91) Job analysis plays a significant role at the Daimler plant in Alabama where employees are organized into work teams and job descriptions are written in broad terms.
92) In reengineered business processes, workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks.
93) Many job analysts and employers assert that in today's work environment, job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need.
94) Competencies are observable and measurable behaviors, and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.
95) Functional-based job analysis means describing the job in terms of the measurable, observable, behavioral competencies that an employee doing that job must exhibit to do the job well.
96) Competency-based job analysis is more worker-focused than traditional job analysis.
97) Competency-based job analysis focuses on the knowledge, skills, and behavior of a worker rather than the tasks associated with a particular job.
98) Typical categories used in competency-based job analysis include general competencies, leadership competencies, and technical competencies.
99) British Petroleum implemented a competency-based skills matrix for its employees. As a result, employee training, appraisals, and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.
100) ABC Widgets, Inc. wants to develop a high-performance work system, so its HR department should develop traditional job descriptions rather than competency-based job descriptions.