Reference no: EM13522527
True / False Questions
1. Competencies are more specific than KSAOs.
2. Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.
3. Competencies contribute to job performance, but not to organizational success.
4. Competency based job analysis is a way to facilitate increased staffing flexibility.
5. A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.
6. Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.
7. Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.
8. The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.
9. The legal implications of analyzing competencies beyond job specific ones are well-known.
10. Pay, benefits, and promotions are typical intrinsic job rewards.
11. Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."
12. The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.
13. Surveys and interviews with employees are a key way to gather information on job rewards preferences.
14. One advantage of intrinsic rewards is that they are basically costless.
15. Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals.
16. Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.
17. Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.
18. One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.
19. A work team is an interdependent collection of employees who share responsibility for achieving a specific goal.
20. Teams are seldom designed to absorb management functions that allow for self-management because they inherently produce excess groupthink.