work activities
. a. c. Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. Other terms used to describe this procedure are job hazard analysis (JHA) and job hazard breakdown. Try testing yourself before you read the chapter to see where your strengths and weaknesses are, then test yourself again once you’ve read the chapter to see how well you’ve understood. A short summary of this paper. Match the following categories of work with the type of information mentioned in job analysis. Observation is the simplest and least expensive method of collecting job analysis information. 0. which of the following is true about job specification Task analysis gives the best overall job picture and the PAQ the worst. Job Identification – Job title, job code number . of use or amount of time involved C. It aims to describe the purpose of a job and the conditions under which it is performed D. Jobs are broken into elements such as information … Which of the following is not true of the activity known as job analysis?Read More Job Psychographic Method 11. Which of the following is true of how job design and job analysis have functioned in the past? It helps in evaluating the job in which the worth of the job has to be evaluated. Of use or amount of time involved. Job Analysis is considered one of the most important activities performed by a human resource manager. c. A job analysis focuses on jobs, not positions. Which of the following is not true of the activity known as job analysis? 8. Machines, tools and equipments used ----- C. Behaviours required on the jobs 4. The rate of pay for the job is fixed. B) The descriptions in the PAQ reports are very clear and specific. Job analysis is the systematic procedure for studying jobs to determine expected levels of productivity. Job Performance Method 9. B. Job Specification is a statement of the qualifications, personality traits, skills, etc required by an individual to perform the job. Certain activities will help you create a successful job analysis. Questions & Answers Accounting Financial Accounting Cost Management Managerial Accounting Advanced Accounting Auditing Accounting - Others Accounting Concepts and Principles Taxation D : Job analysis and job design can be used interchangeably. A) Inputs and outputs are only the two stages required to represent a complete work flow cycle. C : Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. This Paper. Which of the following is not true of the activity known as job analysis? Definition of Job Analysis d. 87 : Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. A) Job Analysis B) Job selection C) Job specification D) Job description. B. Job analysis has been oriented toward changing the job. C) Questionnaires minimize employee exaggeration.D) Observation is the best method for all jobs. Job analysis . The critical incidents technique of job analysis uses the same series of closed-ended, standardized questions asked of job incumbents about all jobs. Job analysis is the process of obtaining information about jobs through a process of determining what the duties, tasks or activities of those jobs are. Which of the following is not true of the activity known as job analysis? Work activities ----- B. a. Analysis of job includes the tasks, duties, qualifications, skills, knowledge and responsibilities that are a part of a particular job. The rate of pay for the job is fixed. True. gradient of absolute value; jose medellin last words The job elements are rated in terms such as frequency. This gives details about the name of the job, qualification, qualities required and work conditions etc. Job context ----- A. Correct Answer : A. A job evaluation is typically done in two stages: determining internal pay equity and determining external pay equity. c. A job analysis focuses on jobs, not positions. Job Analysis is a systematic exploration, study, and recording of a specific job’s responsibilities, duties, skills, accountabilities, work environment, and ability requirements. Which of the following is not a use of job analysis? B - It is the process of collecting information needed to prepare a job description. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. d analysis and job design can be used interchangeably. It helps him to understand extent and scope of training required in that field. The individual level does not impact the group level. Human resource management contributes to business strategy and plays an important role in the implementation of business strategy. c. The primary purpose is to evaluate new positions. A) A single analysis method is typically used to ensure consistency. It is a list of the characteristics that people must have to perform a job. 8. B). Job design has focused on making existing jobs more motivating. It is critical that you ask the actual employees who are doing the job what they do every day on the job. 35. 2) Which of the following statements is true of work flow analysis? Functional Job Analysis (FJA) is a worker-oriented job analytical approach which attempts to describe the whole person on the job. Both jobs analysis and job design are different things. O The PAQ is meant to be completed only by job analysts trained in this method. The job of a firefighter involves long periods of training preparation and maintenance, some periods of inspection and public training, and, fortunately, only short periods of actively fighting fires. These are some of the most common methods of job analysis. Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. human behaviors. In those instances where smooth work force is required in concern. A fundamental distinction must be made between what has been done and what employees need to do to get the things done. 1 Full PDF related to this paper. The job elements are rated in terms such as frequency. The job elements are rated in terms such as frequency. Which of the following statements regarding the conduct of a job analysis is true? C. It aims to describe the purpose of a job and the conditions under which it is performed. Job specification c. Job analysis d. a. performance standards. a financial transaction) Job specification c. Job analysis d. … Levels of Test writing process: Level 1: In this level, you will write the basic cases from the available specification and user documentation. Job analysis and job design are quite similar to one another as they are both closely observe the manner in which various job tasks are arranged. b. Some individuals prefer to expand the analysis into all aspects of the job, not just safety. C H A P T E R 4 Workers, Jobs, and Job Analysis After you have read this chapter, you should be able to: • Explain how the diversity of the workforce affects HR management functions. This multiple choice questions on HRP includes objective type questions on topics like Job analysis, Job description, Job specification etc. The primary outcome is a job description. Job description b. What actually an employee does. B. Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. B. Physical characteristics 2. A job description is a written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are. However, there are several other specialized methods including task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods. 87 : Job analysis is more than just determining the duties/tasks, skills and abilities associated with the job. Of use or amount of time involved. Q. Refer to Scenario 4-1. Concept of Job Analysis. This process is used to determine placement of jobs. A) Inputs and outputs are onl... 1 answer below ». b. It is a detailed account of actions which an employee needs to perform during his tenure. Which of the following describes effective job analysis? True b. bellway homes manchester. A job is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee. Legal counsel does not need to review the formal offer letter; It is the third step in the selection process; Offers should contain vague or general statements about work schedules, bonuses, and working conditions; Many offers are made over the phone and followed up with a formal letter Definition. Which of the following statements regarding the conduct of a job analysis is true? A job description is a statement of the tasks, duties and responsibilities of a job to be performed. In the words of Edwin B. Flippo, "Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job". Job Evaluation • It is the process of assessing the relative value of jobs to determine appropriate compensation. Salary is a fixed amount of money or compensation paid to an employee by an employer in return for work performed. A. a structured interview A. of use or amount of time involved C. It aims to describe the purpose of a job and the conditions under which it is performed D. Jobs are broken into elements such as information required or relations with other people working life o f the employee. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. b. This approach is known as total job analysis. A). B. Groups must be understood as functioning within a larger system. It aligns job requirements with business strategy and competitive advantage. It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. B. question 5which of the following statements is true of a narrative job analysis? D : Job analysis and job design can be used interchangeably. A job analysis is a formal, structured process carried out under a set of guidelines established in advance. The job analysis provides the following information: i. iii. B. The rate of pay for the job is fixed. Job Analysis. Read More » It lists a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis. Job Analysis by Test 12. Which of the following is true of a job? The job analysis must describe observable work behaviours. d. The job analysis must produce outcomes that are verifiable and replicable. b Which of the following is NOT typically characterized as job context? Work-oriented methods | Worker-oriented methods | Potential problems | See also. Job Inventories or Checklists 8. Multiple Choice It is a list of the tasks, duties, and responsibilities (TDRs) that a job entails. Which of the following is not true of the activity known as job analysis? a. 34. Functional Job Analysis is the practice of examining either a job’s requirements and assigning the right candidate for that job or examining the candidate’s qualifications and skills and assigning the right job to that candidate. analysis, is to integrate the wants or needs of the employee … The job of a firefighter involves long periods of training preparation and maintenance, some periods of inspection and public training, and, fortunately, only short periods of actively fighting fires. Nice work! which of the following is true about job specificationprototype theory of perception which of the following is true about job specification The Position Analysis Questionnaire (PAQ) developed by McCormick, Jeanneret, and Mecham (1972) is a structured job analysis instrument to measure job characteristics and relate them to human characteristics. 2.2 Knowledge is having the information to do the job and having experience at the job. 1. answer below ». Job Analysis. The job analysis provides the following information: i. a.it focuses on the critical behaviors that distinguish effective from ineffective performers. A. B) interviews C) direct observations ... Competency-based job analysis is more worker-focused than traditional job analysis. The first step in the recruitment process is acknowledgment of a job opening. Refer to Scenario 4-1. When this job is analyzed in terms of determination of the skills, duties and knowledge required for completion of tasks, it is regarded as Job analysis.In the words of Geisler (2006), the entire … It is the process of getting detailed information about jobs. ii. False. B) False. c. The individual level forms the base of the levels. It helps in evaluating the job in which the worth of the job has to be evaluated. employee benefits options. Of use or amount of time involved. Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. Human resource management is an approach to managing people. The job elements are rated in terms such as frequency. A) diaries. Answer of Which of the following statements regarding job analysis is true? work activities. A Job can be described as a group of tasks which is assigned to the individual employees for ensuring achievement of the organizational goals. Personal requirements ----- D. Social Context Questionnaire Method 7. _____ is a newly developed worker-oriented job-analysis instrument that attempts to improve the generalizability of worker-oriented approaches through the use of items focused on slightly less general work beahviors. • Identify components of work flow analysis that must be considered. Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. Specific Job Design B. a well-organized interview B. The work products of job analysis are job descriptions, which describe the job, and job specifications, which describe … We discuss how to write a job analysis and job description in Section 4.1.2 “Job Analysis and Job Descriptions”. At this time, the manager and/or the HRM look at the job description for the job opening (assuming it isn’t a new job). The purpose of Job Analysis is to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal. Job analysis is the process whereby jobs are investigated in sufficient detail to enable (a) recruitment of people into them or (b) assessment of the performance of people who are already working in them. True . The rate of pay for the job is fixed is not true of the activity known as job analysis. It is not fixed. A. A staff functions B. A line function C. A staff function, line function and accounting function A job analysis is a formal, structured process carried out under a set of guidelines established in advance. A job analysis is carried out by subject-matter experts. The job elements are rated in terms such as frequency. B. Disciplines > Human Resources > Job analysis. (Suggested points: 2, [2.2]) 2.3 Job descriptions stay stable over time and therefore do not need to be updated. ANSWER: a. Job analysis is the systematic process of gathering information regarding the duties required of a job and the human characteristics necessary to successfully perform those duties. This article will throw light on the concept of job analysis by describing its meaning, definition, and process with special emphasis on the job description and job specification which are then considered as the end result of job analysis. The job elements are rated in terms such as frequency. b. True. Functional Job Analysis (FJA) 6. A. The rate of pay for the job is fixed. Of use or amount of time involved. b. performance improvement plan conversation script. Which of the following is NOT a job analysis method? C. Job design has been oriented toward information gathering. A) job description B) job specification C) job analysis D) job context E) job standard Answer: C Explanation: Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be most appropriate for the job. Each job is analyzed on 27 dimensions composed of 187 “elements.”. Observation Method 2. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. False. 1. D. ii. A. b.it is the least commonly used approach to job analysis. An obvious example … What is Functional Job Analysis? Functional Job Analysis. Job Analysis is a comprehensive process while Job Evaluation is a comparative process. Characteristics of the Job – Job location, Physical setting, supervision levels required, union jurisdiction, and hazards associated etc. The main objective of job design, which leans support on job. Under NU Values the decision-making in this area is shared by units and Human Resources. CHAP 3: Job Analysis. Daily Method 4. The main features of FJA include the following: 1. Job Analysis (1) identification of each job in the organization (2) collection of information about duties, responsibilities, and working conditions of each job (3) delineation of essential job functions and marginal or nonessential job functions (4) determination of the human qualifications needed to perform the job C. It aims to describe the purpose of a job and the conditions under which it is performed. answer choices. A. 1. The rate of pay for the job is fixed. It also involves determining the relative importance of the duties, responsibilities and physical and emotional skills for a given job. ryan booth quantico actor. The frequency of job analysis depends primarily on the skill levels associated with the position. 33. • Define job design and identify common approaches to varying job design. According to Blum, "A job analysis is an accurate study of the various components of a job. Ch 4: The Analysis and Design of Work 1. c. The following information needs to be collected by a job analyst: Duties of an employee. 21. The rate of pay for the job is fixed. Job Analysis. The various methods of job analysis are as follows:- 1. b. Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the worker’s supervisor. (moderate; p. 115) Answer: The HR specialist might observe and analyze the job and then develop a job description and specification. All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. Online Essay Writing Service 30 de maio de 2022. Methodology is based on the idea that safety is an integral part of every job and not a separate entity. (Suggested points: 2, [2.3]) 2.4 Results criteria fall into the following categories: quality, quantity, cost effectiveness, and timeliness. C. Adding new items to a menu may prompt a job analysis of cooking jobs in a restaurant. Job analysis is the systematic process of gathering information regarding the duties required of a job and the human characteristics necessary to successfully perform those duties. iii. The PAQ is a specialized questionnaire method incorporating checklists. However, there are several other specialized methods including task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods. Benefits. True b. A) True B) False. D). The work products of job analysis are job descriptions, which describe the job, and job specifications, which describe … C. It aims to describe the purpose of a job and the … B) Job descriptions have become more precise relevant to a specific job. State true or false i. Job description and job specification are the two sets of data in the job analysis process. a. True b. False ANSWER: a. True 4. Job Analysis is done to prepare a job description and job specification. c.it is inexpensive as compared with other job-analysis techniques. Job Analysis is done to prepare a job description and job specification. 33. Which of the following approaches to job analysis data collection is most likely being used at Joaquin’s workplace? Which of the following is TRUE regarding the job offer? Machines, tools and equipments to be used while performing a specific job. C : Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. A) An increasing number of companies have increased their reliance on job descriptions. Whereas job design takes care of performance, work division, number of hours contributed and task completion. A. Job Identification – Job title, job code number . A. Take the quiz to test your understanding of the key concepts covered in the chapter. The rate of pay for the job is fixed. d. It identifies key aspects or a job and worker characteristics needed to succeed in the job. Job Analysis and Human Resource Planning. a. a formal, structured process carried out under a set of guidelines established in advance b. a single evidence-based methodology c. breaking down a job into its constituent parts, rather than looking at the job as a whole d. focusing on jobs rather than positions a B) Analysts often use a combination of methods for accurate job descriptions or specifications. Objective: Gain an Understanding of Job Analysis. These are some of the most common methods of job analysis. 86) Which of the following is a true statement regarding job analysis methods? Objective: Gain an Understanding of Job Analysis. Chapter 4: Job Analysis Multiple Choice 1. The rate of pay for the job is fixed. A. Correct Answer : A. a. Which of the following laws of the 1930s, 1960s, and 1970s was enacted to enforce the same rate of pay for similar effort, skill, and responsibility in a job position? Interview Method 3. Benefits. a. The job analysis may include the following activities: 1. A) Field experiment method B) Existing data method C) Interview method D) Survey method.