Reference no: EM131145298

Write the answers of the question given below related to the topic Competency-Based Job Analysis

True false / Questions

63. Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

64. Competencies are more specific than KSAOs.

65. Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

66. Competencies contribute to job performance, but not to organizational success.

67. Competency based job analysis is a way to facilitate increased staffing flexibility.

68. A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

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

70. Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.

71. The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.

72. The legal implications of analyzing competencies beyond job specific ones are well-known.

Multiple Choice Questions

73. The best approach to job analysis for flexible jobs with changing requirements is _____.
A. job requirements job analysis
B. competency based job analysis
C. team-based job analysis
D. functional job analysis

74. A competency is _____.
A. a type of behavior that is observed on the job
B. an underlying characteristic of an individual that contributes to job or role performance
C. a latent component of the job characteristics matrix
D. a compilation of the tasks, duties, and responsibilities that make up a job

75. Unlike KSAOs, competencies usually describe characteristics ________.
A. of individuals that contribute to job performance
B. that are used for selecting individuals
C. that contribute to success across multiple jobs
D. of organizational reward systems

76. Competency modeling is useful for which of the following applications?
A. Identifying needs for replacement and succession planning
B. Internal promotion processes
C. Facilitating the HR planning process
D. All of the above

77. Competency modeling is strategically used to _________.
A. Create awareness of the need for stability in business
B. Enhance the skill level of the workforce
C. Encourage employees to focus on their own jobs as much as possible
D. None of the above

78. Which of the following is not one of the "great eight" competencies?
A. Mechanical knowledge
B. Creating
C. Organizing
D. Performing

Job Rewards

true false/ Questions

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

80. Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."

81. The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

82. Surveys and interviews with employees are a key way to gather information on job rewards preferences.

83. One advantage of intrinsic rewards is that they are basically costless.

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

85. Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.

86. Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.

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

Multiple Choice Questions

88. Which of the following is not an example of an extrinsic reward?
A. Pay
B. Promotion
C. Autonomy
D. Fringe benefits

89. It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ____________.
A. made public so managers can match employee preferences immediately
B. kept confidential so employees can report honestly
C. developed through an informal process so employees feel comfortable
D. generally less important than the process used in asking questions

90. Which of the following HR outcomes arise from providing and using rewards?
A. applicant attraction
B. employee performance
C. employee retention
D. all of the above

91. What is the "employee value proposition?"
A. the total worth of an employee's KSAOs
B. the organization's package of rewards provided to employees
C. the net worth of an organization's employees
D. none of the above

92. Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?
A. variety of work, relationship with supervisor, compensation, and networking
B. relationship with supervisor, networking, variety of work, and compensation
C. job security, benefits, opportunities to use skills and abilities, and financial stability
D. networking, variety of work, relationship with supervisor, and compensation

93. When assessing appropriate rewards, organizations can use information from _____________.
A. surveys conducted by the Department of Labor
B. surveys conducted by the Society for Human Resources Management
C. internal organizational sources
D. all of the above