method?
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How does forced distribution primarily affect employee rankings?
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Which appraisal method might lead employees to sabotage each other's work?
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What is a significant characteristic of the critical incident method?
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Study Notes
Job Analysis
- Job analysis is a process for collecting and interpreting information about a job.
- Analyze job data to create job descriptions and job specifications.
- Selecting a job for analysis can be costly, so it's better to choose a representative sample from the organization.
- Job analysis data includes job activities, employee behaviors, requirements (education, training, experience), working hours, equipment, duties, workflow, conditions, human traits and abilities.
Job Description
- Initially, the purpose of the job description was to set pay levels based on the difficulty of the position.
- The job description shifted from duty-oriented to role and competency-oriented.
- Competency-oriented descriptions focus on skills, including what, how, and why aspects of the position.
- This approach is flexible and can be easily updated when faced with changes in technology, strategies, or customer needs.
Finding Job Applicants
- Internal sources are encouraged for finding applicants.
- Use job postings, portals, and job bidding to inform employees of openings.
- External sources include job advertisements in newspapers, trade publications, radio, and television.
- Employment centers, campus recruitment, internships, job fairs, and online recruitment can be used to find applicants.
Alternatives to Recruiting
- Subcontracting involves hiring another organization to do the work, leading to less control over that specific function.
- Outsourcing involves the company taking full responsibility for a specific function, rather than just supplying personnel.
Writing a Resume
- Education is listed in reverse chronological order.
- Include GPA, honors, awards, and relevant coursework.
- Highlight skills needed for the job.
- Use the STAR method (Situation, Technique, Action, Results).
Training Needs Assessment
- Training is crucial when there's a gap between actual job performance and set standards.
- Training needs assessment involves identifying the reasons behind performance deficiencies, like lack of knowledge, skills, or ability.
- Five main methods are used for gathering information for the training needs assessment: interviews, surveys, observation, focus groups, and documentation examination.
- Organizations need to consider their resources, support from managers and peers, and business strategies when determining training needs.
Performance Appraisal Methods
- The ranking method involves ranking employees based on their performance on various traits.
- The paired comparison method requires evaluators to compare two individuals and choose who is better.
- Forced distribution uses a predetermined distribution of performance categories (e.g., superior, average, poor) to rank employees.
- Critical incident method requires managers to record both positive and negative incidents related to an employee's performance.
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Description
This quiz covers the essential concepts of job analysis, job descriptions, and the evolution of competency-oriented approaches. It emphasizes the importance of collecting relevant data for effective job analysis and the transition from duty-oriented to role-focused job descriptions. Learn how these elements play a crucial role in selecting job applicants.
