Question 1

An error of omission in a job description is also known as contamination.

Accepted Answer

A) True 
 B)False

Question 2

Susan is conducting a job analysis of John's job and watches John do his work by standing near him. What type of observation method is Susan utilizing?

Accepted Answer

A)  indirect 
B)  proximal 
C)  direct 
D)  distal 
A)  indirect 
B)  proximal 
C)  direct 
D)  distal

Question 3

While completing the Position Analysis Questionnaire (PAQ), Chris is asked about the types of planning, reasoning, and decision-making processes required for a job. What segment of the PAQ is Chris completing?

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 4

In the article titled "Competency Models in Practice," several categories are used to organize competencies identified by the leadership team at 3M. Which of the following is NOT one of those categories?

Accepted Answer

A)  essential competencies 
B)  visionary competencies 
C)  strategic competencies 
D)  fundamental competencies 
A)  essential competencies 
B)  visionary competencies 
C)  strategic competencies 
D)  fundamental competencies

Question 5

Identify and describe the THREE job analysis techniques discussed in class.

Accepted Answer

Critical Incidents Technique - a qualita

Question 6

What criticism has been made of competency-based approaches to job analysis?

Accepted Answer

A)  They are so time-consuming that their costs are not rationalized. 
B)  They are so detailed that the information produced is overload. 
C)  They are so broad and ill-defined that they are of little practical use. 
D)  They are so altruistic that they are devoid of useful information. 
A)  They are so time-consuming that their costs are not rationalized. 
B)  They are so detailed that the information produced is overload. 
C)  They are so broad and ill-defined that they are of little practical use. 
D)  They are so altruistic that they are devoid of useful information.

Question 7

Describe THREE of the reasons why job analysis is so central to HR planning.

Accepted Answer

Information derived from job analysis is

Question 8

What are the two written outcomes from a job analysis?

Accepted Answer

A)  job specification and job description 
B)  job tasks and job skills 
C)  job skills and job knowledge 
D)  job knowledge and job benchmarks 
A)  job specification and job description 
B)  job tasks and job skills 
C)  job skills and job knowledge 
D)  job knowledge and job benchmarks

Question 9

The critical incidents technique relies on quantitative input.

Accepted Answer

A) True 
 B)False

Question 10

In a job analysis, mental abilities are also referred to as cognitive abilities.

Accepted Answer

A) True 
 B)False

Question 11

What is the next step in job analysis, once you have selected the most appropriate methods to analyze a job and its knowledge, skills, abilities, and other attributes?

Accepted Answer

A)  To examine data from a variety of perspectives. 
B)  To determine which of the tasks are redundant. 
C)  To suggest methods to improve job satisfaction. 
D)  To predict the job openings that will be required. 
A)  To examine data from a variety of perspectives. 
B)  To determine which of the tasks are redundant. 
C)  To suggest methods to improve job satisfaction. 
D)  To predict the job openings that will be required.

Question 12

What type of planning deals with determining which internal candidates are best suited for promotion within an organization?

Accepted Answer

A)  scientific 
B)  succession 
C)  special 
D)  specification 
A)  scientific 
B)  succession 
C)  special 
D)  specification

Question 13

To be as effective as possible, a job analysis should provide generalized job knowledge.

Accepted Answer

A) True 
 B)False

Question 14

With respect to the competencies approach in job analysis, there is significant professional agreement about what constitutes a "competency."

Accepted Answer

A) True 
 B)False

Question 15

What are four major problems associated with Job Analysis?

Accepted Answer

i.Job Analysis that is neither updated n

Question 16

Scientific management is the science of examining jobs in terms of methods used and time required and was invented by Frederick Thompson.

Accepted Answer

A) True 
 B)False

Question 17

Departmentalization deals with the aggregation of individual jobs in order to reduce redundancy.

Accepted Answer

A) True 
 B)False

Question 18

Job Analysis is seen as a foundation for all of HRM. What is the reason for this? Identify some of the HRM functions for which job analysis is critical.

Accepted Answer

-Define individual competencies required

Question 19

The Position Analysis Questionnaire was developed by Ernest McCormick.

Accepted Answer

A) True 
 B)False

An error of omission in a job description is also known as contamination.

Susan is conducting a job analysis of John's job and watches John do his work by standing near him. What type of observation method is Susan utilizing?

While completing the Position Analysis Questionnaire (PAQ), Chris is asked about the types of planning, reasoning, and decision-making processes required for a job. What segment of the PAQ is Chris completing?

In the article titled "Competency Models in Practice," several categories are used to organize competencies identified by the leadership team at 3M. Which of the following is NOT one of those categories?

Identify and describe the THREE job analysis techniques discussed in class.

What criticism has been made of competency-based approaches to job analysis?

Describe THREE of the reasons why job analysis is so central to HR planning.

What are the two written outcomes from a job analysis?

The critical incidents technique relies on quantitative input.

In a job analysis, mental abilities are also referred to as cognitive abilities.

What is the next step in job analysis, once you have selected the most appropriate methods to analyze a job and its knowledge, skills, abilities, and other attributes?

What type of planning deals with determining which internal candidates are best suited for promotion within an organization?

To be as effective as possible, a job analysis should provide generalized job knowledge.

With respect to the competencies approach in job analysis, there is significant professional agreement about what constitutes a "competency."

What are four major problems associated with Job Analysis?

Scientific management is the science of examining jobs in terms of methods used and time required and was invented by Frederick Thompson.

Departmentalization deals with the aggregation of individual jobs in order to reduce redundancy.

Job Analysis is seen as a foundation for all of HRM. What is the reason for this? Identify some of the HRM functions for which job analysis is critical.

The Position Analysis Questionnaire was developed by Ernest McCormick.

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

An error of omission in a job description is also known as contamination.

Susan is conducting a job analysis of John's job and watches John do his work by standing near him. What type of observation method is Susan utilizing?

While completing the Position Analysis Questionnaire (PAQ), Chris is asked about the types of planning, reasoning, and decision-making processes required for a job. What segment of the PAQ is Chris completing?

In the article titled "Competency Models in Practice," several categories are used to organize competencies identified by the leadership team at 3M. Which of the following is NOT one of those categories?

Identify and describe the THREE job analysis techniques discussed in class.

What criticism has been made of competency-based approaches to job analysis?

Describe THREE of the reasons why job analysis is so central to HR planning.

What are the two written outcomes from a job analysis?

The critical incidents technique relies on quantitative input.

In a job analysis, mental abilities are also referred to as cognitive abilities.

What is the next step in job analysis, once you have selected the most appropriate methods to analyze a job and its knowledge, skills, abilities, and other attributes?

What type of planning deals with determining which internal candidates are best suited for promotion within an organization?

To be as effective as possible, a job analysis should provide generalized job knowledge.

With respect to the competencies approach in job analysis, there is significant professional agreement about what constitutes a "competency."

What are four major problems associated with Job Analysis?

Scientific management is the science of examining jobs in terms of methods used and time required and was invented by Frederick Thompson.

Departmentalization deals with the aggregation of individual jobs in order to reduce redundancy.

Job Analysis is seen as a foundation for all of HRM. What is the reason for this? Identify some of the HRM functions for which job analysis is critical.

The Position Analysis Questionnaire was developed by Ernest McCormick.

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