A systematic procedure for studying jobs to determine their various elements and requirements

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs. Under NU Values the decision-making in this area is shared by units and Human Resources. Specific internal approval processes will be determined by the unit's organizational leadership.

Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.

A relative value is placed on the differing factors described in the Zone Placement Matrix. All new and existing positions will be assigned to a job family and zone using the job analysis process. This process is designed to place positions into families and zones based upon assigned duties, qualifications and competencies as measured by the five criteria found in the Zone Placement Matrix.

Organizational unit leaders are encouraged to consult with Human Resources for guidance at any step in the job analysis process.

Determine the Exempt/Non-Exempt and Managerial/Professional or Office/Service Status

The exempt/nonexempt and Managerial/Professional-Office/Service status of each job will be assigned by Human Resources. Exempt-nonexempt status is based upon an interpretation of the Fair Labor Standards Act (FLSA) as it relates to the duties and responsibilities of each job. Managerial/Professional or Office/Service status correlates closely with exempt/nonexempt and impacts some benefits of the job.

• 1. Writing the Job Description
• 2. Determine the Job Family
• 3. Determine Job Zone
• 4. Determine Title

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BUS 170 Intro to BusinessChapter 9.Attracting and Retaining the Best EmployeesReading & Study GuideBy reading chapter 9, you should be able to answer to the following questions:1.Given a human resources activity, identify the phase of human resources management.

2.Distinguish between job analysis, job description, and job specification.

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a.Trueb.FalseANSWER:TruePOINTS:1DIFFICULTY:ModerateREFERENCES:p.243LEARNING OBJECTIVES:FOBU.PRIDE.15.9-3NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:Cultural Diversity in HumanResourcesKEYWORDS:Bloom's:Knowledge178. A firm that properly manages cultural diversity can develop cost advantages over firms that do notmanagediversitywell.a.Trueb.FalseANSWER:TruePOINTS:1DIFFICULTY:ModerateREFERENCES:pp.243-244LEARNING OBJECTIVES:FOBU.PRIDE.15.9-3NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:Cultural Diversity in HumanResourcesKEYWORDS:Bloom's:Knowledge179. Managers should view cultural diversity as an opportunity rather than as alimitation.a.Trueb.FalseANSWER:TruePOINTS:1

180. A diversity program can be successful even without strong, sustained commitment from topmanagement.a.Trueb.FalseANSWER:FalsePOINTS:1DIFFICULTY:ModerateREFERENCES:p.244LEARNING OBJECTIVES:FOBU.PRIDE.15.9-3NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:Cultural Diversity in HumanResourcesKEYWORDS:Bloom's:Knowledge181. Job specification is a systematic procedure for studying jobs to determine their various elements andrequirements.a.Trueb.FalseANSWER:FalsePOINTS:1DIFFICULTY:EasyREFERENCES:p.245LEARNING OBJECTIVES:FOBU.PRIDE.15.9-4NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:JobAnalysisKEYWORDS:Bloom's:Knowledge182. Job analysis is the systematic procedure for studying jobs to determine expected levels ofproductivity.a.Trueb.FalseANSWER:FalsePOINTS:1DIFFICULTY:ModerateREFERENCES:p.245LEARNING OBJECTIVES:FOBU.PRIDE.15.9-4NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:JobAnalysisKEYWORDS:Bloom's:Knowledge

183. Job analysis provides a job description and a job specification for a particularposition.a.Trueb.FalseANSWER:TruePOINTS:1DIFFICULTY:EasyREFERENCES:p.245LEARNING OBJECTIVES:FOBU.PRIDE.15.9-4NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:JobAnalysisKEYWORDS:Bloom's:Knowledge184. Job analysis is the list of qualifications required to perform a particularjob.a.Trueb.FalseANSWER:FalsePOINTS:1DIFFICULTY:EasyREFERENCES:p.245LEARNING OBJECTIVES:FOBU.PRIDE.15.9-4NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:JobAnalysisKEYWORDS:Bloom's:Knowledge185. A list of skills, abilities, education, and experience required for a position is called ajobanalysis.a.Trueb.FalseANSWER:FalsePOINTS:1DIFFICULTY:ModerateREFERENCES:p.245LEARNING OBJECTIVES:FOBU.PRIDE.15.9-4NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:JobAnalysisKEYWORDS:Bloom's:Knowledge

186. The primary disadvantage of internal recruiting is that promoting a current employee leaves another position tobefilled, possibly meaning that two employees must be trained instead ofone.a.Trueb.FalseANSWER:TruePOINTS:1DIFFICULTY:EasyREFERENCES:p.247LEARNING OBJECTIVES:FOBU.PRIDE.15.9-5NATIONAL STANDARDS:United States - BUSPROG:AnalyticTOPICS:Recruiting, Selection, andOrientationKEYWORDS:Bloom's:Knowledge

What is the systematic process for identifying and describing the important aspects of a job?

Is the process of systematically determining the relative worth of jobs?

Is a list of the elements that make up a particular job?

What is the process of determining the optimal way in which a job should be performed?