Chapitre 3

Question 1

Uses of job analysis information:
-
-
-
-
-
-
-

Answer 1

Uses of job analysis information:

• Human ressources planning
• Recruitment and selection
• Compensation
• Performance management
• Labour relations
• Training, Development and career management
• Restructuring

Question 2

Steps in job analysis:
1. 
2.
3.
4.
5.
6.

Answer 2

Steps in job analysis:

1. Review relevant organizational information
2. Jobs are selected to be analyzed
3. Using one or more job analysis techniques, data are collected on job activities
4. The information is verified, modified if required
5. Job description developped based on the information
6. The information is then communicated and updated on an as-needed basis

Question 3

Bureaucratic structure:

• Top down management approach
• _____
• _____
• ____

Answer 3

Bureaucratic structure:

• Top down management approach
• many levels
• highly specialized jobs
• focus on independent performance

Question 4

Flat structure:

• ___
• ___
• ___
• ___

Answer 4

Flat structure:

• Decentralized
• Few levels
• Broadly defined jobs
• Emphasis on team and development

Question 5

Matrix structure:

• __
• __

Answer 5

Matrix structure:

• each job as two components : functionnal and product
• 2 executives to report to!

Question 6

The evolution of jobs and design:
-
-
-
-
-
-

Answer 6

The evolution of jobs and design:

• Work simplification
• Industrial engineering
• Job enlargement (Horizontal loading)
• Job rotation
• Job enrichment
• Ergonomics

Question 7

Competency-based job analysis def:

Answer 7

Competency-based job analysis def:
describing a job in terms of the measurable, observable behavioural competencies an employee must exhibit to do a job well.

Question 8

Three reasons to use competency analysis:
1.
2.
3.

Answer 8

Three reasons to use competency analysis:

1. May backfired if employees are not team player but are self-motivated
2. More strategic (specific)
3. Helps for the performance management process