Exam 4: Job Analysis and Rewards

The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

The work setting, attire, environmental conditions, and job hazards are associated with a job's "context."

Competency modeling is strategically used to ________.

If tasks/dimensions are not weighted formally, then ________.

Task statements are written to emphasize the outcomes of a work process, as well as describing how the task is expected to be performed.

Which of the following is a good definition of a job?

If an employment discrimination case involves an organization's defense of its selection procedures, the UGESP require the conduct of job analysis.

Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.

Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals.

What is the job-analysis approach that involves collecting information on activities performed on the job, and uses this information to assess needed KSAOs for each job called?

Little research has been done to identify particular job-related skills.

Job requirements job analysis involves collecting information on the activities performed on the job, and uses this information to assess the KSAOs needed for each job.

Subject matter experts should not include previous jobholders, private consultants, and customers/clients.

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

Which of the following groups are most important to involve in the process of starting a competency-based job analysis?

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

Which of the following is NOT shown by an ideal task statement?

Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.

Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.