A job content job evaluation job structure job analysis job description Job anal

Question

A job content job evaluation job structure job analysis job description Job analysis provide the underlying information for calculating labor costs preparing job description and evaluating implementation of human resource Plan functional job evaluation performance appraisal A key issue for compensation decision makers is to ensure that the data collected serve the purpose of making descriptions and are acceptable to the employees involved. This, in part, is determined by the internal job structure. What are the sequential steps in determining the internal job structure job analysis, job descriptions, job structure, job evaluation. Job analysis, job structure, job descriptions, job evaluation job analysis, job descriptions, job evaluation, job structure job structure, job descriptions, job evaluation, job analysis job structure, job evaluation, job analysis, job descriptions The is a renown methodology to collection data for job analysis. personnel interview method content analysis quantitative method conventional method position analysis questionnaire which of the follow is NOT a major decision in designing a job analysis Why are we collecting job information What information do we need How should we collect it Who should be involved Who do we report results to________refers to the movement of jobs to locations beyond home-coutry boders off shoring outsourcing framing capitalization protectionism Advantages of quantitative job analysis such as (PAQ) over conventional methods (interviews and Questionnaires) are__they are faster they may be more subjective they can be collected more data they minimize the judgmental aspect of the analysis they are cheaper

Explanation / Answer

45) D. Job analysis (though full question is not clear in the snap)

46) B. Preparing job descriptions and evaluating

Job analysis is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully.

47) C. Job analysis, Job descriptions, Job Evaluation, Job structure

Job Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are Job descriptions and job specifications. Job Evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs. The objective of this process is to determine the correct rate of pay. Job Structure shows the worth of various jobs as per Job evaluation

48) D. Conventional method

Conventional job analysis programs typically involve collecting job information by observing and/or interviewing job incumbents. Job descriptions are then prepared in essay form. Much of the conventional approach comes from the long experience of the United States Employment Service in analyzing jobs

49) E. Who do we report results to

Job analysis aims to answer questions such as:

50) A. Offshoring

Offshoring is the relocation of a business process from one country to another—typically an operational process, such as manufacturing, or supporting processes, such as accounting. Typically this refers to a company business, although state governments may also employ offshoring.

51) D. They minimize the judgmental aspect of the analysis

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