Exam 4: Job Analysis and Rewards

Traditional job design is marked by formal organization charts,clear and precise job descriptions and specifications,and well-defined relationships between jobs.

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

The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance.

Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.

When using job analysis to comply with the ADA,which of the following is considered most helpful by the EEOC?

The ADA requires the performance of a job analysis to identify the essential functions of a job. Multiple Choice Questions

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

Job analysis is the process of studying jobs in order to gather,analyze,synthesize,and report information about job requirements.

When assessing appropriate rewards,organizations can use information from ______________.

Pay,benefits,and promotions are typical intrinsic job rewards.

Skills contained in O*NET include ______________.

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

Skills are underlying,enduring traits of a person that are useful for performing a range of tasks.

An observable competence for working with or applying information to perform a particular task is ________.

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

Competency analysis is one way to incorporate engagement into job analysis.

Surveys and interviews with employees are a key way to gather information on job rewards preferences and the rewards associated with their work.

The job requirements matrix is composed of two components: tasks and KSAOs.

One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

When it comes to developing the employee value proposition,there are no real disadvantages to creating the largest package of rewards possible.