Question 1

What is the "employee value proposition?"

Accepted Answer

A)  the total worth of an employee's KSAOs 
B)  the organization's package of rewards provided to employees 
C)  the net worth of all an organization's employees 
D)  none of the above 
A)  the total worth of an employee's KSAOs 
B)  the organization's package of rewards provided to employees 
C)  the net worth of all an organization's employees 
D)  none of the above

Question 2

The ADA requires the performance of a job analysis to identify the essential functions of a job.

Accepted Answer

A) True 
 B)False

Question 3

Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.

Accepted Answer

A) True 
 B)False

Question 4

When assessing appropriate rewards, organizations can use information from ________.

Accepted Answer

A)  surveys conducted by the Department of Labor 
B)  surveys conducted by the Society for Human Resources Management 
C)  internal organizational sources 
D)  all of the above 
A)  surveys conducted by the Department of Labor 
B)  surveys conducted by the Society for Human Resources Management 
C)  internal organizational sources 
D)  all of the above

Question 5

Which of the following is a component of a job requirements matrix?

Accepted Answer

A)  Job tenure 
B)  Job pay 
C)  Job context 
D)  Job appraisal 
A)  Job tenure 
B)  Job pay 
C)  Job context 
D)  Job appraisal

Question 6

Which of the following statements related to developing a competency-based job analysis is true?

Accepted Answer

A)  Competency-based approaches have only appeared in the past five years 
B)  Evidence suggests that competency-based job analyses can be as rigorous and accurate as those based on job requirements approaches 
C)  Competency-based job analysis is often criticized for focusing too much on specific jobs rather than organizational needs 
D)  Organizational leaders usually prefer to talk in terms of job demands than competencies 
A)  Competency-based approaches have only appeared in the past five years 
B)  Evidence suggests that competency-based job analyses can be as rigorous and accurate as those based on job requirements approaches 
C)  Competency-based job analysis is often criticized for focusing too much on specific jobs rather than organizational needs 
D)  Organizational leaders usually prefer to talk in terms of job demands than competencies

Question 7

A body of information that can be directly applied to the performance 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 8

Whereas job requirements job analysis starts by analyzing what people already do, competency-based job analysis starts from the organization's mission and goals and works downward to determine requirements for each job based on these goals.

Accepted Answer

A) True 
 B)False

Question 9

Surveys and interviews with employees are a key way to gather information on job rewards preferences and the rewards associated with their work.

Accepted Answer

A) True 
 B)False

What is the "employee value proposition?"

The ADA requires the performance of a job analysis to identify the essential functions of a job.

Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.

When assessing appropriate rewards, organizations can use information from ________.

Which of the following is a component of a job requirements matrix?

Which of the following statements related to developing a competency-based job analysis is true?

A body of information that can be directly applied to the performance of tasks is ________.

Whereas job requirements job analysis starts by analyzing what people already do, competency-based job analysis starts from the organization's mission and goals and works downward to determine requirements for each job based on these goals.

Surveys and interviews with employees are a key way to gather information on job rewards preferences and the rewards associated with their work.

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

What is the "employee value proposition?"

The ADA requires the performance of a job analysis to identify the essential functions of a job.

Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.

When assessing appropriate rewards, organizations can use information from ________.

Which of the following is a component of a job requirements matrix?

Which of the following statements related to developing a competency-based job analysis is true?

A body of information that can be directly applied to the performance of tasks is ________.

Whereas job requirements job analysis starts by analyzing what people already do, competency-based job analysis starts from the organization's mission and goals and works downward to determine requirements for each job based on these goals.

Surveys and interviews with employees are a key way to gather information on job rewards preferences and the rewards associated with their work.

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