Question 1

Which of the following best defines work analysis?

Accepted Answer

A)  the knowledge, skills, abilities, and other attributes that are needed by a job incumbent to do well on a job 
B)  the process of collecting information about jobs for the purpose of recruitment and selection 
C)  the systematic process for gathering, documenting, and analyzing data about the work required for a job 
D)  a review of the whole job, not the constituent parts 
A)  the knowledge, skills, abilities, and other attributes that are needed by a job incumbent to do well on a job 
B)  the process of collecting information about jobs for the purpose of recruitment and selection 
C)  the systematic process for gathering, documenting, and analyzing data about the work required for a job 
D)  a review of the whole job, not the constituent parts

Question 2

Describe one job analysis method.

Accepted Answer

Structured job analysis questionnaires a

Question 3

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
-Refer to Scenario 4-1. Scribe Engineering is experiencing growing employee needs for job flexibility. What are some flexible work options that Scribe Engineering could consider to retain its employees?

Accepted Answer

A)  job sharing and tele work 
B)  ergonomically designed work stations 
C)  elimination of routine jobs 
D)  competency-based jobs 
A)  job sharing and tele work 
B)  ergonomically designed work stations 
C)  elimination of routine jobs 
D)  competency-based jobs

Question 4

Which of the following is NOT a job analysis method?

Accepted Answer

A)  work profiling system 
B)  threshold traits analysis system 
C)  job element analysis 
D)  cognitive task analysis 
A)  work profiling system 
B)  threshold traits analysis system 
C)  job element analysis 
D)  cognitive task analysis

Question 5

The interview is the least commonly used technique for gathering job facts and establishing the tasks and behaviours that define a job.

Accepted Answer

A) True 
 B)False

Question 6

The first step in job analysis is to interview job incumbents.

Accepted Answer

A) True 
 B)False

Question 7

Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal with the disadvantages of the technique.

Accepted Answer

Interviews are the most commonly used te

Question 8

What job analysis method utilizes work sampling and employee diaries/logs?

Accepted Answer

A)  interview 
B)  questionnaire 
C)  observation 
D)  combination 
A)  interview 
B)  questionnaire 
C)  observation 
D)  combination

Question 9

According to Harvey, which of the following should NOT be considered when choosing a job analysis method?

Accepted Answer

A)  The job analysis should not include personal characteristics or attributes of the current employees. 
B)  The job specifications must be well linked to the incumbent's knowledge, skills and abilities. 
C)  The job analysis must describe observable work behaviours. 
D)  The job analysis must produce outcomes that are verifiable and replicable. 
A)  The job analysis should not include personal characteristics or attributes of the current employees. 
B)  The job specifications must be well linked to the incumbent's knowledge, skills and abilities. 
C)  The job analysis must describe observable work behaviours. 
D)  The job analysis must produce outcomes that are verifiable and replicable.

Question 10

If the competency of an accounting job position was organizing and executing, what is the predictor of the competency?

Accepted Answer

A)  extroversion 
B)  agreeableness 
C)  conscientiousness 
D)  emotional stability 
A)  extroversion 
B)  agreeableness 
C)  conscientiousness 
D)  emotional stability

Question 11

What is the difference between a job description and a job specification? What are KSAOs?

Accepted Answer

A job description is a written descripti

Question 12

What is NOT a problem associated with job descriptions?

Accepted Answer

A)  Duties may be prioritized and weighted. 
B)  Job descriptions may be vague or poorly written. 
C)  Specifications may include illegal requirements. 
D)  Job descriptions may not be updated regularly. 
A)  Duties may be prioritized and weighted. 
B)  Job descriptions may be vague or poorly written. 
C)  Specifications may include illegal requirements. 
D)  Job descriptions may not be updated regularly.

Question 13

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
-Refer to Scenario 4-1. What data would not need to be considered in the job analysis?

Accepted Answer

A)  job performance standards 
B)  job responsibilities and tasks 
C)  job predictor criteria and data 
D)  job conditions and mental effort 
A)  job performance standards 
B)  job responsibilities and tasks 
C)  job predictor criteria and data 
D)  job conditions and mental effort

Question 14

The job description indicates job duties and organizational level requirements.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is NOT a drawback of the Position Analysis Questionnaire?

Accepted Answer

A)  It requires a postsecondary-level reading ability. 
B)  It increases the time and costs of administration. 
C)  It eliminates the need to survey the disabled differently. 
D)  It is more suitable for blue-collar jobs. 
A)  It requires a postsecondary-level reading ability. 
B)  It increases the time and costs of administration. 
C)  It eliminates the need to survey the disabled differently. 
D)  It is more suitable for blue-collar jobs.

Question 16

What is the structured job analysis questionnaire that focuses on the general worker behaviours that make up a job, and includes 195 items and job elements organized into six dimensions?

Accepted Answer

A)  Common-Metric Questionnaire 
B)  Work Profiling System 
C)  Position Analysis Questionnaire 
D)  Functional Job Analysis 
A)  Common-Metric Questionnaire 
B)  Work Profiling System 
C)  Position Analysis Questionnaire 
D)  Functional Job Analysis

Question 17

Why are subject-matter experts needed when conducting a job analysis?

Accepted Answer

A)  They are an inexpensive source of information for an organization. 
B)  They are the most knowledgeable about a job and how it is currently performed. 
C)  They add external validity to the organization with external comparisons to jobs. 
D)  They provide more accurate information than job incumbents and supervisors. 
A)  They are an inexpensive source of information for an organization. 
B)  They are the most knowledgeable about a job and how it is currently performed. 
C)  They add external validity to the organization with external comparisons to jobs. 
D)  They provide more accurate information than job incumbents and supervisors.

Question 18

What is the definition of a job?

Accepted Answer

A)  a collection of positions that are similar in their significant duties 
B)  the different duties and responsibilities performed by one employee 
C)  the knowledge, skills, and abilities required to perform work 
D)  the tasks, duties, and responsibilities associated with work 
A)  a collection of positions that are similar in their significant duties 
B)  the different duties and responsibilities performed by one employee 
C)  the knowledge, skills, and abilities required to perform work 
D)  the tasks, duties, and responsibilities associated with work

Question 19

What source of data is NOT typically used in a job analysis?

Accepted Answer

A)  employees 
B)  managers 
C)  shareholders 
D)  supervisors 
A)  employees 
B)  managers 
C)  shareholders 
D)  supervisors

Question 20

What type of interview method is recommended for job analysis purposes?

Accepted Answer

A)  behavioural 
B)  situational 
C)  structured 
D)  unstructured 
A)  behavioural 
B)  situational 
C)  structured 
D)  unstructured

Which of the following best defines work analysis?

Describe one job analysis method.

Which of the following is NOT a job analysis method?

The interview is the least commonly used technique for gathering job facts and establishing the tasks and behaviours that define a job.

The first step in job analysis is to interview job incumbents.

Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal with the disadvantages of the technique.

What job analysis method utilizes work sampling and employee diaries/logs?

According to Harvey, which of the following should NOT be considered when choosing a job analysis method?

If the competency of an accounting job position was organizing and executing, what is the predictor of the competency?

What is the difference between a job description and a job specification? What are KSAOs?

What is NOT a problem associated with job descriptions?

The job description indicates job duties and organizational level requirements.

Which of the following is NOT a drawback of the Position Analysis Questionnaire?

What is the structured job analysis questionnaire that focuses on the general worker behaviours that make up a job, and includes 195 items and job elements organized into six dimensions?

Why are subject-matter experts needed when conducting a job analysis?

What is the definition of a job?

What source of data is NOT typically used in a job analysis?

What type of interview method is recommended for job analysis purposes?

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Foundations of Recruitment and Selection II

Recruitment, Selection, and Job Performance

Recruitment

Selection I

Selection II

Selection III

Decision Making

Filters

Exam 4: Job Analysis and Competency Models

Which of the following best defines work analysis?

Describe one job analysis method.

Which of the following is NOT a job analysis method?

The interview is the least commonly used technique for gathering job facts and establishing the tasks and behaviours that define a job.

The first step in job analysis is to interview job incumbents.

Describe a job analysis technique (data collection method) you would use for a particular organization and job position of your choice. Summarize what the method would involve. Discuss its advantages and how you would deal with the disadvantages of the technique.

What job analysis method utilizes work sampling and employee diaries/logs?

According to Harvey, which of the following should NOT be considered when choosing a job analysis method?

If the competency of an accounting job position was organizing and executing, what is the predictor of the competency?

What is the difference between a job description and a job specification? What are KSAOs?

What is NOT a problem associated with job descriptions?

The job description indicates job duties and organizational level requirements.

Which of the following is NOT a drawback of the Position Analysis Questionnaire?

What is the structured job analysis questionnaire that focuses on the general worker behaviours that make up a job, and includes 195 items and job elements organized into six dimensions?

Why are subject-matter experts needed when conducting a job analysis?

What is the definition of a job?

What source of data is NOT typically used in a job analysis?

What type of interview method is recommended for job analysis purposes?

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Foundations of Recruitment and Selection II

Recruitment, Selection, and Job Performance

Recruitment

Selection I

Selection II

Selection III

Decision Making

Filters