Florida Institute of Technology

EMG3331

Chapter 4

1)For job analysis purposes, Clark has been required to keep a diary of his job duties, noting how frequently they are performed and the time required for each duty. Clark believes this is a massive waste of time that he could be spending in productive work. Clark is correct in his belief that it is the HR department’s responsibility to observe and record his work activities, rather than his responsibility.

2. Competencies are individual capabilities that can be linked to enhanced organizational performance by individual employees or teams of employees.
3. The competency approach to job analysis focuses on the educational qualifications needed by potential job candidates, such as whether a job requires a bachelor’s or a master’s degree.
4. A major problem for organizations that employ large numbers of Hispanic employees is that there is almost no extensive job description database in Spanish.
5. Contingent workers are temporary employees of an organization who are entitled to the same benefits and pay as regular employees.
6. The job specification part of the job description should list the knowledge, skills, and abilities of the ideal candidate who can perform the job at an excellent level.
7. A task is a distinct, identifiable work activity composed of motions, whereas a duty is a larger work segment composed of several tasks that are performed by an individual.
8. Without thorough and accurate job analysis, it would be difficult for an organization to defend its recruiting and selection procedures, performance appraisal system, employee disciplinary actions, and pay practices against EEO challenges.