Question 1

"Attitude" cannot be defined for the purpose of job analysis.

Accepted Answer

A) True 
 B)False  False

Question 2

To be classified non-exempt,manual,routine,or clerical duties cannot exceed what percentage of an employee's time?

Accepted Answer

A)  Less than 5% 
B)  Less than 10% 
C)  Less than 15% 
D)  Less than 20% 
A)  Less than 5% 
B)  Less than 10% 
C)  Less than 15% 
D)  Less than 20% B

Question 3

Communicating the process to managers and employees occurs in which stage of the job analysis process?

Accepted Answer

A)  Developing job descriptions 
B)  Conducting the job analysis 
C)  Planning the job analysis 
D)  Preparing for job analysis 
A)  Developing job descriptions 
B)  Conducting the job analysis 
C)  Planning the job analysis 
D)  Preparing for job analysis D

Question 4

Job analysis identifies the amount of time spent on each duty to help determine __________.

Accepted Answer

A)  Critical duties 
B)  Exempt or non-exempt status according to the Fair Labor Standards Act 
C)  Educational requirements 
D)  Organizational placement 
A)  Critical duties 
B)  Exempt or non-exempt status according to the Fair Labor Standards Act 
C)  Educational requirements 
D)  Organizational placement

Question 5

The competency approach to job analysis focuses on __________.

Accepted Answer

A)  Tasks, duties, and responsibilities that compose a job 
B)  Established job descriptions 
C)  Groupings such as knowledge, training, and licensure 
D)  All of the above 
A)  Tasks, duties, and responsibilities that compose a job 
B)  Established job descriptions 
C)  Groupings such as knowledge, training, and licensure 
D)  All of the above

Question 6

A job family is a grouping of jobs with similar characteristics.

Accepted Answer

A) True 
 B)False

Question 7

If job descriptions are not kept current,the entire process of job analysis may have to be repeated.

Accepted Answer

A) True 
 B)False

Question 8

Information used in job analysis includes __________.

Accepted Answer

A)  Working conditions, equipment, and supervision received 
B)  Work behaviors, financial impact, and performance standards 
C)  Work activities, knowledge, and skills 
D)  All of the above 
A)  Working conditions, equipment, and supervision received 
B)  Work behaviors, financial impact, and performance standards 
C)  Work activities, knowledge, and skills 
D)  All of the above

Question 9

The competency approach encourages employees to develop competencies that may be used in different work situations,rather than being boxed into a single job.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following HR activities are affected by job analysis?

Accepted Answer

A)  Union relations 
B)  Recruiting and selection 
C)  Compensation 
D)  All of the above 
A)  Union relations 
B)  Recruiting and selection 
C)  Compensation 
D)  All of the above

Question 11

A miscellaneous clause in the job description is not recommended.

Accepted Answer

A) True 
 B)False

Question 12

Nonessential functions are __________.

Accepted Answer

A)  Generally performed less than 10% of the time 
B)  Often performed 20% of the time 
C)  Performed regularly: daily, weekly, monthly 
D)  Tasks that have consequences to other jobs 
A)  Generally performed less than 10% of the time 
B)  Often performed 20% of the time 
C)  Performed regularly: daily, weekly, monthly 
D)  Tasks that have consequences to other jobs

Question 13

Job analysis follows a logical process to determine all of the following except __________.

Accepted Answer

A)  Purpose 
B)  Essential functions 
C)  Job setting 
D)  Job family 
A)  Purpose 
B)  Essential functions 
C)  Job setting 
D)  Job family

Question 14

KSA stands for knowledge,skills,and attitude.

Accepted Answer

A) True 
 B)False

Question 15

The emphasis on job analysis,job descriptions,and job specifications has increased due to __________.

Accepted Answer

A)  The Civil Rights Act of 1991 
B)  The Americans with Disabilities Act 
C)  The increased legal actions taken against employers 
D)  The labor shortages experienced over the past decade 
A)  The Civil Rights Act of 1991 
B)  The Americans with Disabilities Act 
C)  The increased legal actions taken against employers 
D)  The labor shortages experienced over the past decade

Question 16

The first step in the job analysis process is to __________.

Accepted Answer

A)  Gather data 
B)  Draft job descriptions 
C)  Identify objectives 
D)  Review existing job documentation 
A)  Gather data 
B)  Draft job descriptions 
C)  Identify objectives 
D)  Review existing job documentation

Question 17

Understanding what employees actually do in their jobs is vital to __________.

Accepted Answer

A)  Decision making on promotions 
B)  Determining appropriate compensation 
C)  Accomplishing the strategic objectives of the organization 
D)  All of the above 
A)  Decision making on promotions 
B)  Determining appropriate compensation 
C)  Accomplishing the strategic objectives of the organization 
D)  All of the above

Question 18

Departmental objectives directly affect job design.

Accepted Answer

A) True 
 B)False

Question 19

Fundamental job duties are evaluated in order to determine __________.

Accepted Answer

A)  Critical tasks 
B)  Important duties 
C)  Necessary activities 
D)  Essential functions 
A)  Critical tasks 
B)  Important duties 
C)  Necessary activities 
D)  Essential functions

Question 20

Computerized job analysis __________.

Accepted Answer

A)  Is a long standing method used in writing job descriptions 
B)  Increases the time and effort required to write job descriptions 
C)  Gathers general data for trending 
D)  Uses a data based design for job analysis 
A)  Is a long standing method used in writing job descriptions 
B)  Increases the time and effort required to write job descriptions 
C)  Gathers general data for trending 
D)  Uses a data based design for job analysis

"Attitude" cannot be defined for the purpose of job analysis.

To be classified non-exempt,manual,routine,or clerical duties cannot exceed what percentage of an employee's time?

Communicating the process to managers and employees occurs in which stage of the job analysis process?

Job analysis identifies the amount of time spent on each duty to help determine __________.

The competency approach to job analysis focuses on __________.

A job family is a grouping of jobs with similar characteristics.

If job descriptions are not kept current,the entire process of job analysis may have to be repeated.

Information used in job analysis includes __________.

The competency approach encourages employees to develop competencies that may be used in different work situations,rather than being boxed into a single job.

Which of the following HR activities are affected by job analysis?

A miscellaneous clause in the job description is not recommended.

Nonessential functions are __________.

Job analysis follows a logical process to determine all of the following except __________.

KSA stands for knowledge,skills,and attitude.

The emphasis on job analysis,job descriptions,and job specifications has increased due to __________.

The first step in the job analysis process is to __________.

Understanding what employees actually do in their jobs is vital to __________.

Departmental objectives directly affect job design.

Fundamental job duties are evaluated in order to determine __________.

Computerized job analysis __________.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Strategic HR Management

Legal Issues Affecting the HR Workplace

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

Training and Development in Healthcare Organizations

Performance Management in Healthcare Organizations

Employee Relations in the Healthcare Industry

Labor Relations and Healthcare Organizations

Healthcare Compensation Practices

The Management of Benefits and Variable Pay in Healthcare

Safety, Health, and Security in Healthcare Organizations

Filters

Exam 5: Job Design and Analysis

"Attitude" cannot be defined for the purpose of job analysis.

To be classified non-exempt,manual,routine,or clerical duties cannot exceed what percentage of an employee's time?

Communicating the process to managers and employees occurs in which stage of the job analysis process?

Job analysis identifies the amount of time spent on each duty to help determine __________.

The competency approach to job analysis focuses on __________.

A job family is a grouping of jobs with similar characteristics.

If job descriptions are not kept current,the entire process of job analysis may have to be repeated.

Information used in job analysis includes __________.

The competency approach encourages employees to develop competencies that may be used in different work situations,rather than being boxed into a single job.

Which of the following HR activities are affected by job analysis?

A miscellaneous clause in the job description is not recommended.

Nonessential functions are __________.

Job analysis follows a logical process to determine all of the following except __________.

KSA stands for knowledge,skills,and attitude.

The emphasis on job analysis,job descriptions,and job specifications has increased due to __________.

The first step in the job analysis process is to __________.

Understanding what employees actually do in their jobs is vital to __________.

Departmental objectives directly affect job design.

Fundamental job duties are evaluated in order to determine __________.

Computerized job analysis __________.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Strategic HR Management

Legal Issues Affecting the HR Workplace

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

Training and Development in Healthcare Organizations

Performance Management in Healthcare Organizations

Employee Relations in the Healthcare Industry

Labor Relations and Healthcare Organizations

Healthcare Compensation Practices

The Management of Benefits and Variable Pay in Healthcare

Safety, Health, and Security in Healthcare Organizations

Filters