Study with Quizlet and memorize flashcards containing terms like Which of the following is a similarity between functional job analysis and the Position Analysis Questionnaire? A. Both instruments are relatively simple and easy to use. B. The dimensions measured by both these methods are believed to underlie all jobs. C. Both provide information on 187 separate job-related items. D. The items ...
Study with Quizlet and memorize flashcards containing terms like A company pursuing a growth strategy is most likely to:, A group of jobs that have task and knowledge, skills, and abilities (KSA) requirements that are quite similar constitutes a _____., An organization should consider its strategic plan when forecasting the demand for human resources. and more.
Answer to Solved An advantage of the Position Analysis Questionnaire. Business; Operations Management; Operations Management questions and answers
Focuses on the individual who will perform the job and indicates the knowledge, abilities, skills, and other characteristics that an individual must have to be able to perform the job.
One of the most popular and widely used job-analysis methods is the Position Analysis Questionnaire (PAQ). Job context represents the physical and social contacts where the work is performed.
Job analysis helps human resource planners understand exactly what kinds of work must be performed in an organization. This helps human resource planners to plan the nature and composition of the organization's workforce.
An individual presumed to be highly knowledgeable about a particular job and who provides data for job analysis. May be an existing job incumbent, a supervisor, or another knowledgeable employee.
d.Examining a company's internal records of recruitment is useful for forecasting labor supply and demand that help human resource managers plan recruitment effectively .
A standardized job-analysis instrument consisting of 194 items that reflect work behavior, working conditions, and job characteristics that are assumed to be generalizable across a wide variety of jobs.
A job-analysis procedure that defines abilities as the enduring attributes of individuals that account for differences in performance; it relies on the taxonomy of abilities that presumably represents all the dimensions relevant to work.
Focuses on the individual who will perform the job and indicates the knowledge, abilities, skills, and other characteristics that an individual must have to be able to perform the job.
One of the most popular and widely used job-analysis methods is the Position Analysis Questionnaire (PAQ). Job context represents the physical and social contacts where the work is performed.
Job analysis helps human resource planners understand exactly what kinds of work must be performed in an organization. This helps human resource planners to plan the nature and composition of the organization's workforce.
An individual presumed to be highly knowledgeable about a particular job and who provides data for job analysis. May be an existing job incumbent, a supervisor, or another knowledgeable employee.
d.Examining a company's internal records of recruitment is useful for forecasting labor supply and demand that help human resource managers plan recruitment effectively .
A standardized job-analysis instrument consisting of 194 items that reflect work behavior, working conditions, and job characteristics that are assumed to be generalizable across a wide variety of jobs.
A job-analysis procedure that defines abilities as the enduring attributes of individuals that account for differences in performance; it relies on the taxonomy of abilities that presumably represents all the dimensions relevant to work.