1.What items are typically included in the job description? What items are not shown? A job description is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed. There is no standard format for writing job descriptions, but most descriptions include sections on:
•relationships, responsibilities, and duties
•authority of incumbent
•standards of performance
2.What is job analysis? How can you make use of the information it provides? Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them. You can utilize the information it provides to write job descriptions and job specifications, which are utilized in recruitment and selection, compensation, performance appraisal, and training.
3.We discussed several methods for collecting job analysis data—questionnaires, the position analysis questionnaire, and so on. Compare and contrast these methods, explaining what each is useful for and listing the pros and cons of each. Interviews are probably the most widely used method of collecting information for job analysis. The interview allows the incumbent to report activities that might not otherwise come to light (mental activities and activities that occur only occasionally). Observation is useful for jobs that consist mainly of physical activity that is clearly observable. Questionnaires are a quick and efficient way of obtaining information from a large number of employees; however, development cost can be high. Participant diary logs can provide a comprehensive picture of a job, especially when supplemented with interviews, however, many employees do not respond well to the request to record all their daily activities. Quantitative job analysis techniques, such as PAQ, DOL, and Functional Job Analysis are more appropriate when the aim is to assign a quantitative value to each job so that jobs can be compared for pay purposes.
4.Describe the types of information typically found in a job specification. It should include a list of the human traits and experience needed to perform the job. These might include education, skills, behaviors, personality traits, work experience, sensory skills, etc.
5.Explain how you would conduct a job analysis. There are six major steps in a well-conducted job analysis: 1) Determine how the job analysis information will be used and how to collect the necessary information; 2) Collect background information such as organization charts, process charts, and job descriptions; 3) Select representative positions to be analyzed; 4) Collect job analysis information; 5) Review the information with the participants; 6) Develop job descriptions and job specifications.
6.Do you think companies can really do without detailed job descriptions? Why or why not? Either side is an acceptable position to take. The key to grading this answer is the quality of the “why or why not” explanations. Look for students to clearly explain their position in terms of the effects of the lack of job descriptions on the performance, motivation, and capabilities of the people doing the job.
7. In a company with only 25 employees, is there less need for job descriptions? Why or why not? It is clearly more difficult to write job descriptions for positions that may have broad responsibilities because of the...