MAN 5365 - Staffing Exam 1 (CH. 4-6) || A+ Graded.
The Need for Job Analysis correct answers The process of studying jobs in order to gather,
analyze, synthesize, and report information about job requirements and rewards.
The changing nature of jobs correct answers -Jobs are constantly evolving
-Need for greater flexibility
-Team- based work
-Employees need to go beyond "tasks and duties as written"
KSAOs correct answers knowledge, skills, abilities, and other characteristics
Job Requirements - Job Analysis correct answers Seeks to id and describe the specific tasks,
KSAOs, and job context for a particular job. aims to be objective and have a well-developed
body of techniques to support its implementation.
-Rooted in documenting what employees currently do.
Job Requirements - Competency correct answers -Collect info on a company's strategy to
determine KSAO's.
-How executives see work roles contributory to strategy.
-Identify and describe job requirements in form of general KSAO's, required across a range of
jobs.
Job Requirements Matrix correct answers a more complete description of what the worker does
and how and why he or she does it; it clarifies each task's purpose and each duty's required
knowledge, skills, abilities, and other characteristics
Job context correct answers Indoors, cubicle, business clothes, mostly sitting and standing, no
environmental or job hazards
Task Statements correct answers Objectively written descriptions of the behaviors or work
activities engaged in by employees in order to perform the job.
**Building blocks for Job Analysis
What each task statement should include: correct answers -What the employee does, using a
specific action verb
-To whom or what the employee does what he or she does, stating the object of the verb
-What is produced, indicating the expected output of the verb
-What equipment, materials, tools, or procedures, are used
Task Dimensions correct answers Involves grouping sets of task statements into dimensions,
attaching a name to each dimension
, -Other terms -- "duties," "accountability areas," "responsibilities," and "performance dimensions"
Characteristics of Task Dimensions correct answers -Creation is optional
-Many different grouping procedures exist (Guideline - 4 to 8 dimensions)
-Grouping procedure should be acceptable to organizational members
-Empirical validation against external criterion is not possible
Importance of Task Dimensions correct answers •Involves an objective assessment of
importance
•Two decisions:
(1) Decide on attribute to be assessed in terms of importance
(2) Decide whether attribute will be measured in categorical or continuous terms
KSAO: Knowledge correct answers Information that can be applied to tasks.
-Declarative Knowledge: Factual in nature.
-Procedural Categories: Concerns processes.
KSAO: Skill correct answers Competence for working with or applying knowledge.
KSAO: Ability correct answers Underlying trait useful for learning about and preforming a task.
-Less likely to change over time.
KSAO: Other Characteristics correct answers Characteristics that guide or direct actions.
ex: personality traits.
Examples of Ways to Assess KSAO Importance correct answers -Importance to, acceptable and
superior, task performance
(Based on a scale of 1-5 of importance)
-Should the KSAO be assessed during recruitment or selection?
(Yes/No)
-Is the KSAO required, preferred, or not required for recruitment or selection?
(Required/ Preferred/ Not required, obtain on job and slash or in training)
Criteria Guiding Choice of Job Analysis: correct answers -Prior Information: Current Job
descriptions, training manuals, performance appraisals, O*Net
-Observation: Trained job analysts or HR professionals watch incumbents perform the job.
The Need for Job Analysis correct answers The process of studying jobs in order to gather,
analyze, synthesize, and report information about job requirements and rewards.
The changing nature of jobs correct answers -Jobs are constantly evolving
-Need for greater flexibility
-Team- based work
-Employees need to go beyond "tasks and duties as written"
KSAOs correct answers knowledge, skills, abilities, and other characteristics
Job Requirements - Job Analysis correct answers Seeks to id and describe the specific tasks,
KSAOs, and job context for a particular job. aims to be objective and have a well-developed
body of techniques to support its implementation.
-Rooted in documenting what employees currently do.
Job Requirements - Competency correct answers -Collect info on a company's strategy to
determine KSAO's.
-How executives see work roles contributory to strategy.
-Identify and describe job requirements in form of general KSAO's, required across a range of
jobs.
Job Requirements Matrix correct answers a more complete description of what the worker does
and how and why he or she does it; it clarifies each task's purpose and each duty's required
knowledge, skills, abilities, and other characteristics
Job context correct answers Indoors, cubicle, business clothes, mostly sitting and standing, no
environmental or job hazards
Task Statements correct answers Objectively written descriptions of the behaviors or work
activities engaged in by employees in order to perform the job.
**Building blocks for Job Analysis
What each task statement should include: correct answers -What the employee does, using a
specific action verb
-To whom or what the employee does what he or she does, stating the object of the verb
-What is produced, indicating the expected output of the verb
-What equipment, materials, tools, or procedures, are used
Task Dimensions correct answers Involves grouping sets of task statements into dimensions,
attaching a name to each dimension
, -Other terms -- "duties," "accountability areas," "responsibilities," and "performance dimensions"
Characteristics of Task Dimensions correct answers -Creation is optional
-Many different grouping procedures exist (Guideline - 4 to 8 dimensions)
-Grouping procedure should be acceptable to organizational members
-Empirical validation against external criterion is not possible
Importance of Task Dimensions correct answers •Involves an objective assessment of
importance
•Two decisions:
(1) Decide on attribute to be assessed in terms of importance
(2) Decide whether attribute will be measured in categorical or continuous terms
KSAO: Knowledge correct answers Information that can be applied to tasks.
-Declarative Knowledge: Factual in nature.
-Procedural Categories: Concerns processes.
KSAO: Skill correct answers Competence for working with or applying knowledge.
KSAO: Ability correct answers Underlying trait useful for learning about and preforming a task.
-Less likely to change over time.
KSAO: Other Characteristics correct answers Characteristics that guide or direct actions.
ex: personality traits.
Examples of Ways to Assess KSAO Importance correct answers -Importance to, acceptable and
superior, task performance
(Based on a scale of 1-5 of importance)
-Should the KSAO be assessed during recruitment or selection?
(Yes/No)
-Is the KSAO required, preferred, or not required for recruitment or selection?
(Required/ Preferred/ Not required, obtain on job and slash or in training)
Criteria Guiding Choice of Job Analysis: correct answers -Prior Information: Current Job
descriptions, training manuals, performance appraisals, O*Net
-Observation: Trained job analysts or HR professionals watch incumbents perform the job.
