Question 1

Without a systematic investigation of a job,an employer may be using recruiting and selection requirements that are not specifically related to the job.

Accepted Answer

A) True 
 B)False

Question 2

The information that comes from job analysis is the foundation for __________.

Accepted Answer

A)  Recruiting 
B)  Selection 
C)  Compensation 
D)  All of the above 
A)  Recruiting 
B)  Selection 
C)  Compensation 
D)  All of the above

Question 3

Which of the following is an example of a compressed workweek?

Accepted Answer

A)  4 days, 10 hours per day 
B)  5 days, 8 hours per day 
C)  6 days, 6.5 hours per day 
D)  adjusting a schedule to part-time 
A)  4 days, 10 hours per day 
B)  5 days, 8 hours per day 
C)  6 days, 6.5 hours per day 
D)  adjusting a schedule to part-time

Question 4

The terms job and position can be used interchangeably.

Accepted Answer

A) True 
 B)False

Question 5

Job design is influenced by __________.

Accepted Answer

A)  External analysis 
B)  Departmental objectives 
C)  Available labor supply 
D)  Management preferences 
A)  External analysis 
B)  Departmental objectives 
C)  Available labor supply 
D)  Management preferences

Question 6

The disclaimer allows employers to change employees' job duties or request employees to perform duties not listed.

Accepted Answer

A) True 
 B)False

Question 7

Job descriptions should __________.

Accepted Answer

A)  Not be used to legally defend job-related actions 
B)  Describe where a job is performed 
C)  Be written by the employee in the job 
D)  Not be linked to performance appraisals 
A)  Not be used to legally defend job-related actions 
B)  Describe where a job is performed 
C)  Be written by the employee in the job 
D)  Not be linked to performance appraisals

Question 8

Job specification includes __________.

Accepted Answer

A)  Knowledge, skills, and abilities 
B)  Education and experience 
C)  Mental and physical requirements 
D)  All of the above 
A)  Knowledge, skills, and abilities 
B)  Education and experience 
C)  Mental and physical requirements 
D)  All of the above

Question 9

Under JCAHO,the __________ relating to HR planning require the leaders of healthcare organizations to analyze their staffing needs and provide the appropriate types and sufficient number of staff to meet care needs.

Accepted Answer

A)  Leadership standards 
B)  Competency approach of job analysis 
C)  Job design 
D)  Performance standards 
A)  Leadership standards 
B)  Competency approach of job analysis 
C)  Job design 
D)  Performance standards

Question 10

A disclaimer in the job description is used to __________.

Accepted Answer

A)  Allow employers to change employees' job duties 
B)  State that the job description is not an employment contract 
C)  Allow employers to request that employees perform duties not listed 
D)  All of the above 
A)  Allow employers to change employees' job duties 
B)  State that the job description is not an employment contract 
C)  Allow employers to request that employees perform duties not listed 
D)  All of the above

Question 11

The job analysis process is typically __________.

Accepted Answer

A)  A consistent methodology 
B)  Based on professional psychometric practices 
C)  Consistent regardless of the number of jobs included 
D)  Single stage 
A)  A consistent methodology 
B)  Based on professional psychometric practices 
C)  Consistent regardless of the number of jobs included 
D)  Single stage

Question 12

Job specifications __________.

Accepted Answer

A)  Should be developed using the job analysis process exclusively 
B)  Should reflect what is necessary for satisfactory job performance 
C)  Should define what the ideal candidate would have 
D)  Can optionally include the mental dimensions of the job 
A)  Should be developed using the job analysis process exclusively 
B)  Should reflect what is necessary for satisfactory job performance 
C)  Should define what the ideal candidate would have 
D)  Can optionally include the mental dimensions of the job

Question 13

Person/job fit means reshaping people to fit the job.

Accepted Answer

A) True 
 B)False

Question 14

The performance appraisal should tie the job specifications to performance standards.

Accepted Answer

A) True 
 B)False

Question 15

Exempt or non-exempt status is considered under the wage/hour laws of the __________.

Accepted Answer

A)  Civil Rights Act of 1964 
B)  Family and Medical Leave Act 
C)  Executive Order 11246 
D)  Fair Labor Standards Act 
A)  Civil Rights Act of 1964 
B)  Family and Medical Leave Act 
C)  Executive Order 11246 
D)  Fair Labor Standards Act

Question 16

Employees often react to job analysis by __________.

Accepted Answer

A)  Inflating their duties in hope of achieving higher pay levels 
B)  Complaining that formalizing their duties limits their creativity 
C)  Getting involved in the revision process 
D)  All of the above 
A)  Inflating their duties in hope of achieving higher pay levels 
B)  Complaining that formalizing their duties limits their creativity 
C)  Getting involved in the revision process 
D)  All of the above

Question 17

The physical dimensions of a job could include __________.

Accepted Answer

A)  Crawling 
B)  Weight to be lifted 
C)  Hearing requirements 
D)  All of the above 
A)  Crawling 
B)  Weight to be lifted 
C)  Hearing requirements 
D)  All of the above

Question 18

When determining essential functions,only percentage of time spent on an activity is considered.

Accepted Answer

A) True 
 B)False

Question 19

A job description defines the activities to be done on a job,while the job specifications list the KSAs needed to perform the job satisfactorily.

Accepted Answer

A) True 
 B)False

Question 20

Performance standards should flow directly from the __________.

Accepted Answer

A)  Job specifications 
B)  Job description 
C)  Performance standards 
D)  Leadership standards 
A)  Job specifications 
B)  Job description 
C)  Performance standards 
D)  Leadership standards

Without a systematic investigation of a job,an employer may be using recruiting and selection requirements that are not specifically related to the job.

The information that comes from job analysis is the foundation for __________.

Which of the following is an example of a compressed workweek?

The terms job and position can be used interchangeably.

Job design is influenced by __________.

The disclaimer allows employers to change employees' job duties or request employees to perform duties not listed.

Job descriptions should __________.

Job specification includes __________.

Under JCAHO,the __________ relating to HR planning require the leaders of healthcare organizations to analyze their staffing needs and provide the appropriate types and sufficient number of staff to meet care needs.

A disclaimer in the job description is used to __________.

The job analysis process is typically __________.

Job specifications __________.

Person/job fit means reshaping people to fit the job.

The performance appraisal should tie the job specifications to performance standards.

Exempt or non-exempt status is considered under the wage/hour laws of the __________.

Employees often react to job analysis by __________.

The physical dimensions of a job could include __________.

When determining essential functions,only percentage of time spent on an activity is considered.

A job description defines the activities to be done on a job,while the job specifications list the KSAs needed to perform the job satisfactorily.

Performance standards should flow directly from the __________.

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

Without a systematic investigation of a job,an employer may be using recruiting and selection requirements that are not specifically related to the job.

The information that comes from job analysis is the foundation for __________.

Which of the following is an example of a compressed workweek?

The terms job and position can be used interchangeably.

Job design is influenced by __________.

The disclaimer allows employers to change employees' job duties or request employees to perform duties not listed.

Job descriptions should __________.

Job specification includes __________.

Under JCAHO,the __________ relating to HR planning require the leaders of healthcare organizations to analyze their staffing needs and provide the appropriate types and sufficient number of staff to meet care needs.

A disclaimer in the job description is used to __________.

The job analysis process is typically __________.

Job specifications __________.

Person/job fit means reshaping people to fit the job.

The performance appraisal should tie the job specifications to performance standards.

Exempt or non-exempt status is considered under the wage/hour laws of the __________.

Employees often react to job analysis by __________.

The physical dimensions of a job could include __________.

When determining essential functions,only percentage of time spent on an activity is considered.

A job description defines the activities to be done on a job,while the job specifications list the KSAs needed to perform the job satisfactorily.

Performance standards should flow directly from the __________.

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