Author Question: Oftentimes, HR professionals' identification of competencies is derived from an analysis of ... (Read 37 times)

Engineer · **on:** Jul 7, 2018

Oftentimes, HR professionals' identification of competencies is derived from an analysis of ________.

A) observation methods
B) overall strategic statements
C) job descriptions
D) global talent management

Question 2

What type of information is necessary for a job analysis? How can a job analysis provide a legal defense for a firm's employment practices? What specific laws require a thorough job analysis?

What will be an ideal response?

Brummell1998 · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

Answer: B

Answer to Question 2

Answer: The job analyst identifies the job's actual duties, responsibilities, and essential functions. Information is collected regarding work activities; worker-oriented activities; and the types of machines, tools, equipment, and work aids used in the job. In addition, the job analyst looks at job-related tangibles and intangibles, such as the knowledge needed, the materials processed, and the goods made or services performed

A properly prepared job analysis is particularly important for supporting the legality of employment practices. Job analysis data are needed to defend decisions involving termination, promotion, transfers, and demotions. Effective job analysis is essential to sound human resource management as an organization recruits, selects, and promotes employees. Legislation requiring thorough job analysis includes the Fair Labor Standards Act, Equal Pay Act, Civil Rights Act, Occupational Safety and Health Act, and Americans with Disabilities Act.