Question 1

Traditional job descriptions are not seen as appropriate for jobs that are:

Accepted Answer

A)  project-based. 
B)  routine and repetitive. 
C)  varied and autonomous. 
D)  casual positions only. 
A)  project-based. 
B)  routine and repetitive. 
C)  varied and autonomous. 
D)  casual positions only.

Question 2

Identify and explain the different approaches used to gather job related information, and provide examples of the situations in which each approach could be used.

Accepted Answer

The most common data collection methods

Question 3

Autonomous work teams are a form of:

Accepted Answer

A)  quality circle. 
B)  job enrichment. 
C)  workforce flexibility. 
D)  task diversification. 
A)  quality circle. 
B)  job enrichment. 
C)  workforce flexibility. 
D)  task diversification.

Question 4

A system that allows employees to choose their own starting and finishing times within a broad range of available hours:

Accepted Answer

A)  flexitime. 
B)  job sharing. 
C)  quality of work life. 
D)  total life space. 
A)  flexitime. 
B)  job sharing. 
C)  quality of work life. 
D)  total life space.

Question 5

Job enrichment builds motivating factors into the job content by:

Accepted Answer

A)  opening feedback channels, combining and rotating tasks. 
B)  establishing client relationships, creating natural work units, and performing precisely defined and repetitive tasks. 
C)  combining tasks, creating natural work units, and expanding jobs vertically. 
D)  giving employees opportunity to work as external consultants. 
A)  opening feedback channels, combining and rotating tasks. 
B)  establishing client relationships, creating natural work units, and performing precisely defined and repetitive tasks. 
C)  combining tasks, creating natural work units, and expanding jobs vertically. 
D)  giving employees opportunity to work as external consultants.

Question 6

The Behavioural Event Interview (BEI) is a development of:

Accepted Answer

A)  the Management Position Description Questionnaire. 
B)  functional job analysis. 
C)  critical incident reporting. 
D)  Position Analysis Questionnaire. 
A)  the Management Position Description Questionnaire. 
B)  functional job analysis. 
C)  critical incident reporting. 
D)  Position Analysis Questionnaire.

Question 7

When using a questionnaire to gather data for a job analysis which of the following should be avoided?

Accepted Answer

A)  Using a short questionnaire to save time and expense 
B)  Explaining how the questionnaire results are to be used 
C)  Using simple, easy to understand language 
D)  Using a long questionnaire to gather as much detail as possible 
A)  Using a short questionnaire to save time and expense 
B)  Explaining how the questionnaire results are to be used 
C)  Using simple, easy to understand language 
D)  Using a long questionnaire to gather as much detail as possible

Question 8

The Hay Guide Chart Profile Method expresses job content in terms of three major factors. They are:

Accepted Answer

A)  know-how, problem solving, accountability. 
B)  qualifications, performance standards, authority. 
C)  knowledge, qualifications, level of decision making. 
D)  know-how, authority, performance standards. 
A)  know-how, problem solving, accountability. 
B)  qualifications, performance standards, authority. 
C)  knowledge, qualifications, level of decision making. 
D)  know-how, authority, performance standards.

Question 9

An example of comprehensive job enrichment which combines both horizontal and vertical loading to stimulate employee motivation and satisfaction is:

Accepted Answer

A)  the Job Characteristics Model. 
B)  Socio-technical enrichment. 
C)  autonomous work teams. 
D)  the Volvo model. 
A)  the Job Characteristics Model. 
B)  Socio-technical enrichment. 
C)  autonomous work teams. 
D)  the Volvo model.

Question 10

The written statement of why a job exists, what the job holder actually does, how they do it and under what conditions the job is performed, is known as the:

Accepted Answer

A)  job evaluation. 
B)  job context. 
C)  job description. 
D)  job specification. 
A)  job evaluation. 
B)  job context. 
C)  job description. 
D)  job specification.

Question 11

Which of the following is NOT a standard guideline for writing effective job descriptions?

Accepted Answer

A)  Begin each sentence with an action verb 
B)  Use specific rather than vague terms 
C)  Use quantitative terms where possible to achieve greater objectivity and clarity 
D)  Provide a comprehensive list of all duties, including routine tasks 
A)  Begin each sentence with an action verb 
B)  Use specific rather than vague terms 
C)  Use quantitative terms where possible to achieve greater objectivity and clarity 
D)  Provide a comprehensive list of all duties, including routine tasks

Question 12

Before the HR manager or line manager attempts to change the job characteristics of a position it is important to:

Accepted Answer

A)  make employees aware of the impending changes. 
B)  trial the changes to see if they are appropriate. 
C)  change job titles to reflect job changes. 
D)  assess the personality and situation of employees. 
A)  make employees aware of the impending changes. 
B)  trial the changes to see if they are appropriate. 
C)  change job titles to reflect job changes. 
D)  assess the personality and situation of employees.

Question 13

Job analysis helps to establish organisational adherence to EEO requirements by:

Accepted Answer

A)  providing hard evidence of job relatedness. 
B)  allowing an organisation to give preference to a particular group of employees. 
C)  identifying clear lines of promotion and career development that are communicated to all employees. 
D)  ensuring that job descriptions and job specifications are detailed. 
A)  providing hard evidence of job relatedness. 
B)  allowing an organisation to give preference to a particular group of employees. 
C)  identifying clear lines of promotion and career development that are communicated to all employees. 
D)  ensuring that job descriptions and job specifications are detailed.

Question 14

Organisations that change their existing strategies, or develop new business strategies need to:

Accepted Answer

A)  reassess their structures. 
B)  retain their existing structures. 
C)  undertake a job evaluation. 
D)  introduce competency profiling. 
A)  reassess their structures. 
B)  retain their existing structures. 
C)  undertake a job evaluation. 
D)  introduce competency profiling.

Question 15

Which of the following is NOT one of the questions that HR managers typically ask in developing a competency standard?

Accepted Answer

A)  What actions must the employee demonstrate? 
B)  What performance standards must be met? 
C)  What training does this employee need? 
D)  What are the conditions under which the action must be carried out? 
A)  What actions must the employee demonstrate? 
B)  What performance standards must be met? 
C)  What training does this employee need? 
D)  What are the conditions under which the action must be carried out?

Question 16

If the introduction of a QWL program results in productivity and financial gains:

Accepted Answer

A)  then it can deemed a success. 
B)  then this should be reinvested in training and development programs. 
C)  then the organisation should be prepared to share these gains with employees. 
D)  then this can be passed on to customers as price cuts, thereby enabling the company to gain market share. 
A)  then it can deemed a success. 
B)  then this should be reinvested in training and development programs. 
C)  then the organisation should be prepared to share these gains with employees. 
D)  then this can be passed on to customers as price cuts, thereby enabling the company to gain market share.

Question 17

Individual benefits of introducing flexible working hours may include:

Accepted Answer

A)  lower absenteeism. 
B)  reduced tardiness. 
C)  reduced turnover. 
D)  less commuting time. 
A)  lower absenteeism. 
B)  reduced tardiness. 
C)  reduced turnover. 
D)  less commuting time.

Question 18

Which one of the following job-related competencies can be described as a visible competency?

Accepted Answer

A)  Self-concept 
B)  Traits 
C)  Knowledge 
D)  Motives 
A)  Self-concept 
B)  Traits 
C)  Knowledge 
D)  Motives

Question 19

Traditional job descriptions have been criticised for being:

Accepted Answer

A)  inaccurate and inflexible documents. 
B)  out of date employee wish lists. 
C)  straitjackets, suitable only for repetitive work. 
D)  vague performance guidelines. 
A)  inaccurate and inflexible documents. 
B)  out of date employee wish lists. 
C)  straitjackets, suitable only for repetitive work. 
D)  vague performance guidelines.

Question 20

Which of the following is NOT a generally accepted method of data collection for the purposes of job analysis?

Accepted Answer

A)  Position Classification Inventory 
B)  Position Analysis Questionnaire 
C)  Hay Guide Chart Profile 
D)  Job Characteristics Model 
A)  Position Classification Inventory 
B)  Position Analysis Questionnaire 
C)  Hay Guide Chart Profile 
D)  Job Characteristics Model

Traditional job descriptions are not seen as appropriate for jobs that are:

Identify and explain the different approaches used to gather job related information, and provide examples of the situations in which each approach could be used.

Autonomous work teams are a form of:

A system that allows employees to choose their own starting and finishing times within a broad range of available hours:

Job enrichment builds motivating factors into the job content by:

The Behavioural Event Interview (BEI) is a development of:

When using a questionnaire to gather data for a job analysis which of the following should be avoided?

The Hay Guide Chart Profile Method expresses job content in terms of three major factors. They are:

An example of comprehensive job enrichment which combines both horizontal and vertical loading to stimulate employee motivation and satisfaction is:

The written statement of why a job exists, what the job holder actually does, how they do it and under what conditions the job is performed, is known as the:

Which of the following is NOT a standard guideline for writing effective job descriptions?

Before the HR manager or line manager attempts to change the job characteristics of a position it is important to:

Job analysis helps to establish organisational adherence to EEO requirements by:

Organisations that change their existing strategies, or develop new business strategies need to:

Which of the following is NOT one of the questions that HR managers typically ask in developing a competency standard?

If the introduction of a QWL program results in productivity and financial gains:

Individual benefits of introducing flexible working hours may include:

Which one of the following job-related competencies can be described as a visible competency?

Traditional job descriptions have been criticised for being:

Which of the following is NOT a generally accepted method of data collection for the purposes of job analysis?

Strategic Human Resource Management

Human Resource Planning

Human Resource Information Management Systems

Human Resource Management and the Law

Recruiting Human Resources

Employee Selection

Appraising and Managing Performance

Human Resource Development

Career Planning and Development

Rewarding Human Resources

Industrial Relations

Employee Health and Safety

Managing Diversity

International Human Resource Management

Assessing HRM Effectiveness

Filters

Exam 5: Job Analysis, Job Design and Quality of Work Life

Traditional job descriptions are not seen as appropriate for jobs that are:

Identify and explain the different approaches used to gather job related information, and provide examples of the situations in which each approach could be used.

Autonomous work teams are a form of:

A system that allows employees to choose their own starting and finishing times within a broad range of available hours:

Job enrichment builds motivating factors into the job content by:

The Behavioural Event Interview (BEI) is a development of:

When using a questionnaire to gather data for a job analysis which of the following should be avoided?

The Hay Guide Chart Profile Method expresses job content in terms of three major factors. They are:

An example of comprehensive job enrichment which combines both horizontal and vertical loading to stimulate employee motivation and satisfaction is:

The written statement of why a job exists, what the job holder actually does, how they do it and under what conditions the job is performed, is known as the:

Which of the following is NOT a standard guideline for writing effective job descriptions?

Before the HR manager or line manager attempts to change the job characteristics of a position it is important to:

Job analysis helps to establish organisational adherence to EEO requirements by:

Organisations that change their existing strategies, or develop new business strategies need to:

Which of the following is NOT one of the questions that HR managers typically ask in developing a competency standard?

If the introduction of a QWL program results in productivity and financial gains:

Individual benefits of introducing flexible working hours may include:

Which one of the following job-related competencies can be described as a visible competency?

Traditional job descriptions have been criticised for being:

Which of the following is NOT a generally accepted method of data collection for the purposes of job analysis?

Strategic Human Resource Management

Human Resource Planning

Human Resource Information Management Systems

Human Resource Management and the Law

Recruiting Human Resources

Employee Selection

Appraising and Managing Performance

Human Resource Development

Career Planning and Development

Rewarding Human Resources

Industrial Relations

Employee Health and Safety

Managing Diversity

International Human Resource Management

Assessing HRM Effectiveness

Filters