how the job in question relates to other jobs and where it fits in the overall organization. The organization chart should identitify tile title of each position and, by means of its interconnecting lines, show who reports to whom and with whom the job incumbent is expected to communicate.
A process chart provides you with a more detailed understanding of the flow of work than you can obtain from the organization chart alone. In its simplest form, a process chart shows the flow of inputs to and outputs from the job under study.
Finally, the existing job description, if there is one, can provide a good starting point from which to build your revised job description.
Step 3
This step is necessary where many similar jobs are to be analyzed and where it is too time-consuming to analyze, say, the jobs of all assembly line workers.
Step 4
Your next step is to gather data on job activities, required employee behaviors, working conditions and human requirements (like the traits and abilities needed to perform the job). For this, you would use one or more of the job analysis techniques.
Step5
The job analysis provides information on the nature and functions of the job, and this information should be verified with the worker performing the job and the person?s immediate supervisor. Verifying the information will help to determine if it is factually correct, complete, and easily understood by all concerned. And this ?review? step can help gain the person?s acceptance of the job analysis data you collected by giving that person a chance to modify your description of the activities
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he or she performs.
1. The best title of this article might be . A. methods for job analysis B. steps in job analysis
C. methods for collecting job analysis data D. steps for collecting job analysis data
2. Which of the following isn?t a method for collecting job analysis data? . A. interviews B. questionnaires
C. asking the person what the job entails D. critical incident methods
3. According to the passage, which of the following statement is false? . A. Organization charts show you where it fits in some area of the organization.
B. The organization chart should show who reports to whom and with whom the job incumbent is expected to communicate.
C. A process chart shows the flow of inputs to and outputs from the job.
D. Your revised job description can be based on the existing job description.
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4. About the steps in doing job analysis, the author of this passage would most likely disagree that . A. Step 1 should be to determine the use of the job analysis information.
B. Step 2 should review available existing information. C. Step 3 might be necessary for any job analysis. D. Step 5 should verify the collected information. 5. From this passage, we can infer that . A. We can collect job analysis data by qualitative methods and quantified methods.
B. We must review the existing job description in doing job analysis. C. In gathering data on job activities, required employee behaviors, working conditions and human requirements, we can?t use any one of the job analysis techniques.
D. In doing job analysis, we shouldn?t give any person a chance to modify his or her description of the activities he or she performs. Answer:
1.B 2.D 3.A 4.C 5.A
（二）
What kind of practices would characterize an organization that understood the value of career development? The following summarizes a few of the more effective practices.
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There is an increasing body of evidence indicating that employees who receive especially challenging job assignments early in their careers do better on later jobs. More specifically, the degree of stimulation and challenge in a person?s initial job assignment tends to be significantly related to later career success and retention in the organization. Initial challenges, particularly if they are successfully met, stimulate a person to perform well in subsequent years.
To provide information to all employee about job openings, job opportunities should be posted. Job postings list key job specification data – abilities, experience, and seniority requirements to qualify for vacancies – and are typically communicated through bulletin board displays or organizational publications.
One of the most logical parts of career development is career counseling. An effective program will cover the following issues with employees:
1. the employee?s career goals, aspirations, and expectations for five years or longer.
2. Opportunities available within the organization and the degree to which the employee?s aspirations are realistic and match the opportunities available
3. Identification of what the employee would have to do in the way of further self-development to qualify for new opportunities.
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4. Identification of the actual next steps in the form of plans for new development activities or new job assignments that would prepare the employee for further career growth.
Organizations can offer group workshops to facilitate career development. By bringing together groups of employees with their supervisors and managers, problems and misperceptions can be identified and, it is hoped, resolved. These workshops can be general , or they can be designed to deal with problems common to certain groups of employees-new members, minorities, older workers, and so forth. Periodic job changes can prevent obsolescence and stimulate career growth. The changes can be lateral transfers, vertical promotions, or temporary assignments. The important element in periodic job changes is that they give the employee a variety of experience that offer diversity and new challenges.
1.According to the passage, which of the following isn?t key job specification data listed in job postings? . A. abilities B. experience C. knowledge
D. seniority requirements to qualify for vacancies
2. An effective career counseling program will cover the following issues with employees except .
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