Exam 4: Job Analysis and Competency Models

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 source compiled by the Canadian government contains systematically standardized and comprehensive job descriptions in the labour market?

Which of the following is NOT a criterion for choosing a job analysis method?

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

What job analysis technique emphasizes the characteristics of successful performers rather than standard duties?

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 The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.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 would NOT be potential outcomes of Scribe Engineering's job analysis process?

What is the meaning of job family?

Which of the following is NOT a dimension in the Position Analysis Questionnaire?

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 process can you use to ensure the job analysis is anchored into the context of Scribe Engineering's organizational mission and goals?

Emotional stability is a predictor for the competency of interacting and presenting.

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.

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 would NOT be one of your key guidelines while conducting the job analysis?

Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal with the disadvantages of the technique.

Leadership, motivation, trust, communication, and interpersonal skills are examples of competencies.

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

What job analysis method utilizes work sampling and employee diaries or logs?

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

Why is a job analysis important for recruitment and selection?

Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis, depending on the nature of the jobs and how the work is changing. Describe both methods and give an example of when an organization may choose that method.

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.