Question 1

Compensable factors in job analysis include skills, effort, responsibilities, and working conditions.

Accepted Answer

A) True 
 B)False

Question 2

The selection criteria from a job analysis are never used in succession planning.

Accepted Answer

A) True 
 B)False

Question 3

With respect to job analysis, when does the error called "contamination" occur?

Accepted Answer

A)  when a job description fails to incorporate relevant behaviours 
B)  when the job analysis gathers too much information 
C)  when invalid behaviours are included in a job description 
D)  when critical incidents put the focus on irrelevant behaviours 
A)  when a job description fails to incorporate relevant behaviours 
B)  when the job analysis gathers too much information 
C)  when invalid behaviours are included in a job description 
D)  when critical incidents put the focus on irrelevant behaviours

Question 4

Which of the following is NOT typical of the steps in the "Job Analysis at the Speed of Reality" (JASR) approach?

Accepted Answer

A)  Determine the scope of the job to be analyzed. 
B)  Know the critical incidents and behaviours. 
C)  Greet participants and conduct introductions. 
D)  Identify the job's functional "duty areas." 
A)  Determine the scope of the job to be analyzed. 
B)  Know the critical incidents and behaviours. 
C)  Greet participants and conduct introductions. 
D)  Identify the job's functional "duty areas."

Question 5

What is one of the minimum requirements needed to perform a job analysis?

Accepted Answer

A)  personality 
B)  mindset 
C)  knowledge 
D)  perception 
A)  personality 
B)  mindset 
C)  knowledge 
D)  perception

Question 6

When all jobs are analyzed at the same time during a job analysis, this process is referred to as sequential.

Accepted Answer

A) True 
 B)False

Question 7

What is the primary purpose of the Canadian federal government's National Occupational Classification (NOC)?

Accepted Answer

A)  To provide Canadians with usable information about where to find local jobs. 
B)  To provide Canadians with necessary information requirements for degree programs. 
C)  To provide Canadians with relevant information for the highest paying occupations. 
D)  To provide Canadians with definitive information on occupations and their requirements. 
A)  To provide Canadians with usable information about where to find local jobs. 
B)  To provide Canadians with necessary information requirements for degree programs. 
C)  To provide Canadians with relevant information for the highest paying occupations. 
D)  To provide Canadians with definitive information on occupations and their requirements.

Question 8

According to the textbook, what is the process called if all jobs are analyzed at the same time during a job analysis?

Accepted Answer

A)  sequential 
B)  concurrent 
C)  simultaneous 
D)  reciprocal 
A)  sequential 
B)  concurrent 
C)  simultaneous 
D)  reciprocal

Question 9

In the knowledge, skills and abilities (KSAs) of job analysis, what is an example of an "other attribute" that is relevant?

Accepted Answer

A)  work experience 
B)  personality traits 
C)  individual competency 
D)  enduring capability 
A)  work experience 
B)  personality traits 
C)  individual competency 
D)  enduring capability

Question 10

In Step 4 of the Job Analysis Process from the text, which of the following is NOT a typical question used to define and formalize new methods and performance standards for the job or process?

Accepted Answer

A)  What changes in working conditions would you recommend to improve performance? 
B)  Would you recommend any changes in the specifications to perform this job? 
C)  Are there any duties or tasks that should be added to or deleted from the job? 
D)  How would you prove that there was no bias introduced in the job analysis? 
A)  What changes in working conditions would you recommend to improve performance? 
B)  Would you recommend any changes in the specifications to perform this job? 
C)  Are there any duties or tasks that should be added to or deleted from the job? 
D)  How would you prove that there was no bias introduced in the job analysis?

Question 11

What is the name of the Canadian government database that contains standardized job descriptions on thousands of jobs?

Accepted Answer

A)  O*Net 
B)  PAQ 
C)  NOC 
D)  FJA 
A)  O*Net 
B)  PAQ 
C)  NOC 
D)  FJA

Question 12

What is scientific management? How has the study of scientific management influenced job analysis? What are the TWO primary aspects of jobs, according to scientific management?

Accepted Answer

Scientific management examines two main

Question 13

A job description emphasizes the competencies a job holder must have.

Accepted Answer

A) True 
 B)False

Question 14

What are the two main aspects associated with Frederick Taylor's presentation of scientific management?

Accepted Answer

A)  The methods and time measurement associated with each task. 
B)  The technological skills and abilities associated with each task. 
C)  The training and orientation requirements associated with each task. 
D)  The critical incidents and behaviours associated with each task. 
A)  The methods and time measurement associated with each task. 
B)  The technological skills and abilities associated with each task. 
C)  The training and orientation requirements associated with each task. 
D)  The critical incidents and behaviours associated with each task.

Question 15

In a job analysis, every job will have one or more positions.

Accepted Answer

A) True 
 B)False

Question 16

A job analysis can aid organizational HR planners in dealing with geographically diverse operating units by examining the degree of similarity between jobs.

Accepted Answer

A) True 
 B)False

Question 17

What were two of the core competencies identified in the case on the YMCA of Greater Toronto?

Accepted Answer

A)  teamwork and community 
B)  results-focused and leadership 
C)  member-focused and efficiency 
D)  ethics and self-management 
A)  teamwork and community 
B)  results-focused and leadership 
C)  member-focused and efficiency 
D)  ethics and self-management

Question 18

According to the textbook, which organization has structured its HR policies and programs using competency modelling?

Accepted Answer

A)  BMW 
B)  3M 
C)  AT&T 
D)  YMCA 
A)  BMW 
B)  3M 
C)  AT&T 
D)  YMCA

Question 19

In the text, Bayer Group AG completed an extensive job analysis and evaluation process. What was the purpose of the newly implemented system?

Accepted Answer

A)  To determine the work-value dimensions for point-based evaluation. 
B)  To meet the vision, culture, and goals of the reorganized company. 
C)  To improve the company's opportunities, contributions, and capabilities. 
D)  To create capability clusters for expertise, leadership, and relationships. 
A)  To determine the work-value dimensions for point-based evaluation. 
B)  To meet the vision, culture, and goals of the reorganized company. 
C)  To improve the company's opportunities, contributions, and capabilities. 
D)  To create capability clusters for expertise, leadership, and relationships.

Question 20

Competency is defined as any personal characteristic that is essential to perform a job and is something that distinguishes superior from "solid" performance.

Accepted Answer

A) True 
 B)False

Compensable factors in job analysis include skills, effort, responsibilities, and working conditions.

The selection criteria from a job analysis are never used in succession planning.

With respect to job analysis, when does the error called "contamination" occur?

Which of the following is NOT typical of the steps in the "Job Analysis at the Speed of Reality" (JASR) approach?

What is one of the minimum requirements needed to perform a job analysis?

When all jobs are analyzed at the same time during a job analysis, this process is referred to as sequential.

What is the primary purpose of the Canadian federal government's National Occupational Classification (NOC)?

According to the textbook, what is the process called if all jobs are analyzed at the same time during a job analysis?

In the knowledge, skills and abilities (KSAs) of job analysis, what is an example of an "other attribute" that is relevant?

In Step 4 of the Job Analysis Process from the text, which of the following is NOT a typical question used to define and formalize new methods and performance standards for the job or process?

What is the name of the Canadian government database that contains standardized job descriptions on thousands of jobs?

What is scientific management? How has the study of scientific management influenced job analysis? What are the TWO primary aspects of jobs, according to scientific management?

A job description emphasizes the competencies a job holder must have.

What are the two main aspects associated with Frederick Taylor's presentation of scientific management?

In a job analysis, every job will have one or more positions.

A job analysis can aid organizational HR planners in dealing with geographically diverse operating units by examining the degree of similarity between jobs.

What were two of the core competencies identified in the case on the YMCA of Greater Toronto?

According to the textbook, which organization has structured its HR policies and programs using competency modelling?

In the text, Bayer Group AG completed an extensive job analysis and evaluation process. What was the purpose of the newly implemented system?

Competency is defined as any personal characteristic that is essential to perform a job and is something that distinguishes superior from "solid" performance.

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

Compensable factors in job analysis include skills, effort, responsibilities, and working conditions.

The selection criteria from a job analysis are never used in succession planning.

With respect to job analysis, when does the error called "contamination" occur?

Which of the following is NOT typical of the steps in the "Job Analysis at the Speed of Reality" (JASR) approach?

What is one of the minimum requirements needed to perform a job analysis?

When all jobs are analyzed at the same time during a job analysis, this process is referred to as sequential.

What is the primary purpose of the Canadian federal government's National Occupational Classification (NOC)?

According to the textbook, what is the process called if all jobs are analyzed at the same time during a job analysis?

In the knowledge, skills and abilities (KSAs) of job analysis, what is an example of an "other attribute" that is relevant?

In Step 4 of the Job Analysis Process from the text, which of the following is NOT a typical question used to define and formalize new methods and performance standards for the job or process?

What is the name of the Canadian government database that contains standardized job descriptions on thousands of jobs?

What is scientific management? How has the study of scientific management influenced job analysis? What are the TWO primary aspects of jobs, according to scientific management?

A job description emphasizes the competencies a job holder must have.

What are the two main aspects associated with Frederick Taylor's presentation of scientific management?

In a job analysis, every job will have one or more positions.

A job analysis can aid organizational HR planners in dealing with geographically diverse operating units by examining the degree of similarity between jobs.

What were two of the core competencies identified in the case on the YMCA of Greater Toronto?

According to the textbook, which organization has structured its HR policies and programs using competency modelling?

In the text, Bayer Group AG completed an extensive job analysis and evaluation process. What was the purpose of the newly implemented system?

Competency is defined as any personal characteristic that is essential to perform a job and is something that distinguishes superior from "solid" performance.

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