Exam 4: Job Analysis and Competency Models

Which of the following would NOT typically be used as data for a job analysis?

Extroversion is a predictor for the competency of adapting and coping.

What term defines groups of related behaviours that are needed for successful job performance in an organization?

Which country has NOT been strongly influenced by Title VII of the 1964 Civil Rights Act in the United States?

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks. -Refer to Scenario 4-1. Why would it be important for Scribe Engineering to conduct a job analysis?

What is a job analysis? What data is included in a job analysis? What are three key considerations in job analysis?

Why is a job analysis important for recruitment and selection?

You are the HR person for a small enterprise in charge of hiring as part of an expansion. You want to be sure that you hire the right people for the new positions. The first question that comes to mind is how to identify exactly who you are looking for. A job analysis will help you get the necessary information. Job analyses procedures can be very elaborate; however, a job analysis is nothing more than finding answers to a series of questions about the job. Ask yourself a series of questions that will help you find the right person. -In this situation, which of the following questions would you NOT ask to collect information in a job analysis?

What job analysis technique emphasizes general aspects of the jobs, and describes perceptual, interpersonal, sensory, cognitive, and physical activities?

What job analysis technique is worker-oriented?

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks. -Refer to Scenario 4-1. What job analysis technique should you utilize at Scribe Engineering?

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks. -Refer to Scenario 4-1. What would NOT be potential outcomes of Scribe Engineering's job analysis process?

Which of the following is NOT considered to be a general area in best practices in competency modelling?

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks. -Refer to Scenario 4-1. How would you distinguish a job analysis from a job description for the managers at Scribe Engineering?

What job analysis technique would you use in a traditional organization where employees' tasks are routine?

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks. -Refer to Scenario 4-1. In this situation, what is the most important consideration before you begin the job analysis?

Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.

TS Ltd. has 30 employees. As the HRM, would you suggest that the company conduct a job analysis? What questions could you ask in gathering job information that would help TS Ltd. write a job description and job specifications for its aircraft maintenance engineers?

Recruitment and selection should be examined only in the context of the job and not in the context of the organization.

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks. -Refer to Scenario 4-1. Since job analysis data has the potential for many uses, it is important for Scribe Engineering to know how the company will use the information before deciding on an approach or method. What would be some recruitment and selection outcomes of Scribe Engineering's job analysis process?