Question 1

TS Ltd. has 30 employees. As the HRM, would you suggest that the company conduct a job analysis? What questions could you ask in gathering job information that would help TS Ltd. write a job description and job specifications for its aircraft maintenance engineers?

Accepted Answer

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Question 2

Core competencies are the characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess.

Accepted Answer

Core competencies are considered the fundamental skills, knowledge, and abilities that every member of an organization must possess. They are not limited by job titles, functions, or levels of responsibility.

Question 3

Leadership, motivation, trust, communication, and interpersonal skills are examples of competencies.

Accepted Answer

These are all examples of soft skills competencies that are highly valued in many industries and professions.

Question 4

Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal with the disadvantages of the technique.

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Question 5

What is a job analysis? What data is included in a job analysis? What are three key considerations in job analysis?

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Question 6

What is the difference between a job, position, and job family? Give examples of each.

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Question 7

The evolution toward rapidly changing jobs and organizations that demand flexibility of their workers has led some HR practitioners to search for alternatives to traditional job analysis techniques. What factors are impinging on traditional job analysis? What are competencies? List three important elements of competencies. What role do competencies have in recruitment and selection?

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Question 8

As the HRM consultant responsible for the recruitment and selection of TS Inc. aviation employees, what suggestions would you make to the CEO to ensure that the following job description adequately reflects the responsibilities and KSAOs that the aircraft maintenance engineer will need to perform his or her job well? What specific changes should be made to ensure the job description is measurable, valid, reliable, and legally defensible?
AIRCRAFT MAINTENANCE ENGINEER,
TS Inc., Sydney, B.C.
TS Inc. is a young growing aviation company headquartered in Sydney, BC. We are looking for an aircraft maintenance engineer to become part of our team. The applicant must be licensed by Transport Canada to inspect and certify that work done on our aircrafts complies with written airworthiness standards. You must be at least 21 years of age and provide proof of Canadian citizenship. You must be able to work and communicate effectively in a small business team environment and maintain effective interpersonal working relationships with engineers, pilots, and other technical and professional employees and clients

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Question 9

Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis depending on the nature of the jobs and how the work is changing. Describe both methods and give an example of when an organization may choose that method.

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Question 10

What is the difference between a job description and a job specification? What are KSAOs?

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Question 11

A best practice in competency modelling for analyzing competency information might include considering previous job requirements.

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Question 12

Describe one job analysis method.

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Quiz 4: Job Analysis and Competency Models