Exam 4: Job Analysis and Competency Models

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

Job analysis and competency management frameworks are the means by which job and person variables are identified for the purpose of recruitment and selection.

Why are subject-matter experts needed when conducting a job analysis?

What is the definition of a job?

What is the structured job analysis questionnaire that focuses on the general worker behaviours that make up a job, and includes 195 items and job elements organized into six dimensions?

What is the definition of job specifications?

What might be a concern if an organization decides to use a competency-based job analysis?

Which of the following types of job analysis surveys break down jobs into their component tasks?

Scenario 4-1 Cognero at Nelson will do this later 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 the need for 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 The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.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 major strategic focus in employee selection could distinguish Scribe Engineering as a high-performing organization rather than an underperformer?

What is NOT a problem associated with job descriptions?

Scenario 4-1 Cognero at Nelson will do this later 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 the need for 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 has stated that Scribe has a few outdated job advertisements, but that the company 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. The technical support job description includes the following: "take initiative to resolve customer concerns." What is this an example of?

What would you include in the job requirements section of job descriptions?

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

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

Scenario 4-1 Cognero at Nelson will do this later 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 the need for 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 has stated that Scribe has a few outdated job advertisements, but that the company 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 is an example of an administrative assistant position at Scribe Engineering?

According to Dierdorff and Wilson, which group of individuals provides more accurate information when job information is being collected?

Which of the following is a drawback of the Position Analysis Questionnaire?

What does the acronym KSAO mean?

To be legally defensible, a job analysis process should have all of the following features, EXCEPT which one?

Work analysis involves techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish these outcomes.