Question

The type of information that is found on an employer task analysis record form includes the following EXCEPT: A) quantity, quality standards. B) performance conditions. C) task list. D) how often performed. E) skills not required to learn.

Answer 1

An employer task analysis record form includes information about the tasks associated with a job, including quantity, quality standards, performance conditions, task list, and frequency but does not include ‘skills not required to learn’.

Step-by-step explanation:

The type of information that is found on an employer task analysis record form includes details pertinent to the job's responsibilities, such as quantity, quality standards, performance conditions, a task list, and how often tasks are performed. However, it does not include items such as ‘skills not required to learn’. When conducting a task analysis, observation, surveys, and interviews may be utilized to determine what skills are necessary for a job. Furthermore, the United States Department of Labor’s O*NET database provides a comprehensive list of tasks, knowledge, skills, abilities (KSAs), and other aspects needed for various jobs. Although an employer may use education, training, work experience, and references to gauge potential employee productivity, these are still imperfect measures, and skills not required are generally not recorded on a task analysis.

Answer 2

The option 'skills not required to learn' (E) is not typically included on an employer task analysis record form. These forms focus on essential tasks and skills required for a specific role, while avoiding irrelevant details that do not contribute to understanding job requirements. Asymmetric information influences how employers assess potential hires.

Step-by-step explanation:

The type of information that is not found on an employer task analysis record form, among the options provided, is skills not required to learn. An employer task analysis typically includes a detailed outline of the necessary tasks (C) to be performed, the conditions under which they are performed (B), the quality and quantity standards (A), and frequency of performance (D). However, it does not document skills that are unnecessary for the role in question.

Task analysis forms part of the broader field of job analysis, which is utilized to define the requirements of a job and the characteristics of the ideal candidate. Observations, surveys, and interviews can reveal important information about job requirements and ideal candidate traits. Additionally, asymmetric information in the labor market impacts how employers assess potential hires. Employers may rely on educational qualifications, awards, GPAs, and references to make hiring decisions due to the difficulty in observing key employee attributes before employment.

Considering the need for employers to obtain relevant and actionable information on potential candidates, the inclusion of irrelevant skills would be counterproductive to the task analysis process. The focus is on identifying and recording the essential skills and tasks specific to the role. Meanwhile, asymmetrical information highlights the challenges employers face in accurately gauging candidate suitability based on information presented during the hiring process. Employers turn to statistical discrimination when facing information gaps, potentially leading to biased hiring practices.