Exam 4: Job Analysis and Rewards

Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?

When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

In general, there are few, if any, sources of job information external to the organization where the job is performed.

A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.

In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.

A job description is best defined as _____.

One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description.

Skills are underlying, enduring traits of a person that are useful for performing a range of tasks.

The Position Analysis Questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

If tasks/dimensions are not weighted formally, then ________.

Competency based job analysis is a way to facilitate increased staffing flexibility.

Task statements are objectively written descriptions of the behaviors or work activities engaged in by employees in order to perform the job.

Which of the following is a good definition of a task?

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

The sample size used in job analysis is not relevant to legal defensibility.

What is the "employee value proposition?"

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.