Question 1

Which of the following describes effective job analysis

Accepted Answer

A) a formal, structured process carried out under a set of guidelines established in advance 
B) a single evidence-based methodology 
C) breaking down a job into its constituent parts, rather than looking at the job as a whole 
D) focusing on jobs rather than positions 
A) a formal, structured process carried out under a set of guidelines established in advance 
B) a single evidence-based methodology 
C) breaking down a job into its constituent parts, rather than looking at the job as a whole 
D) focusing on jobs rather than positions A

Question 2

Which of the following is the most important criterion for choosing a job analysis method

Accepted Answer

A) validity 
B) availability 
C) standardization 
D) credibility 
A) validity 
B) availability 
C) standardization 
D) credibility 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 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age, and family status discrimination with the office administration employees.The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.Managers have expressed concerns that job descriptions are of limited value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.The managers at Scribe Engineering cannot clearly distinguish between a position and a job.Which of the following best defines a job

Accepted Answer

A) a collection of positions with related job activities and 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 with related job activities and 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

Question 4

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 5

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 6

What might be a concern if an organization decides to use a competency-based job analysis

Accepted Answer

A) that characteristics and behaviours of successful performers cannot be defined 
B) that the unprecedented change in today's workplace requires clear measurable job descriptions 
C) the difficulty in predicting future job needs and the lack of validity and legal defensibility 
D) the expectation that all employees should possess core competencies that relate to the organization's goals 
A) that characteristics and behaviours of successful performers cannot be defined 
B) that the unprecedented change in today's workplace requires clear measurable job descriptions 
C) the difficulty in predicting future job needs and the lack of validity and legal defensibility 
D) the expectation that all employees should possess core competencies that relate to the organization's goals

Question 7

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 8

Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.

Accepted Answer

A) True 
 B)False

Question 9

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 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 is an example of an administrative assistant position at Scribe Engineering

Accepted Answer

A) the administrative assistant to the CEO of Scribe Engineering 
B) all administrative assistants at Scribe Engineering who perform similar duties 
C) a set of different but related administrative jobs that require the same knowledge, skills, abilities, or other attributes or competencies 
D) the work that is done by administrative assistants 
A) the administrative assistant to the CEO of Scribe Engineering 
B) all administrative assistants at Scribe Engineering who perform similar duties 
C) a set of different but related administrative jobs that require the same knowledge, skills, abilities, or other attributes or competencies 
D) the work that is done by administrative assistants

Question 10

According to Dierdorff and Wilson, which group of individuals provides more accurate information when job information is being collected

Accepted Answer

A) human resources managers 
B) trained professional job analysts 
C) job incumbents using self-report and survey instruments 
D) supervisors 
A) human resources managers 
B) trained professional job analysts 
C) job incumbents using self-report and survey instruments 
D) supervisors

Question 11

What job analysis technique emphasizes the characteristics of successful performers rather than standard duties

Accepted Answer

A) dynamic job analysis 
B) worker-based analysis 
C) team-based analysis 
D) work-oriented analysis 
A) dynamic job analysis 
B) worker-based analysis 
C) team-based analysis 
D) work-oriented analysis

Question 12

TS Ltd.has 30 employees.As the HRM, would you suggest that the company conduct a job analysis
 What questions could you ask in gathering job information that would help TS Ltd.write a job description and job specifications for its aircraft maintenance engineers

Accepted Answer

You would want to suggest using provinci

Question 13

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 14

Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis, depending on the nature of the jobs and how the work is changing.Describe both methods and give an example of when an organization may choose that method.

Accepted Answer

Worker-oriented job analyses are job ana

Question 15

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 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 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 16

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 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 would you distinguish a job analysis from a job description for the managers at Scribe Engineering

Accepted Answer

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

Question 17

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 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 would NOT be potential outcomes of Scribe Engineering's job analysis process

Accepted Answer

A) job descriptions and job design 
B) job evaluation and performance measures 
C) new competitive marketing strategy 
D) person-job fit and person-organization fit 
A) job descriptions and job design 
B) job evaluation and performance measures 
C) new competitive marketing strategy 
D) person-job fit and person-organization fit

Question 18

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 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 begin to deal with human rights issues of sex, family, and age discrimination with the office administration employees at Scribe Engineering

Accepted Answer

A) File a complaint immediately with the Human Rights Tribunal or Commission. 
B) Conduct a job analysis as a legally acceptable way of determining job-relatedness. 
C) Ensure management practices do not have a negative effect on employees. 
D) Modify any discriminatory employment practices. 
A) File a complaint immediately with the Human Rights Tribunal or Commission. 
B) Conduct a job analysis as a legally acceptable way of determining job-relatedness. 
C) Ensure management practices do not have a negative effect on employees. 
D) Modify any discriminatory employment practices.

Question 19

What term defines groups of related behaviours that are needed for successful job performance in an organization

Accepted Answer

A) traits inventories 
B) job elements 
C) competencies 
D) specializations 
A) traits inventories 
B) job elements 
C) competencies 
D) specializations

Question 20

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 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 would be the benefit of using a trained job analyst to carry out the job analysis at Scribe Engineering

Accepted Answer

A) The analyst may be more objective than job incumbents when collecting job information. 
B) Job analysts understand how jobs should be designed. 
C) This would eliminate the expense of using subject-matter experts. 
D) Employees will be more likely to trust the results of the analysis. 
A) The analyst may be more objective than job incumbents when collecting job information. 
B) Job analysts understand how jobs should be designed. 
C) This would eliminate the expense of using subject-matter experts. 
D) Employees will be more likely to trust the results of the analysis.

Which of the following describes effective job analysis

Which of the following is the most important criterion for choosing a job analysis method

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

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

What might be a concern if an organization decides to use a competency-based job analysis

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

Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.

According to Dierdorff and Wilson, which group of individuals provides more accurate information when job information is being collected

What job analysis technique emphasizes the characteristics of successful performers rather than standard duties

TS Ltd.has 30 employees.As the HRM, would you suggest that the company conduct a job analysis What questions could you ask in gathering job information that would help TS Ltd.write a job description and job specifications for its aircraft maintenance engineers

What job analysis technique is worker-oriented

Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis, depending on the nature of the jobs and how the work is changing.Describe both methods and give an example of when an organization may choose that method.

What term defines groups of related behaviours that are needed for successful job performance in an organization

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters

Exam 4: Job Analysis and Competency Models

Which of the following describes effective job analysis

Which of the following is the most important criterion for choosing a job analysis method

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

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

What might be a concern if an organization decides to use a competency-based job analysis

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

Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.

According to Dierdorff and Wilson, which group of individuals provides more accurate information when job information is being collected

What job analysis technique emphasizes the characteristics of successful performers rather than standard duties

TS Ltd.has 30 employees.As the HRM, would you suggest that the company conduct a job analysis What questions could you ask in gathering job information that would help TS Ltd.write a job description and job specifications for its aircraft maintenance engineers

What job analysis technique is worker-oriented

Job analysis can be categorized into work-oriented job analysis or worker-oriented job analysis, depending on the nature of the jobs and how the work is changing.Describe both methods and give an example of when an organization may choose that method.

What term defines groups of related behaviours that are needed for successful job performance in an organization

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters