Question 1

Job analysis helps employers make accurate selection decisions by identifying:

Accepted Answer

A)  the knowledge, skills, and abilities necessary to successfully perform a job. 
B)  the flow of work through the organization. 
C)  the performance management system being employed. 
D)  the nonessential job functions. 
A)  the knowledge, skills, and abilities necessary to successfully perform a job. 
B)  the flow of work through the organization. 
C)  the performance management system being employed. 
D)  the nonessential job functions.

Question 2

Who is responsible for notifying the HRM department and requesting a reanalysis of a job when the content, context, or worker requirements of the job changes significantly?

Accepted Answer

A)  Job incumbents 
B)  Line managers 
C)  Work supervisors 
D)  HR professionals 
A)  Job incumbents 
B)  Line managers 
C)  Work supervisors 
D)  HR professionals

Question 3

Worker requirements refer to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance.

Accepted Answer

A) True 
 B)False

Question 4

____ refers to workers' job activities-what workers actually do on the job.

Accepted Answer

A)  Job context 
B)  Job content 
C)  Job requirement 
D)  Job design 
A)  Job context 
B)  Job content 
C)  Job requirement 
D)  Job design

Question 5

Which of the following is useful for establishing compensation rates, arrived at by using a statistical formula for combining the 13 dimension scores of a job?

Accepted Answer

A)  Versatile Job Analysis System. 
B)  Ability Requirements Approach. 
C)  Position Analysis Questionnaire. 
D)  Critical Incident Technique. 
A)  Versatile Job Analysis System. 
B)  Ability Requirements Approach. 
C)  Position Analysis Questionnaire. 
D)  Critical Incident Technique.

Question 6

Which of the following is not a manager's responsibility with reference to job analysis roles?

Accepted Answer

A)  Planning a job analysis project 
B)  Implementing job analysis results 
C)  Completing the job analysis 
D)  Communicating job responsibilities 
A)  Planning a job analysis project 
B)  Implementing job analysis results 
C)  Completing the job analysis 
D)  Communicating job responsibilities

Question 7

Describe the difference between a general-purpose job description format and a special-purpose approach.

Accepted Answer

A general-purpose job description is one

Question 8

Critical Incident Technique (CIT) is a systematic method of recording job analysis information in which the behavioral dimensions of a job are specified.

Accepted Answer

A) True 
 B)False

Question 9

A job analysis questionnaire containing only close-ended questions is called a(n):

Accepted Answer

A)  task inventory. 
B)  ability inventory. 
C)  job analysis inventory. 
D)  job inventory. 
A)  task inventory. 
B)  ability inventory. 
C)  job analysis inventory. 
D)  job inventory.

Question 10

What is an activity that results in a specific product or service called?

Accepted Answer

A)  Function 
B)  Task 
C)  Subtask 
D)  Work behavior 
A)  Function 
B)  Task 
C)  Subtask 
D)  Work behavior

Question 11

Which type of job context information includes discomfort factors such as the presence of extreme temperatures, poor ventilation, and excessive noise?

Accepted Answer

A)  Physical demands 
B)  Personal demands 
C)  Working conditions 
D)  Work behaviors 
A)  Physical demands 
B)  Personal demands 
C)  Working conditions 
D)  Work behaviors

Question 12

The ____ is premised on the notion that there is some underlying behavioral structure or order to the domain of human work, and there is a limited set of job characteristics that describe this domain.

Accepted Answer

A)  Fleishman Job Analysis Survey 
B)  Critical Incident Technique 
C)  Position Analysis Questionnaire 
D)  Reasonable Accommodation Questionnaire 
A)  Fleishman Job Analysis Survey 
B)  Critical Incident Technique 
C)  Position Analysis Questionnaire 
D)  Reasonable Accommodation Questionnaire

Question 13

A key difference between general job description and special-purpose format job description lies in the amount of detail they include.

Accepted Answer

A) True 
 B)False

Question 14

Line managers often use job analysis information to:

Accepted Answer

A)  fire employees. 
B)  transfer employees. 
C)  determine selection criteria. 
D)  identify drug abuse. 
A)  fire employees. 
B)  transfer employees. 
C)  determine selection criteria. 
D)  identify drug abuse.

Question 15

Describe how job analysis information can be applied to HRM practices.

Accepted Answer

Job analysis information can be applied

Question 16

Managers most commonly use job analysis to help them develop selection criteria.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following should not be done by a manager while steering a job analysis interview?

Accepted Answer

A)  Control the interview with respect to time and subject matter. 
B)  Frequently restate and summarize the main points the worker has made. 
C)  Show sincere interest in what is being said. 
D)  Suggest changes or improvements in work methods. 
A)  Control the interview with respect to time and subject matter. 
B)  Frequently restate and summarize the main points the worker has made. 
C)  Show sincere interest in what is being said. 
D)  Suggest changes or improvements in work methods.

Question 18

From a communication perspective, the ____ information should drive the orientation process for new employees.

Accepted Answer

A)  job analysis 
B)  job content 
C)  job context 
D)  worker requirement 
A)  job analysis 
B)  job content 
C)  job context 
D)  worker requirement

Question 19

Which of the following is defined as an activity that is not task specific, but is engaged in when performing a variety of tasks?

Accepted Answer

A)  Function 
B)  Grouping 
C)  Work behavior 
D)  Critical incidents 
A)  Function 
B)  Grouping 
C)  Work behavior 
D)  Critical incidents

Question 20

Observation is the most frequently utilized method to gather job analysis information.

Accepted Answer

A) True 
 B)False

Job analysis helps employers make accurate selection decisions by identifying:

Who is responsible for notifying the HRM department and requesting a reanalysis of a job when the content, context, or worker requirements of the job changes significantly?

Worker requirements refer to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance.

____ refers to workers' job activities-what workers actually do on the job.

Which of the following is useful for establishing compensation rates, arrived at by using a statistical formula for combining the 13 dimension scores of a job?

Which of the following is not a manager's responsibility with reference to job analysis roles?

Describe the difference between a general-purpose job description format and a special-purpose approach.

Critical Incident Technique (CIT) is a systematic method of recording job analysis information in which the behavioral dimensions of a job are specified.

A job analysis questionnaire containing only close-ended questions is called a(n):

What is an activity that results in a specific product or service called?

Which type of job context information includes discomfort factors such as the presence of extreme temperatures, poor ventilation, and excessive noise?

The ____ is premised on the notion that there is some underlying behavioral structure or order to the domain of human work, and there is a limited set of job characteristics that describe this domain.

A key difference between general job description and special-purpose format job description lies in the amount of detail they include.

Line managers often use job analysis information to:

Describe how job analysis information can be applied to HRM practices.

Managers most commonly use job analysis to help them develop selection criteria.

Which of the following should not be done by a manager while steering a job analysis interview?

From a communication perspective, the ____ information should drive the orientation process for new employees.

Which of the following is defined as an activity that is not task specific, but is engaged in when performing a variety of tasks?

Observation is the most frequently utilized method to gather job analysis information.

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

Job analysis helps employers make accurate selection decisions by identifying:

Who is responsible for notifying the HRM department and requesting a reanalysis of a job when the content, context, or worker requirements of the job changes significantly?

Worker requirements refer to the knowledge, skill, ability, personal characteristics, and credentials needed for effective job performance.

____ refers to workers' job activities-what workers actually do on the job.

Which of the following is useful for establishing compensation rates, arrived at by using a statistical formula for combining the 13 dimension scores of a job?

Which of the following is not a manager's responsibility with reference to job analysis roles?

Describe the difference between a general-purpose job description format and a special-purpose approach.

Critical Incident Technique (CIT) is a systematic method of recording job analysis information in which the behavioral dimensions of a job are specified.

A job analysis questionnaire containing only close-ended questions is called a(n):

What is an activity that results in a specific product or service called?

Which type of job context information includes discomfort factors such as the presence of extreme temperatures, poor ventilation, and excessive noise?

The ____ is premised on the notion that there is some underlying behavioral structure or order to the domain of human work, and there is a limited set of job characteristics that describe this domain.

A key difference between general job description and special-purpose format job description lies in the amount of detail they include.

Line managers often use job analysis information to:

Describe how job analysis information can be applied to HRM practices.

Managers most commonly use job analysis to help them develop selection criteria.

Which of the following should not be done by a manager while steering a job analysis interview?

From a communication perspective, the ____ information should drive the orientation process for new employees.

Which of the following is defined as an activity that is not task specific, but is engaged in when performing a variety of tasks?

Observation is the most frequently utilized method to gather job analysis information.

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