MOS 1021 Unit 2: Job Analysis & Design

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

<p>A method for identifying and documenting critical job-related incidents and analyzing them for competency development. (A)</p> Signup and view all the answers

<p>Developing performance metrics to measure competency levels. (C)</p> Signup and view all the answers

<p>To provide specific examples of how a competency is demonstrated in the workplace. (A)</p> Signup and view all the answers

<p>By focusing on capabilities rather than tasks, it allows for greater flexibility and adaptability in roles. (C)</p> Signup and view all the answers

<p>To maximize job performance and satisfaction (D)</p> Signup and view all the answers

<p>The diversity of activities and skills used (C)</p> Signup and view all the answers

<p>Increasing the depth and complexity of job tasks (D)</p> Signup and view all the answers

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

<p>Overwhelming quantity of work (C)</p> Signup and view all the answers

<p>Access to performance feedback (C)</p> Signup and view all the answers

<p>Job title prestige (D)</p> Signup and view all the answers

<p>Decreased sense of meaningful work (A)</p> Signup and view all the answers

<p>To collect systematic information related to a job (B)</p> Signup and view all the answers

<p>Employee health benefits (A)</p> Signup and view all the answers

<p>By assessing performance using criteria obtained through job analysis (B)</p> Signup and view all the answers

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

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

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

<p>Workforce diversity programs (B)</p> Signup and view all the answers

<p>Clearer job descriptions (D)</p> Signup and view all the answers

<p>More effective hiring (A)</p> Signup and view all the answers

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

<p>Knowledge about the job (A)</p> Signup and view all the answers

<p>Position Analysis Questionnaire (PAQ) (D)</p> Signup and view all the answers

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

<p>High reading level (C)</p> Signup and view all the answers

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

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

<p>Key job documents (B)</p> Signup and view all the answers

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

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

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

<p>To define what a job entails (C)</p> Signup and view all the answers

<p>Presence of supervisors (A)</p> Signup and view all the answers

A systematic process of collecting detailed information about a job, including tasks and responsibilities.

Clarifies the necessary knowledge, skills, and abilities for a job, helping organizations effectively manage workforce.

A process of identifying the skills and competencies required for specific roles within the workforce.

The specific tasks and duties assigned to a job within an organization.

The systematic process of assessing and improving employee performance over time.

Efforts aimed at improving employee skills and knowledge to bridge skill gaps identified in job analysis.

The process of attracting and choosing candidates for a job position based on job analysis outcomes.

Using criteria obtained from job analysis to ensure the performance assessment process is fair and legally justifiable.

The process of establishing roles and responsibilities associated with jobs.

Temporarily moving employees between jobs to enhance flexibility and understanding.

Adding activities within the same level to increase variety and identity in a job.

Increasing the depth and complexity of job tasks for more growth opportunities.

Factors that reflect how content employees are with aspects like pay and work.

The degree to which work is seen as purposeful and valuable.

The degree of ownership employees feel about organizational results and their autonomy.

Awareness of how well or poorly employees perform their tasks.

Actively participating and contributing to team goals and fostering relationships.

Characteristics that apply to all members of an organization.

Characteristics common across a job group with similar skills or purposes.

Key skills and characteristics specific to a particular job.

A method that identifies key events that highlight required competencies.

A clear articulation of competencies along with associated indicators.

Observable actions that demonstrate a specific competency.

Includes reviewing, choosing sources, gathering info, and developing documents.

First step in job analysis to collect previous data.

Online resources like NOC for standardized job descriptions.

Visual diagram showing job structure and relative ranks.

Common in large organizations with many management levels.

Fewer levels of management, often in small firms.

Combines different management styles for projects.

Individuals knowledgeable about specific jobs.

Survey containing 195 items about job-related elements.

Standardized, easy to administer for job analysis.

High reading level and bias towards manual labor jobs.

Job analysis method that records work nature and outputs.

Products of job analysis including job descriptions and specifications.

Knowledge, Skills, Abilities, and Other characteristics required for a job.