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</html>";s:4:"text";s:12952:"Functional Job Analysis. d. 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. Functional Job Analysis (FJA) 6. b. B. The main features of FJA include the following: 1. Read More  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  (Suggested points: 2, [2.3]) 2.4 Results criteria fall into the following categories: quality, quantity, cost effectiveness, and timeliness. Concept of Job Analysis. Human resource management is an approach to managing people. D. It helps him to understand extent and scope of training required in that field.  Define job design and identify common approaches to varying job design. The first step in the recruitment process is acknowledgment of a job opening. Specific Job Design B. a well-organized interview B. 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. ryan booth quantico actor. d. It identifies key aspects or a job and worker characteristics needed to succeed in the job. Definition of Job Analysis B) Analysts often use a combination of methods for accurate job descriptions or specifications. A. In those instances where smooth work force is required in concern. A. A. Job Evaluation is a process of determining the importance of a particular job in relation to the other job of the organization. Job Analysis by Test 12. Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. The individual level does not impact the group level. Correct Answer : A. Multiple Choice Quiz. Job description b. B Outputs may be tangible or intangible products of the work processes. A. C : Job analysis is concerned with an ideal scenario whereas job design is concerned with verifiable and objective information. a.it focuses on the critical behaviors that distinguish effective from ineffective performers. A job analysis is a formal, structured process carried out under a set of guidelines established in advance. 35. a. Job Analysis is a systematic exploration, study, and recording of a specific jobs responsibilities, duties, skills, accountabilities, work environment, and ability requirements. True. 34. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. This Paper. 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. c.it is inexpensive as compared with other job-analysis techniques. Observation is the simplest and least expensive method of collecting job analysis information. B. A) diaries. Daily Method 4. Job specification c. Job analysis d. These are some of the most common methods of job analysis. B. The job elements are rated in terms such as frequency. C. It aims to describe the purpose of a job and the conditions under which it is performed. A) Job Analysis B) Job selection C) Job specification D) Job description. Salary is a fixed amount of money or compensation paid to an employee by an employer in return for work performed. C) Job analysis allows managers to categorize work. Technical Conference Method 5. Job Analysis is considered one of the most important activities performed by a human resource manager. Machines, tools and equipments to be used while performing a specific job. A job is the output that comes from the accomplishment of tasks. Groups must be understood as functioning within a larger system. b. Job analysis leads to job design and the manner in which the job is to be completed cannot be determined without understanding what is to be done. <p>work activities</p>. The job elements are rated in terms such as frequency. Methodology is based on the idea that safety is an integral part of every job and not a separate entity. The job elements are rated in terms such as frequency. a. Job Evaluation  It is the process of assessing the relative value of jobs to determine appropriate compensation. Task analysis gives the best overall job picture and the PAQ the worst. _____ 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. b. Questionnaire Method 7. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. Characteristics of the Job  Job location, Physical setting, supervision levels required, union jurisdiction, and hazards associated etc. which of the following is true about job specificationprototype theory of perception which of the following is true about job specification A) A single analysis method is typically used to ensure consistency. B. 33. Chapter 4: Job Analysis Multiple Choice 1. It is a list of the characteristics that people must have to perform a job. c. A job analysis focuses on jobs, not positions. Refer to Scenario 4-1. At this time, the manager and/or the HRM look at the job description for the job opening (assuming it isnt a new job). D : Job analysis and job design can be used interchangeably. B. b. True b. ii. This process is used to determine placement of jobs. A) Field experiment method B) Existing data method C) Interview method D) Survey method. Try testing yourself before you read the chapter to see where your strengths and weaknesses are, then test yourself again once youve read the chapter to see how well youve understood. Which of the following is not true of the activity known as job analysis? Of use or amount of time involved. Benefits. Q. 2.2 Knowledge is having the information to do the job and having experience at the job. human behaviors. The job elements are rated in terms such as frequency. Other terms used to describe this procedure are job hazard analysis (JHA) and job hazard breakdown. It is critical that you ask the actual employees who are doing the job what they do every day on the job. Read Paper. A job analysis is carried out by subject-matter experts. performance standards. The rate of pay for the job is fixed. d. The group-level approach is generally superior to the individual-level approach in assessing leader effectiveness. 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 C. Adding new items to a menu may prompt a job analysis of cooking jobs in a restaurant. Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills, accountabilities, work environment and ability requirements of a specific job. a. Certain activities will help you create a successful job analysis. 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. 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. The rate of pay for the job is fixed. 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? A) True B) False. A. True b. Functional Job Analysis (FJA) is a worker-oriented job analytical approach which attempts to describe the whole person on the job. bellway homes manchester. Which of the following is TRUE regarding the job offer? The various methods of job analysis are as follows:- 1. Machines, tools and equipments used ----- C. Behaviours required on the jobs 4. Of use or amount of time involved. answer choices. The critical incidents technique of job analysis uses the same series of closed-ended, standardized questions asked of job incumbents about all jobs. These are some of the most common methods of job analysis. Which of the following is true of how job design and job analysis have functioned in the past? Job Analysis and Human Resource Planning. Job Analysis: HR-Guide to the Internet. List of machines and tools used 3. c. Job Psychographic Method 11. Explain how a job analysis typically involves a joint effort by an HR  specialist, the worker, and the workers supervisor. (moderate; p. 115)   Answer: The HR specialist might observe and analyze the job and then  develop a job description and specification. Which of the following statements regarding the conduct of a job analysis is true? analysis, is to integrate the wants or needs of the employee  Refer to Scenario 4-1.  Identify components of work flow analysis that must be considered. It aims to describe the purpose of a job and the conditions under which it is performed. performance improvement plan conversation script. d. Disciplines > Human Resources > Job analysis. Under NU Values the decision-making in this area is shared by units and Human Resources. The frequency of job analysis depends primarily on the skill levels associated with the position. Of use or amount of time involved. b. Job Analysis is done to prepare a job description and job specification. Work-oriented methods | Worker-oriented methods | Potential problems | See also. c. The individual level forms the base of the levels. 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. Job Specification is a statement of the qualifications, personality traits, skills, etc required by an individual to perform the job. ii. D : Job analysis and job design can be used interchangeably. d analysis and job design can be used interchangeably. The purpose of Job Analysis is to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal. b.it is the least commonly used approach to job analysis. Job Evaluation is a process of determining the importance of a particular job in relation to the other job of the organization. Job Analysis is done to prepare a job description and job specification. Which of the following is NOT a job analysis method? 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 Analysis is a comprehensive process while Job Evaluation is a comparative process. B) False. Which of the following is true of job analysis? It also involves determining the relative importance of the duties, responsibilities, and physical and emotional skills for a given job. work activities. D) Job descriptions are an important part of HR planning but are not a legal requirement. True . working life o f the employee. Job Analysis. Job context ----- A. 21. A job analysis is carried out by subject-matter experts. According to Blum, "A job analysis is an accurate study of the various components of a job. The rate of pay for the job is fixed. Job analysis . 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? Online Essay Writing Service 30 de maio de 2022. C. It aims to describe the purpose of a job and the  It helps in evaluating the job in which the worth of the job has to be evaluated. B) The descriptions in the PAQ reports are very clear and specific. See Page 1 1) Which of the following is NOT true of job analysis?a. d.it requires job analysts to undergo  Definition. 8. gradient of absolute value; jose medellin last words A) An increasing number of companies have increased their reliance on job descriptions. 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 We discuss how to write a job analysis and job description in Section 4.1.2 Job Analysis and Job Descriptions. 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