Question 1

Consistency in a job analysis is a validity issue.

Accepted Answer

A) True 
 B)False  False

Question 2

Detailed, written job descriptions can fail to maintain their relevance over time, as jobs change rapidly in today's dynamic, global economy. What reasons does the text suggest for this failure?

Accepted Answer

A)  Time commitments are too onerous to make changes to them. 
B)  Job descriptions are too long and detailed and so become useless. 
C)  There is a mismatch between performance and career aspirations. 
D)  Job descriptions are not really used and they are a waste of time. 
A)  Time commitments are too onerous to make changes to them. 
B)  Job descriptions are too long and detailed and so become useless. 
C)  There is a mismatch between performance and career aspirations. 
D)  Job descriptions are not really used and they are a waste of time. B

Question 3

The last step in job analysis is to maintain new methods and performance standards for the job or process.

Accepted Answer

A) True 
 B)False  True

Question 4

If questionnaires are used in a job analysis, which of the following would NOT be a common element?

Accepted Answer

A)  other attributes 
B)  working conditions 
C)  education 
D)  responsibilities 
A)  other attributes 
B)  working conditions 
C)  education 
D)  responsibilities

Question 5

Which of the following provides the foundation for effective talent management and ensures legal compliance?

Accepted Answer

A)  job enrichment 
B)  job enlargement 
C)  job analysis 
D)  job rotation 
A)  job enrichment 
B)  job enlargement 
C)  job analysis 
D)  job rotation

Question 6

Under which category in the Position Analysis Questionnaire would the use of interpersonal contacts in the work environment be used?

Accepted Answer

A)  information input 
B)  mental processes 
C)  work output 
D)  relationships with other workers 
A)  information input 
B)  mental processes 
C)  work output 
D)  relationships with other workers

Question 7

In a job analysis, if Karen asks Bill to list certain events that greatly influence his job, what is Karen probably asking Bill for?

Accepted Answer

A)  behavioural anchors 
B)  common complaints 
C)  knowledge, skills, and abilities 
D)  critical incidents 
A)  behavioural anchors 
B)  common complaints 
C)  knowledge, skills, and abilities 
D)  critical incidents

Question 8

Functional job analysis analyzes any job using three essential elements, including data, people, and wages.

Accepted Answer

A) True 
 B)False

Question 9

What is the difference between a job and a position? What is job analysis?

Accepted Answer

Job - a grouping of related duties, task

Question 10

A job analysis should be conceptualized as a continual process of data gathering, coding, and interpreting that is never-ending.

Accepted Answer

A) True 
 B)False

Question 11

What is the term that describes a grouping of related duties, tasks, and behaviours performed by one or more individuals?

Accepted Answer

A)  cluster 
B)  criteria 
C)  skill 
D)  job 
A)  cluster 
B)  criteria 
C)  skill 
D)  job

Question 12

In Step 5 of the Job Analysis Process from the text, which of the following is a typical method used to ensure that the new job analysis techniques and performance standards are used?

Accepted Answer

A)  employee feedback 
B)  Empowerment 
C)  disciplinary action 
D)  360 degree interview 
A)  employee feedback 
B)  Empowerment 
C)  disciplinary action 
D)  360 degree interview

Question 13

The use of journals and diaries in job analysis can lead to problems of selective reporting and bias on the part of the respondent.

Accepted Answer

A) True 
 B)False

Question 14

The mission statement presents the guiding rationale for the activities of all subunits and employees.

Accepted Answer

A) True 
 B)False

Question 15

In Step 3 of the Job Analysis Process from the text, which of the following is a typical question used to examine recorded data on the job?

Accepted Answer

A)  What type of education and training are required to improve performance? 
B)  What specific performance reasons are there for the job to be modified? 
C)  What can the employee's manager due to motivate exemplary performance? 
D)  What is the sequence of behaviours required for successful job performance? 
A)  What type of education and training are required to improve performance? 
B)  What specific performance reasons are there for the job to be modified? 
C)  What can the employee's manager due to motivate exemplary performance? 
D)  What is the sequence of behaviours required for successful job performance?

Question 16

According to the text, what need prompted the increased use of competency modelling?

Accepted Answer

A)  The need for flexibility and cross-training of employees. 
B)  The need for generalized knowledge and role competencies. 
C)  The need for problem-solving and accountability skills. 
D)  The need for advocacy and increased performance abilities. 
A)  The need for flexibility and cross-training of employees. 
B)  The need for generalized knowledge and role competencies. 
C)  The need for problem-solving and accountability skills. 
D)  The need for advocacy and increased performance abilities.

Question 17

What is the purpose of a Position Analysis Questionnaire?

Accepted Answer

A)  to use items or job elements to compare jobs throughout an organization 
B)  to determine the people, data, and things required to perform a job 
C)  to gather information on qualitative behaviours for a job 
D)  to divide a job into dimensions anchored to a numerical scale 
A)  to use items or job elements to compare jobs throughout an organization 
B)  to determine the people, data, and things required to perform a job 
C)  to gather information on qualitative behaviours for a job 
D)  to divide a job into dimensions anchored to a numerical scale

Question 18

Role or specific competencies are characteristics that every organization member, regardless of position, function, or level of responsibility with the organization, is expected to possess .

Accepted Answer

A) True 
 B)False

Question 19

Videotaping someone performing a job during a job analysis is an example of direct observation.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following steps is NOT listed in Darin Hartley's "Job Analysis at the Speed of Reality" (JASR)?

Accepted Answer

A)  Determine the scope of the job to be analyzed. 
B)  Obtain top management support. 
C)  Identify the job's functional "duty areas." 
D)  Briefly explain the JASR process and participant roles. 
A)  Determine the scope of the job to be analyzed. 
B)  Obtain top management support. 
C)  Identify the job's functional "duty areas." 
D)  Briefly explain the JASR process and participant roles.

Consistency in a job analysis is a validity issue.

Detailed, written job descriptions can fail to maintain their relevance over time, as jobs change rapidly in today's dynamic, global economy. What reasons does the text suggest for this failure?

The last step in job analysis is to maintain new methods and performance standards for the job or process.

If questionnaires are used in a job analysis, which of the following would NOT be a common element?

Which of the following provides the foundation for effective talent management and ensures legal compliance?

Under which category in the Position Analysis Questionnaire would the use of interpersonal contacts in the work environment be used?

In a job analysis, if Karen asks Bill to list certain events that greatly influence his job, what is Karen probably asking Bill for?

Functional job analysis analyzes any job using three essential elements, including data, people, and wages.

What is the difference between a job and a position? What is job analysis?

A job analysis should be conceptualized as a continual process of data gathering, coding, and interpreting that is never-ending.

What is the term that describes a grouping of related duties, tasks, and behaviours performed by one or more individuals?

In Step 5 of the Job Analysis Process from the text, which of the following is a typical method used to ensure that the new job analysis techniques and performance standards are used?

The use of journals and diaries in job analysis can lead to problems of selective reporting and bias on the part of the respondent.

The mission statement presents the guiding rationale for the activities of all subunits and employees.

In Step 3 of the Job Analysis Process from the text, which of the following is a typical question used to examine recorded data on the job?

According to the text, what need prompted the increased use of competency modelling?

What is the purpose of a Position Analysis Questionnaire?

Role or specific competencies are characteristics that every organization member, regardless of position, function, or level of responsibility with the organization, is expected to possess .

Videotaping someone performing a job during a job analysis is an example of direct observation.

Which of the following steps is NOT listed in Darin Hartley's "Job Analysis at the Speed of Reality" (JASR)?

Strategic Management

Aligning HR With Strategy

Environmental Influences on HRM

The HR Forecasting Process

Determining HR Demand

Ascertaining HR Supply

Succession Management

Information Technology

Downsizing and Restructuring

Strategic International HRM

Mergers and Acquisitions

Outsourcing

Evaluation of HR

Filters

Exam 4: Job Analysis

Consistency in a job analysis is a validity issue.

Detailed, written job descriptions can fail to maintain their relevance over time, as jobs change rapidly in today's dynamic, global economy. What reasons does the text suggest for this failure?

The last step in job analysis is to maintain new methods and performance standards for the job or process.

If questionnaires are used in a job analysis, which of the following would NOT be a common element?

Which of the following provides the foundation for effective talent management and ensures legal compliance?

Under which category in the Position Analysis Questionnaire would the use of interpersonal contacts in the work environment be used?

In a job analysis, if Karen asks Bill to list certain events that greatly influence his job, what is Karen probably asking Bill for?

Functional job analysis analyzes any job using three essential elements, including data, people, and wages.

What is the difference between a job and a position? What is job analysis?

A job analysis should be conceptualized as a continual process of data gathering, coding, and interpreting that is never-ending.

What is the term that describes a grouping of related duties, tasks, and behaviours performed by one or more individuals?

In Step 5 of the Job Analysis Process from the text, which of the following is a typical method used to ensure that the new job analysis techniques and performance standards are used?

The use of journals and diaries in job analysis can lead to problems of selective reporting and bias on the part of the respondent.

The mission statement presents the guiding rationale for the activities of all subunits and employees.

In Step 3 of the Job Analysis Process from the text, which of the following is a typical question used to examine recorded data on the job?

According to the text, what need prompted the increased use of competency modelling?

What is the purpose of a Position Analysis Questionnaire?

Role or specific competencies are characteristics that every organization member, regardless of position, function, or level of responsibility with the organization, is expected to possess .

Videotaping someone performing a job during a job analysis is an example of direct observation.

Which of the following steps is NOT listed in Darin Hartley's "Job Analysis at the Speed of Reality" (JASR)?

Strategic Management

Aligning HR With Strategy

Environmental Influences on HRM

The HR Forecasting Process

Determining HR Demand

Ascertaining HR Supply

Succession Management

Information Technology

Downsizing and Restructuring

Strategic International HRM

Mergers and Acquisitions

Outsourcing

Evaluation of HR

Filters