Chapter 4- Job Analysis and Competency

It is a process where judgement are made about data collected on a job.

• Job Title

• Job Analysis

• Job Description

• Job Specification

A method in which it observes an employee and records all his performed and non-performed task.

• Observation Method

• Interview Method

• Task Inventory Method

• Questionnaire Method

In this method, an employee is asked so that he or she comes up with their own working styles and problems faced by them.

• Observation Method

• Questionnaire Method

• Interview Method

• All of the above

A major drawback of the questionnaire method is the potential for ______________.

• High cost

• Time consuming

• Response bias

• Need for trained interviewers

It is a capability to apply a set of related knowledge, skills and abilities to successfully perform functions.

• Job Factor

• Skills

• Competency

• Work environment

It describes the behaviors, knowledge, and skills required for exceptional performance for any particular job.

• Job Competency Model

• Functional Competency Model

• Core Competency Model

• Leadership Competency Model

It identifies the critical skills, knowledge, and abilities that are required for success for all individuals in a particular organization.

• Job Competency Model

• Functional Competency Model

• Core Competency Model

• Leadership Competency Model

These competency models are immensely powerful when used in talent management and in executive coaching.

• Job Competency Model

• Functional Competency Model

• Core Competency Model

• Leadership Competency Model

TRUE OR FALSE:

An important concept of Job Analysis is that the analysis is conducted of the Job, not the person.

• True

• False

• Maybe

The purpose of Job analysis is to ________________.

• Establish and document the job relatedness of employment procedures.

• Judgement are made about data collected.

• Selecting appropriate candidate.

• Defining skill and assessing competencies.