Question 1

Unlike KSAOs, competencies usually describe characteristics ________.

Accepted Answer

A)  of individuals that contribute to job performance 
B)  that are used for selecting individuals 
C)  that contribute to success across multiple jobs 
D)  of organizational reward systems 
A)  of individuals that contribute to job performance 
B)  that are used for selecting individuals 
C)  that contribute to success across multiple jobs 
D)  of organizational reward systems

Question 2

Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.

Accepted Answer

A) True 
 B)False

Question 3

The KSAO portion of a job requirements matrix is often converted to a job description.

Accepted Answer

A) True 
 B)False

Question 4

Using managers in a job analysis lends both expertise and neutrality to the process.

Accepted Answer

A) True 
 B)False

Question 5

Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.

Accepted Answer

A) True 
 B)False

Question 6

A job description is best defined as ________.

Accepted Answer

A)  the organization's framework for AA compliance 
B)  the organization's indicator of tasks, duties, and responsibilities required for each job 
C)  the organizations principle job training tool 
D)  the organization's performance appraisal instrument 
A)  the organization's framework for AA compliance 
B)  the organization's indicator of tasks, duties, and responsibilities required for each job 
C)  the organizations principle job training tool 
D)  the organization's performance appraisal instrument

Question 7

Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.

Accepted Answer

A) True 
 B)False

Question 8

The reason for having the manager participate as a job analyst is ________.

Accepted Answer

A)  provide acceptance of job statements to guide performance on the job 
B)  verify statements are inclusive and accurate 
C)  control incumbent responses on job analysis questionnaires 
D)  establish pay scales 
A)  provide acceptance of job statements to guide performance on the job 
B)  verify statements are inclusive and accurate 
C)  control incumbent responses on job analysis questionnaires 
D)  establish pay scales

Question 9

Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following HR outcomes arise from providing and using rewards?

Accepted Answer

A)  applicant attraction 
B)  employee performance 
C)  employee retention 
D)  all of the above 
A)  applicant attraction 
B)  employee performance 
C)  employee retention 
D)  all of the above

Question 11

Competency modeling is useful for which of the following applications?

Accepted Answer

A)  Identifying needs for replacement and succession planning 
B)  Internal promotion processes 
C)  Facilitating the HR planning process 
D)  All of the above 
A)  Identifying needs for replacement and succession planning 
B)  Internal promotion processes 
C)  Facilitating the HR planning process 
D)  All of the above

Question 12

The best approach to job analysis for flexible jobs with changing requirements is ________.

Accepted Answer

A)  job requirements job analysis 
B)  competency based job analysis 
C)  team-based job analysis 
D)  functional job analysis 
A)  job requirements job analysis 
B)  competency based job analysis 
C)  team-based job analysis 
D)  functional job analysis

Question 13

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

Accepted Answer

A) True 
 B)False

Question 14

The job requirements matrix is ________.

Accepted Answer

A)  a description of the specific tasks performed on the job 
B)  a description of the KSAOs that accompany each task 
C)  a description of the preferences of workers in different job categories 
D)  both a description of the specific tasks performed on the job and a description of the KSAOs that accompany each task 
A)  a description of the specific tasks performed on the job 
B)  a description of the KSAOs that accompany each task 
C)  a description of the preferences of workers in different job categories 
D)  both a description of the specific tasks performed on the job and a description of the KSAOs that accompany each task

Question 15

A task questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is a good definition of a task?

Accepted Answer

A)  A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job 
B)  A grouping of jobs, usually according to function 
C)  A grouping of jobs according to generic job title or occupation 
D)  A grouping of positions that are similar in their tasks and task dimensions 
A)  A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job 
B)  A grouping of jobs, usually according to function 
C)  A grouping of jobs according to generic job title or occupation 
D)  A grouping of positions that are similar in their tasks and task dimensions

Question 17

Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

Accepted Answer

A) True 
 B)False

Question 18

The sample size used in job analysis is not relevant to legal defensibility.

Accepted Answer

A) True 
 B)False

Question 19

In general, there are few, if any, sources of job information external to the organization where the job is performed.

Accepted Answer

A) True 
 B)False

Question 20

What is the job-analysis approach that involves collecting information on company strategy, and using this information to determine KSAOs and behavioral capabilities across the organization called?

Accepted Answer

A)  Competency-based 
B)  Job requirements 
C)  Job rewards 
D)  all of the above involve this process 
A)  Competency-based 
B)  Job requirements 
C)  Job rewards 
D)  all of the above involve this process

Unlike KSAOs, competencies usually describe characteristics ________.

Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.

The KSAO portion of a job requirements matrix is often converted to a job description.

Using managers in a job analysis lends both expertise and neutrality to the process.

Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.

A job description is best defined as ________.

Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.

The reason for having the manager participate as a job analyst is ________.

Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.

Which of the following HR outcomes arise from providing and using rewards?

Competency modeling is useful for which of the following applications?

The best approach to job analysis for flexible jobs with changing requirements is ________.

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

The job requirements matrix is ________.

A task questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

Which of the following is a good definition of a task?

Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

The sample size used in job analysis is not relevant to legal defensibility.

In general, there are few, if any, sources of job information external to the organization where the job is performed.

What is the job-analysis approach that involves collecting information on company strategy, and using this information to determine KSAOs and behavioral capabilities across the organization called?

Staffing Models and Strategy

Legal Compliance

Planning

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 4: Job Analysis and Rewards

Unlike KSAOs, competencies usually describe characteristics ________.

Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.

The KSAO portion of a job requirements matrix is often converted to a job description.

Using managers in a job analysis lends both expertise and neutrality to the process.

Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.

A job description is best defined as ________.

Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.

The reason for having the manager participate as a job analyst is ________.

Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.

Which of the following HR outcomes arise from providing and using rewards?

Competency modeling is useful for which of the following applications?

The best approach to job analysis for flexible jobs with changing requirements is ________.

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

The job requirements matrix is ________.

A task questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

Which of the following is a good definition of a task?

Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

The sample size used in job analysis is not relevant to legal defensibility.

In general, there are few, if any, sources of job information external to the organization where the job is performed.

What is the job-analysis approach that involves collecting information on company strategy, and using this information to determine KSAOs and behavioral capabilities across the organization called?

Staffing Models and Strategy

Legal Compliance

Planning

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters