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Job Analysis and Job Design

Techniques for analyzing and designing job roles.

This topic covers methods for analyzing job requirements and designing effective job roles. It includes techniques for creating job descriptions, determining job specifications, and aligning roles with organizational needs.
5 minutes 5 Questions

Concepts covered: Equal pay, Work management, Overtime eligibility, Needs assessment, Training and development, Performance management, Job evaluation and compensation, Job/role design, Employment practices, Ergonomics and workplace safety, Equal employment, HR planning, Organization design, Analyzing work inputs and outputs, Vocational and career counseling, Workflow analysis, Career pathing, Compliance with legal requirements

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SHRM-CP - Job Analysis and Job Design Example Questions

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Question 1

An employer is updating its employee handbook to comply with the latest labor laws. During the review, the HR manager identifies a section that may not fully align with new regulations. What should the HR manager do next to ensure compliance?

Correct Answer: Consult with legal counsel to revise the handbook section accordingly.

The HR manager should consult with legal counsel to ensure the handbook is revised in accordance with the latest labor laws. This approach guarantees that all legal requirements are accurately addressed and minimizes the risk of non-compliance. Postponing changes leaves the organization vulnerable to legal issues, making revisions without legal advice can result in incorrect interpretations of the law, and merely informing employees informally does not resolve the compliance discrepancy in the handbook.

Question 2

Which job evaluation method uses a structured approach involving three key compensable factors: know-how, problem-solving, and accountability to determine the relative value of jobs within an organization?

Correct Answer: Hay method

The Hay method is a job evaluation method that employs a structured approach using the three key compensable factors: know-how, problem-solving, and accountability to assess the relative value of jobs within an organization. This method systematically evaluates each job based on these factors to determine its worth. The other methods listed do not specifically utilize these three compensable factors. The Market Pricing method focuses on external market rates, the Factor Comparison method involves ranking jobs by various factors but does not specifically use the three mentioned, and the Point Factor method assigns points to different job aspects but in a different framework.

Question 3

You are the HR manager responsible for developing a training program aimed at improving employee performance in your organization. After conducting a training needs analysis, you discover that different departments require diverse training content tailored to their specific functions. What is the most effective approach to design the training program?

Correct Answer: Develop separate training modules for each department to address their unique needs.

Developing separate training modules for each department ensures that the training content is specifically tailored to the unique functions and needs of each department. This targeted approach enhances the relevance and effectiveness of the training, leading to better employee performance. Creating a generic program may not address specific departmental needs, which can result in less effective training outcomes. Prioritizing certain departments could lead to neglecting others that also require improvement. Outsourcing the training development might not capture the internal nuances and specific requirements of each department.

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