Question 1

Which of the following is NOT a suggested guideline for a job analysis interview?

Accepted Answer

A)  Conduct interviews in a private location. 
B)  Guide the session without being authoritative or overbearing. 
C)  Ask open-ended questions, using relevant language to the interviewee. 
D)  Seek a directive from top management to make interviews mandatory for all employees. 
A)  Conduct interviews in a private location. 
B)  Guide the session without being authoritative or overbearing. 
C)  Ask open-ended questions, using relevant language to the interviewee. 
D)  Seek a directive from top management to make interviews mandatory for all employees.

Question 2

What job analysis technique would you use in a traditional organization where employees' tasks are routine?

Accepted Answer

A)  self-oriented analysis 
B)  work-oriented analysis 
C)  worker-oriented analysis 
D)  group-oriented analysis 
A)  self-oriented analysis 
B)  work-oriented analysis 
C)  worker-oriented analysis 
D)  group-oriented analysis

Question 3

Scenario 4-1
Cognero at Nelson will do this later
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 the need for 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 The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.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. How might you approach the managers at Scribe Engineering who are not receptive to a job analysis process?

Accepted Answer

A)  Focus on involving senior managers in the initial gathering of existing job information. 
B)  Involve managers and employees prior to the beginning of the job analysis process. 
C)  Ensure that the completion of questionnaires is mandatory. 
D)  Include all the hesitant managers in job analysis focus groups. 
A)  Focus on involving senior managers in the initial gathering of existing job information. 
B)  Involve managers and employees prior to the beginning of the job analysis process. 
C)  Ensure that the completion of questionnaires is mandatory. 
D)  Include all the hesitant managers in job analysis focus groups.

Question 4

Extroversion is a predictor for the competency of adapting and coping.

Accepted Answer

A) True 
 B)False

Question 5

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 6

What job analysis technique is worker-oriented?

Accepted Answer

A)  Position Analysis Questionnaire 
B)  Critical Incident Technique 
C)  Functional Job Analysis 
D)  Task Inventory 
A)  Position Analysis Questionnaire 
B)  Critical Incident Technique 
C)  Functional Job Analysis 
D)  Task Inventory

Question 7

Which of the following does NOT describe one of the three key considerations in job analysis?

Accepted Answer

A)  A job analysis is a formal, structured process carried out under a set of guidelines established in advance. 
B)  A job analysis refers to a single methodology. 
C)  A job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole. 
D)  A job analysis uses a range of techniques. 
A)  A job analysis is a formal, structured process carried out under a set of guidelines established in advance. 
B)  A job analysis refers to a single methodology. 
C)  A job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole. 
D)  A job analysis uses a range of techniques.

Question 8

What is the objective of the critical incident method of job analysis?

Accepted Answer

A)  to prioritize job duties and responsibilities 
B)  to generate behaviour-focused descriptions of work activities 
C)  to identify critical job duties, tasks, and competencies 
D)  to provide information for job evaluation 
A)  to prioritize job duties and responsibilities 
B)  to generate behaviour-focused descriptions of work activities 
C)  to identify critical job duties, tasks, and competencies 
D)  to provide information for job evaluation

Question 9

Competency-based selection systems take the view that employees must be capable of moving between jobs and carrying out the associated tasks for different positions.

Accepted Answer

A) True 
 B)False

Question 10

Scenario 4-1
Cognero at Nelson will do this later
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 the need for 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 has stated that Scribe has a few outdated job advertisements, but that the company 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 are the expected changes in Scribe Engineering's external environment that may affect the company's recruitment and selection process?

Accepted Answer

A)  organizational mission and goals 
B)  job design 
C)  organizational strategy 
D)  competition 
A)  organizational mission and goals 
B)  job design 
C)  organizational strategy 
D)  competition

Question 11

Job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.

Accepted Answer

A) True 
 B)False

Question 12

What are NOT potential outcomes of the job analysis process?

Accepted Answer

A)  job descriptions and job design 
B)  job evaluation and performance measures 
C)  organizational analysis and performance standards 
D)  person-job fit and person-organization fit 
A)  job descriptions and job design 
B)  job evaluation and performance measures 
C)  organizational analysis and performance standards 
D)  person-job fit and person-organization fit

Which of the following is NOT a suggested guideline for a job analysis interview?

What job analysis technique would you use in a traditional organization where employees' tasks are routine?

Extroversion is a predictor for the competency of adapting and coping.

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

What job analysis technique is worker-oriented?

Which of the following does NOT describe one of the three key considerations in job analysis?

What is the objective of the critical incident method of job analysis?

Competency-based selection systems take the view that employees must be capable of moving between jobs and carrying out the associated tasks for different positions.

Job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.

What are NOT potential outcomes of the job analysis process?

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: Applicant Screening

Selection II: Testing and Other Assessments

Selection III: Interviewing

Decision Making

Filters

Exam 4: Job Analysis and Competency Models

Which of the following is NOT a suggested guideline for a job analysis interview?

What job analysis technique would you use in a traditional organization where employees' tasks are routine?

Extroversion is a predictor for the competency of adapting and coping.

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

What job analysis technique is worker-oriented?

Which of the following does NOT describe one of the three key considerations in job analysis?

What is the objective of the critical incident method of job analysis?

Competency-based selection systems take the view that employees must be capable of moving between jobs and carrying out the associated tasks for different positions.

Job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.

What are NOT potential outcomes of the job analysis process?

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: Applicant Screening

Selection II: Testing and Other Assessments

Selection III: Interviewing

Decision Making

Filters