Question 1

Which of the following is not a good reason for using an outside consultant for job analysis?

Accepted Answer

A)  Technical innovativeness is critical 
B)  Legal scrutiny of project output/processes is high 
C)  Knowledge of organization culture is critical 
D)  Data collection involves specialized statistical methods 
A)  Technical innovativeness is critical 
B)  Legal scrutiny of project output/processes is high 
C)  Knowledge of organization culture is critical 
D)  Data collection involves specialized statistical methods

Question 2

Which of the following is not an example of an extrinsic reward?

Accepted Answer

A)  Pay 
B)  Promotion 
C)  Autonomy 
D)  Fringe benefits 
A)  Pay 
B)  Promotion 
C)  Autonomy 
D)  Fringe benefits

Question 3

A job family is a grouping of positions that are similar in their tasks and task dimensions.

Accepted Answer

A) True 
 B)False

Question 4

Employment regulations give several specific techniques for using job analysis to identify essential job functions.

Accepted Answer

A) True 
 B)False

Question 5

Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."

Accepted Answer

A) True 
 B)False

Question 6

Skills contained in O*Net include ________.

Accepted Answer

A)  basic skills 
B)  cross-functional skills 
C)  sensory abilities 
D)  all of the above 
A)  basic skills 
B)  cross-functional skills 
C)  sensory abilities 
D)  all of the above

Question 7

It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ________.

Accepted Answer

A)  made public so managers can match employee preferences immediately 
B)  kept confidential so employees can report honestly 
C)  developed through an informal process so employees feel comfortable 
D)  generally less important than the process used in asking questions 
A)  made public so managers can match employee preferences immediately 
B)  kept confidential so employees can report honestly 
C)  developed through an informal process so employees feel comfortable 
D)  generally less important than the process used in asking questions

Question 8

When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

Accepted Answer

A) True 
 B)False

Question 9

An underlying, enduring trait of the person that is useful for performing a range of tasks is ________.

Accepted Answer

A)  Knowledge 
B)  Skills 
C)  Abilities 
D)  None of the above 
A)  Knowledge 
B)  Skills 
C)  Abilities 
D)  None of the above

Question 10

Advances in technology are one of the major reasons for changes in jobs.

Accepted Answer

A) True 
 B)False

Question 11

It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.

Accepted Answer

A) True 
 B)False

Question 12

When it comes to developing the employee value proposition, there are no real disadvantages to creating the largest package of rewards possible.

Accepted Answer

A) True 
 B)False

Question 13

Engaging in an organization-wide evaluation of competencies can be worth the additional effort if the end result helps help integrate strategic goals with the human resource management system.

Accepted Answer

A) True 
 B)False

Question 14

One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

Accepted Answer

A) True 
 B)False

Question 15

Competencies contribute to job performance, but not to organizational success.

Accepted Answer

A) True 
 B)False

Question 16

What is the job-analysis approach that involves collecting information from employees on preferences and outcomes of jobs 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

Question 17

When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC?

Accepted Answer

A)  Focusing on the way the work is usually done 
B)  Focusing on the results of a function 
C)  Focusing on the average qualifications of job holders 
D)  Focusing on managerial assessments of skill relevance 
A)  Focusing on the way the work is usually done 
B)  Focusing on the results of a function 
C)  Focusing on the average qualifications of job holders 
D)  Focusing on managerial assessments of skill relevance

Question 18

The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is not one of the "great eight" competencies?

Accepted Answer

A)  Mechanical knowledge 
B)  Creating 
C)  Organizing 
D)  Performing 
A)  Mechanical knowledge 
B)  Creating 
C)  Organizing 
D)  Performing

Question 20

It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.

Accepted Answer

A) True 
 B)False

Which of the following is not a good reason for using an outside consultant for job analysis?

Which of the following is not an example of an extrinsic reward?

A job family is a grouping of positions that are similar in their tasks and task dimensions.

Employment regulations give several specific techniques for using job analysis to identify essential job functions.

Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."

Skills contained in O*Net include ________.

It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ________.

When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

An underlying, enduring trait of the person that is useful for performing a range of tasks is ________.

Advances in technology are one of the major reasons for changes in jobs.

It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.

When it comes to developing the employee value proposition, there are no real disadvantages to creating the largest package of rewards possible.

Engaging in an organization-wide evaluation of competencies can be worth the additional effort if the end result helps help integrate strategic goals with the human resource management system.

One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

Competencies contribute to job performance, but not to organizational success.

What is the job-analysis approach that involves collecting information from employees on preferences and outcomes of jobs called?

When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC?

The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

Which of the following is not one of the "great eight" competencies?

It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.

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

Which of the following is not a good reason for using an outside consultant for job analysis?

Which of the following is not an example of an extrinsic reward?

A job family is a grouping of positions that are similar in their tasks and task dimensions.

Employment regulations give several specific techniques for using job analysis to identify essential job functions.

Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."

Skills contained in O*Net include ________.

It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ________.

When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

An underlying, enduring trait of the person that is useful for performing a range of tasks is ________.

Advances in technology are one of the major reasons for changes in jobs.

It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.

When it comes to developing the employee value proposition, there are no real disadvantages to creating the largest package of rewards possible.

Engaging in an organization-wide evaluation of competencies can be worth the additional effort if the end result helps help integrate strategic goals with the human resource management system.

One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

Competencies contribute to job performance, but not to organizational success.

What is the job-analysis approach that involves collecting information from employees on preferences and outcomes of jobs called?

When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC?

The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

Which of the following is not one of the "great eight" competencies?

It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.

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