Question 1

The format for recording job analysis data to create a job description must be general in nature.

Accepted Answer

A) True 
 B)False  False

Question 2

The rationale of ____ is that the principal objective of job analysis procedures should be the determination of requirements that are crucial in carrying out important parts of the job assigned in a significant number of instances.

Accepted Answer

A)  versatile job analysis system 
B)  critical incident technique 
C)  position analysis questionnaire 
D)  ability requirements approach 
A)  versatile job analysis system 
B)  critical incident technique 
C)  position analysis questionnaire 
D)  ability requirements approach B

Question 3

Which of the following tasks is not an HR professional's responsibility in a job analysis project?

Accepted Answer

A)  Determine goals and objectives 
B)  Select subject-matter experts 
C)  Implement results 
D)  Manage the study 
A)  Determine goals and objectives 
B)  Select subject-matter experts 
C)  Implement results 
D)  Manage the study C

Question 4

The ____ can be used to help physicians decide what medical conditions should qualify or disqualify applicants for jobs.

Accepted Answer

A)  CIT 
B)  PAQ 
C)  F-JAS 
D)  RAQ 
A)  CIT 
B)  PAQ 
C)  F-JAS 
D)  RAQ

Question 5

How does job analysis information help in laying the foundation for employee discipline decisions?

Accepted Answer

A)  By identifying unsafe practices 
B)  By identifying the level at which each employee should perform 
C)  By delineating responsibilities and limits of authority 
D)  By evaluating jobs based on skill level, effort, and responsibility 
A)  By identifying unsafe practices 
B)  By identifying the level at which each employee should perform 
C)  By delineating responsibilities and limits of authority 
D)  By evaluating jobs based on skill level, effort, and responsibility

Question 6

Which of the following worker requirements is defined as the capability to perform nonmotor tasks?

Accepted Answer

A)  Knowledge 
B)  Skill 
C)  Ability 
D)  Credential 
A)  Knowledge 
B)  Skill 
C)  Ability 
D)  Credential

Question 7

The typical role of a supervisor in the job analysis process is:

Accepted Answer

A)  to focus on job content issues. 
B)  to focus on job context issues. 
C)  to review and verify the accuracy of workers' responses. 
D)  to design the process. 
A)  to focus on job content issues. 
B)  to focus on job context issues. 
C)  to review and verify the accuracy of workers' responses. 
D)  to design the process.

Question 8

When gathering information about ____, the job analyst seeks to determine what the worker does, the purpose of the action, and the tools, equipment, or machinery used in the process.

Accepted Answer

A)  job context 
B)  tasks 
C)  functions 
D)  work behaviors 
A)  job context 
B)  tasks 
C)  functions 
D)  work behaviors

Question 9

Performing an adequate job analysis will not help an employer establish the job-relatedness of its selection process.

Accepted Answer

A) True 
 B)False

Question 10

____ is typically determined by evaluating or rating jobs based on important factors such as skill level, effort, responsibility, and working conditions.

Accepted Answer

A)  Job content 
B)  Job context 
C)  Job worth 
D)  Job function 
A)  Job content 
B)  Job context 
C)  Job worth 
D)  Job function

Question 11

The rationale underlying the Critical Incident Technique (CIT) approach to collecting job analysis data is that the principle objective of job analysis procedures should be the determination of:

Accepted Answer

A)  what constitutes a reasonable accommodation. 
B)  factors that have been demonstrated to make the difference between success and failure in carrying out an important part of the job assigned. 
C)  what constitutes the underlying behavioral structure of the job. 
D)  the job characteristics that describe the underlying domain of the job. 
A)  what constitutes a reasonable accommodation. 
B)  factors that have been demonstrated to make the difference between success and failure in carrying out an important part of the job assigned. 
C)  what constitutes the underlying behavioral structure of the job. 
D)  the job characteristics that describe the underlying domain of the job.

Question 12

Describe a manager's role in the job analysis process.

Accepted Answer

Managers have two primary job analysis r

Question 13

Observation, as a method to gather job analysis information, is useful when jobs are simple and easy to describe accurately.

Accepted Answer

A) True 
 B)False

Question 14

A short written summary of job analysis findings is called:

Accepted Answer

A)  job summary. 
B)  job description. 
C)  job information. 
D)  job identification. 
A)  job summary. 
B)  job description. 
C)  job information. 
D)  job identification.

Question 15

How does job analysis lead to outcomes that create competitive advantage?

Accepted Answer

A)  By increasing productivity 
B)  By measuring essential job skills 
C)  By enhancing the success of HRM practices 
D)  By enhancing performance levels 
A)  By increasing productivity 
B)  By measuring essential job skills 
C)  By enhancing the success of HRM practices 
D)  By enhancing performance levels

Question 16

General purpose job descriptions that are used by most companies provide a detailed summary of jobs including subtasks, performance standards, and job context.

Accepted Answer

A) True 
 B)False

Question 17

Teaching, research, and service are examples of ____ with respect to a college professor's job content.

Accepted Answer

A)  tasks 
B)  functions 
C)  work behaviors 
D)  context elements 
A)  tasks 
B)  functions 
C)  work behaviors 
D)  context elements

Question 18

What worker requirements are needed for effective job performance?

Accepted Answer

Worker requirements refer to:

Question 19

Managers should review ____ with new employees in order to convey job responsibilities.

Accepted Answer

A)  reporting relationship 
B)  job descriptions 
C)  job context 
D)  worker requirements 
A)  reporting relationship 
B)  job descriptions 
C)  job context 
D)  worker requirements

Question 20

Which type of job context information helps understand how much discretion a worker has in determining how the job will be carried out?

Accepted Answer

A)  Working conditions 
B)  Judgment 
C)  Authority 
D)  Reporting relationships 
A)  Working conditions 
B)  Judgment 
C)  Authority 
D)  Reporting relationships

The format for recording job analysis data to create a job description must be general in nature.

The rationale of ____ is that the principal objective of job analysis procedures should be the determination of requirements that are crucial in carrying out important parts of the job assigned in a significant number of instances.

Which of the following tasks is not an HR professional's responsibility in a job analysis project?

The ____ can be used to help physicians decide what medical conditions should qualify or disqualify applicants for jobs.

How does job analysis information help in laying the foundation for employee discipline decisions?

Which of the following worker requirements is defined as the capability to perform nonmotor tasks?

The typical role of a supervisor in the job analysis process is:

When gathering information about ____, the job analyst seeks to determine what the worker does, the purpose of the action, and the tools, equipment, or machinery used in the process.

Performing an adequate job analysis will not help an employer establish the job-relatedness of its selection process.

____ is typically determined by evaluating or rating jobs based on important factors such as skill level, effort, responsibility, and working conditions.

The rationale underlying the Critical Incident Technique (CIT) approach to collecting job analysis data is that the principle objective of job analysis procedures should be the determination of:

Describe a manager's role in the job analysis process.

Observation, as a method to gather job analysis information, is useful when jobs are simple and easy to describe accurately.

A short written summary of job analysis findings is called:

How does job analysis lead to outcomes that create competitive advantage?

General purpose job descriptions that are used by most companies provide a detailed summary of jobs including subtasks, performance standards, and job context.

Teaching, research, and service are examples of ____ with respect to a college professor's job content.

What worker requirements are needed for effective job performance?

Managers should review ____ with new employees in order to convey job responsibilities.

Which type of job context information helps understand how much discretion a worker has in determining how the job will be carried out?

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Recruiting Applicants

Selecting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Understanding Unions and Their Impact on Hrm

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

Filters

Exam 4: Analyzing Jobs

The format for recording job analysis data to create a job description must be general in nature.

The rationale of ____ is that the principal objective of job analysis procedures should be the determination of requirements that are crucial in carrying out important parts of the job assigned in a significant number of instances.

Which of the following tasks is not an HR professional's responsibility in a job analysis project?

The ____ can be used to help physicians decide what medical conditions should qualify or disqualify applicants for jobs.

How does job analysis information help in laying the foundation for employee discipline decisions?

Which of the following worker requirements is defined as the capability to perform nonmotor tasks?

The typical role of a supervisor in the job analysis process is:

When gathering information about ____, the job analyst seeks to determine what the worker does, the purpose of the action, and the tools, equipment, or machinery used in the process.

Performing an adequate job analysis will not help an employer establish the job-relatedness of its selection process.

____ is typically determined by evaluating or rating jobs based on important factors such as skill level, effort, responsibility, and working conditions.

The rationale underlying the Critical Incident Technique (CIT) approach to collecting job analysis data is that the principle objective of job analysis procedures should be the determination of:

Describe a manager's role in the job analysis process.

Observation, as a method to gather job analysis information, is useful when jobs are simple and easy to describe accurately.

A short written summary of job analysis findings is called:

How does job analysis lead to outcomes that create competitive advantage?

General purpose job descriptions that are used by most companies provide a detailed summary of jobs including subtasks, performance standards, and job context.

Teaching, research, and service are examples of ____ with respect to a college professor's job content.

What worker requirements are needed for effective job performance?

Managers should review ____ with new employees in order to convey job responsibilities.

Which type of job context information helps understand how much discretion a worker has in determining how the job will be carried out?

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Recruiting Applicants

Selecting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Understanding Unions and Their Impact on Hrm

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

Filters