Human Resources

Question 1

1. Job descriptions are derived from the …..?
2. Job Analysis process should do what 4 things?
3. List and define 2 benefits for staff to be involved with Job Analysis.
4. The sum of all …….. equals the ……. ………. and the sum of all …… ………. equals the …… ………
5. List 6 methods of data collection
6. What is the most common form of Job Analysis used by government?
7. A typical job will include between 10 and 15 …………….. for each …………….?
8. Explain the 3 steps in writing a Task Statement correctly then give an example.

Answer 1

1. Job analysis
2. Identify job under review (jobs to be analyzed)

Establish a list of the participants involved in the job analysis process

Review existing documentation

Determine and implement data collection methods (question 5 asks for examples)

3. They learn about Job Domain (major areas of responsibility a job may entail) and Tasks (specific work performed on the job by an employee).
4. Tasks=Job Domain, Job Domain=Job Title
5. Critical Incidents/Observations (record employee behavior)

Interview (staff performing job)

Job Performance (“hands-on” approach)

Structured Questionnaires (survey)

Task-Analysis Inventory - (list of tasks evaluated by job holder and supervisor)

Combination of Methods

6. Task Analysis Inventory
7. Tasks and Domain
8. Begin with an action verb, include only one specific task, describe what the employee does. Ex: Complete performance evaluations for officials.

Question 2

1. This represents a summarized document of the content identified in the job analysis and specifies the major job domains and tasks of a job.
2. List 3 reasons for the importance of a well developed (answer to question 1)…. ………. for HR decisions.
3. When developing the (answer to question 1) …… ………. the PnR professional should be aware of what 4 concepts?
4. Job Descriptions Format includes what 7 parts?
5. Job analysis is the ……………. and the Job Description is the ……….. ……… …………… ……………?

Answer 2

1. Job Description
2. recruitment, selection, pay-for-performance decisions
3. Job - identical positions can be addressed by a single analysis. Ex: 2 Athletic supervisors.

Position - this concept refers to the set (combo) of Domains and Tasks performed by each employee in the PnR agency.

Domain - domains serve as the primary areas of responsibility. Ex: Athletic Supervisors might include domains in programming, facility management, marketing, finance.

Tasks - specific work performed by an employee

4. Job Title
   Job Identification - agency related info (department, supervisor of job title, scale)
   Job Summary
   Job Domains and Tasks
   Job Specifications - qualifications (experience, education, physical)
   Disclaimers - agency’s ability to change or modify the job’s essential duties.
5. Foundation, the actual tool that is used to guide the agency’s HR activities.

Question 3

1. List 4 factors that can make recruiting employment difficult.
2. PnR professionals should familiarize themselves with what before implementing the recruitment process?
3. The recruitment PROCESS should start with what? This should include what 6 things?
4. List 4 approaches to recruit seasonal, part-time, and/or contract employees.

Answer 3

1. The agencies Geographic Location, Reputation, Legal and Governmental Regulations, Salaries and Benefits.
2. Job Description and formal/informal recruiting policies
3. Development of a recruitment plan
   - agency’s recruitment philosophy
   - Goals and objectives
   - Specific policies and procedures for the recruitment process
   - Staff needs in the recruitment process (training in recruitment)
   - Size of applicant pool - too big or too small
   - provide a Realistic Job Preview (RJB) for applicants.
4. -Advertisements (media)
   - Unsolicited Applications and Resumes (cold calls)
   - Professional Associations -advertise positions on their website
   - Employee Referrals

Question 4

1. Explain the four stages in the review process of a candidates application.
2. List and define 5 types of tests used in the selection process.
3. List the 3 types of employment decisions.
4. List 2 reasons for a Delayed Offer.
5. What is the most common approach for an Employment Decision?
6. Despite the reason for an Employment Decision, what is a PnR professional should provide every candidate with what?

Answer 4

1. -Completion and screening of application forms
   - Preliminary Interview
   - Testing
   - Reference Checking
   - Make employment decision for each candidate.
2. Aptitude Test - measure an applicants ability to learn or perform tasks (verbal, writing samples, numerical tests)

Psychomotor Tests - for outdoor rec. testing one’s strength and coordination.

Proficiency Assessment - measures knowledge

Interest Tests

Personality Tests - identify an applicants personality traits.

3. Rejection, On-the-Spot Offer, Delayed Offer.
4. Interviewing Other Applicants, dealing with Equal Employment Opportunity Commission requirements.
5. Delayed Offer
6. Tentative timeline

Question 5

List and define the two forms of Unfair Discrimination.

Answer 5

Intentional Discrimination - applying different standards to different sets of individuals

Unintentional Discrimination - making employment decisions that represents substantial underrepresentation of individuals from a projected class.

Question 6

Screening Interviews - define and list the purpose

Answer 6

Seasonal/part-time applicants who are qualified are required to do a written or phone interview.

To narrow the application pool to a manageable number. The remaining candidates are invited for a formal interview.

Question 7

A. List and define the 6 steps in the interview process.

B. List and define the two interview-question types.

C. List and define the 4 types of structured interview questions

Answer 7

A. 1. Review the job description to determine job-specific criteria and questions to include in the interview.
2. Determine the interviewers.
3. Select an interview format: one-on-one with supervisor, committee interview, or group interview.
4. Develop interview questions.
5. Interview assessment forms.
6/ Interview training - includes their role and how to conduct selection interviews.

B. 1. Structured interview - asking each candidate the same pre-determined questions.
2. Unstructured interview - no predetermined list of questions. More of a social interview.

C. 1. Biographical - tell me about your previous work experience.

2. Behavioral - tell me how you handled this type of problem in the past.
3. Competency - list of competencies needed to successfully perform a job. lifting heavy objects, working weekends. It may require leadership and a question may be “what techniques did you utilize in motivating a group?”
4. Situational - questions asking candidates how they might manage specific job situations. “You witnessed a co-worker stealing money, what would you do?”

Question 8

1. To design and develop a process for training seasonal/part-time staff, requires addressing what questions?
2. List and define the 6 steps used to address these questions.
3. List 4 ways to collect needs assessment data.
4. List 5 work environment factors that have been identified as key elements in promoting training transfer.
5. List one way to further promote the transfer of training.
6. Training programs are evaluated on what three outcome levels? List and define.
7. Once the evaluation level outcome has been decided, the PnR professional should develop what?
8. In matching a training method (lecture, video) to learning outcomes, the PnR professional should be concerned with what 3 things?

Answer 8

1. Who - are the trainees?, What - are the skills and abilities to be received?, How - can trainers ensure staff’s readiness for training?.
2. Conduct a Needs Analysis - assessing the Agency, Person, and Task needs.

Ensure Employees’ Readiness for Training - Current state vs. the desired state. Is it a lack of knowledge or motivation? These answers all come from the needs assessment data (surveys, etc)

Ensure Transfer of Training - employees applying what they learned in training to the job.

Develop Evaluation Plan - in designing this, it should focus on identifying the outcomes the training is expected to influence.

Select a Training Method - lecture, field trips, demos, group discussions, QnA periods.

Monitor and Evaluate the Training Program

3. Observations, surveys, review manuals/documents, interviews with Subject Matter Experts (SME).
4. Transfer climate, manager support, peer support, an opportunity to perform, and technological support.
5. Integrate a pay-for-performance system.
6. Cognitive - trainee knowledge and application.

Skill-based - development of technical or motor skills.

Affective Outcomes - in attitude and motivation

7. Training Objectives
8. Extent of training, costs, and effectiveness

Question 9

List 3 things to consider in designing a work schedule.

Answer 9

Identification of the duties and responsibilities

of hours each employee works per week and days available

Budget constraints and laws such as the Affordable Care Act

Break Time