Exam 4: Job Analysis and Competency Models

Which of the following does NOT describe one of the three key considerations in job analysis?

Which concept describes the process of collecting information about jobs by any method for any purpose?

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 The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions.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 process can you use to ensure the job analysis is anchored into the context of Scribe Engineering's organizational mission and goals?

What job analysis method is adopted by organizations that operate in a rapidly changing environment in which jobs change regularly?

A best practice in competency modelling for analyzing competency information might include considering previous job requirements.

Core competencies are the characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess.

The evolution toward rapidly changing jobs and organizations that demand flexibility of their workers has led some HR practitioners to search for alternatives to traditional job analysis techniques. What factors are impinging on traditional job analysis? What are competencies? List three important elements of competencies. What role do competencies have in recruitment and selection?

What is a core competency of a technical support job position?

A hospital employs a variety of individuals as nurses, doctors, technicians and so forth. How would these generic groups be classified?

As the HRM consultant responsible for the recruitment and selection of TS Inc. aviation employees, what suggestions would you make to the CEO to ensure that the following job description adequately reflects the responsibilities and KSAOs that the aircraft maintenance engineer will need to perform his or her job well? What specific changes should be made to ensure the job description is measurable, valid, reliable, and legally defensible? AIRCRAFT MAINTENANCE ENGINEER, TS Inc., Sydney, B.C. TS Inc. is a young growing aviation company headquartered in Sydney, BC. We are looking for an aircraft maintenance engineer to become part of our team. The applicant must be licensed by Transport Canada to inspect and certify that work done on our aircrafts complies with written airworthiness standards. You must be at least 21 years of age and provide proof of Canadian citizenship. You must be able to work and communicate effectively in a small business team environment and maintain effective interpersonal working relationships with engineers, pilots, and other technical and professional employees and clients

What are NOT potential outcomes of the job analysis process?

What is the difference between a job, position, and job family? Give examples of each.