Exam 4: Job Analysis and Competency Models

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 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age, and family status discrimination with the office administration employees.The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.Managers have expressed concerns that job descriptions are of limited value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.Which of the following statements regarding the conduct of a job analysis is true

Job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.

According to Harvey, which of the following should NOT be considered when choosing a job analysis method

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.

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

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 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.In this situation, what is the most important consideration before you begin the job analysis

What is the definition of a job

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

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 doneon 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 is the difference between a job description and a job specification What are KSAOs

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 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.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

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

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 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

The interview is the least commonly used technique for gathering job facts and establishing the tasks and behaviours that define a job.

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

The job description indicates job duties and organizational-level requirements.

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 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

Which of the following best defines work-oriented analysis

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 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.How might you approach managers at Scribe Engineering who are not receptive to a job analysis process

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.