Question 1

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

Accepted Answer

A) True 
 B)False  False

Question 2

Which of the following is NOT shown by an ideal task statement?

Accepted Answer

A)  what the employee does 
B)  to whom or what the employee does what he or she does 
C)  what is produced 
D)  how each behavior is rewarded 
A)  what the employee does 
B)  to whom or what the employee does what he or she does 
C)  what is produced 
D)  how each behavior is rewarded D

Question 3

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

Accepted Answer

A) True 
 B)False  False

Question 4

Which of the following is a good definition of a job family?

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 dimension 
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 dimension

Question 5

Although some have advocated for greater use of job analysis in legal cases,the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

Accepted Answer

A) True 
 B)False

Question 6

In general,when rational or narrative job analysis methods are desired,it is advisable to rely on external consultants rather than internal staff.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following are elements of traditional job design?

Accepted Answer

A)  formal organization charts 
B)  clear and precise job descriptions 
C)  well-defined mobility (promotion and transfer)paths 
D)  all of these 
A)  formal organization charts 
B)  clear and precise job descriptions 
C)  well-defined mobility (promotion and transfer)paths 
D)  all of these

Question 8

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 9

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

Accepted Answer

A) True 
 B)False

Question 10

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

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 11

Which of the following could harm an organization's legal defense in an EEO/AA case?

Accepted Answer

A)  Written job descriptions 
B)  Large sample sizes employed in job analysis 
C)  Emphasis mostly on primary tasks 
D)  Emphasis mostly on secondary tasks 
A)  Written job descriptions 
B)  Large sample sizes employed in job analysis 
C)  Emphasis mostly on primary tasks 
D)  Emphasis mostly on secondary tasks

Question 12

Knowledge is a body of information that can be directly applied to the performance of tasks.

Accepted Answer

A) True 
 B)False

Question 13

Details regarding knowledge,skills,and abilities in a job description are important components of a legally defensible selection system.

Accepted Answer

A) True 
 B)False

Question 14

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

Accepted Answer

A) True 
 B)False

Question 15

If tasks/dimensions are not weighted formally,then _________.

Accepted Answer

A)  the job description has no value 
B)  AA non-compliance will result 
C)  all tasks/dimensions are assessed as equally important by default 
D)  pay scales cannot be developed 
A)  the job description has no value 
B)  AA non-compliance will result 
C)  all tasks/dimensions are assessed as equally important by default 
D)  pay scales cannot be developed

Question 16

Which of the following best represents the order of aspects important for job satisfaction identified in surveys,from most valued to least valued?

Accepted Answer

A)  variety of work,relationship with supervisor,compensation,and networking 
B)  relationship with supervisor,networking,variety of work,and compensation 
C)  job security,benefits,opportunities to use skills and abilities,and financial stability 
D)  networking,variety of work,relationship with supervisor,and compensation 
A)  variety of work,relationship with supervisor,compensation,and networking 
B)  relationship with supervisor,networking,variety of work,and compensation 
C)  job security,benefits,opportunities to use skills and abilities,and financial stability 
D)  networking,variety of work,relationship with supervisor,and compensation

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

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

Question 19

The Position Analysis Questionnaire measures extrinsic rewards such as pay,recognition,and promotional opportunities.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

A) True 
 B)False

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

Which of the following is NOT shown by an ideal task statement?

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

Which of the following is a good definition of a job family?

Although some have advocated for greater use of job analysis in legal cases,the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

In general,when rational or narrative job analysis methods are desired,it is advisable to rely on external consultants rather than internal staff.

Which of the following are elements of traditional job design?

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

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

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

Which of the following could harm an organization's legal defense in an EEO/AA case?

Knowledge is a body of information that can be directly applied to the performance of tasks.

Details regarding knowledge,skills,and abilities in a job description are important components of a legally defensible selection system.

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

If tasks/dimensions are not weighted formally,then _________.

Which of the following best represents the order of aspects important for job satisfaction identified in surveys,from most valued to least valued?

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

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

The Position Analysis Questionnaire measures extrinsic rewards such as pay,recognition,and promotional opportunities.

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

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

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

Which of the following is NOT shown by an ideal task statement?

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

Which of the following is a good definition of a job family?

Although some have advocated for greater use of job analysis in legal cases,the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

In general,when rational or narrative job analysis methods are desired,it is advisable to rely on external consultants rather than internal staff.

Which of the following are elements of traditional job design?

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

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

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

Which of the following could harm an organization's legal defense in an EEO/AA case?

Knowledge is a body of information that can be directly applied to the performance of tasks.

Details regarding knowledge,skills,and abilities in a job description are important components of a legally defensible selection system.

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

If tasks/dimensions are not weighted formally,then _________.

Which of the following best represents the order of aspects important for job satisfaction identified in surveys,from most valued to least valued?

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

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

The Position Analysis Questionnaire measures extrinsic rewards such as pay,recognition,and promotional opportunities.

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

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