Job Analysis and Performance Management Quiz

Competency = Set of demonstrable characteristics and skills Eligibility for vacancy = Scores meeting expectations Exit questionnaire = Obtaining feedback from exiting employees Job description = Contains roles and responsibilities

Critical competency requirements = Essential skills needed for the job Person specification = Ideal candidate's attributes Job objective summary = Overview of job purpose Learning and development interventions = Strategies for employee growth

Change in strategy = Major instigation factor Changes in job roles = Can require matrix updates Creation of new job roles = Involves competency assessments All of the above = Comprehensive reason for updates

<p>An employee is eligible to apply for a vacancy = True if scores meet expectations Competency is irrelevant for efficiency = False Exit questionnaire aids succession planning = True Job description has no defined content = False</p> Signup and view all the answers

<p>Summary of job objective = Brief overview of job purpose Key roles and responsibilities = Main tasks associated with the job Obtain feedback on the work experience = Focus of the exit questionnaire None of the above = Indicates all components are relevant</p> Signup and view all the answers

<p>Job standards = Benchmarks for evaluating employee performance Competencies = Skills and abilities required for job performance Job Descriptions = Detailed overview of job responsibilities Employee attitude = Disposition that can affect performance outcomes</p> Signup and view all the answers

<p>Summary of job responsibilities = Quick overview of tasks to be performed Key skills and abilities = Essential qualifications required for the job Performance expectations = Criteria used to evaluate job performance Civic competency requirements = Non-job-specific skills related to community engagement</p> Signup and view all the answers

<p>Change in job roles = Adaptation to new responsibilities Changes in job tasks = Modification of daily duties Emphasis on new skills = Focus on developing modern capabilities Those that are above = All listed changes affecting competencies</p> Signup and view all the answers

<p>Removing all questions and concerns = Clarifying job expectations Developments and improvements in work = Enhancing operational efficiency Insight on competency and skill improvement = Guiding employee development efforts All as listed above = Comprehensive aim of job descriptions</p> Signup and view all the answers

<p>Job standards = Criteria that define acceptable job performance Competencies = Core attributes needed to perform effectively Job descriptions = Formal statements outlining role requirements Employee attitude = Behavioral traits influencing work performance</p> Signup and view all the answers

Elements that enhance performance management systems' effectiveness and efficiency.

Components of a job description, including responsibilities, skills, and expectations, but NOT civic competency requirements.

Initiative to enhance Competency Models and Descriptors, likely focusing on skills.

The purpose for creating a job description is to clearly define the job's tasks, responsibilities, and expectations, leading to organizational efficiency.

A system that assesses and measures individual or team's performance and aims to improve efficiency and enhance results.

Demonstrable characteristics and skills improving efficiency.

Employee can apply for a vacancy if scores meet expectations.

Includes job objective, responsibilities, person specs, and critical competencies.

Strategy changes, job role changes, and new job role creation trigger updates.

Gathers feedback on employee's work experience.