Exam 4: Job Analysis and Rewards

In defining essential job functions for the purposes of complying with ADA regulations,which of the following does not convey the meaning "essential?"

The O*NET contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

The job context component of a job description does not ___________.

Which of the following is a challenge to traditional methods of job design?

Team-based work has increased the need for flexibility,and requires a different approach to job analysis because team members perform multiple roles and have multiple responsibilities.

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

Competency based job analysis seeks to identify and describe the specific tasks,KSAOs,and job context for a particular job.

A competency is ______.

If an employment discrimination case involves an organization's defense of its selection procedures,the UGESP require the conduct of job analysis.

The "Great Eight" competencies include leading,supporting,presenting,analyzing,creating,organizing,adapting,and performing.

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

Tasks should be constructed using broadly applicable verbs,such as "supports," "assists," and "handles."

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

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

Although competency modeling has its advantages relative to job requirements job analysis,it does require considerable time and effort to establish competency models in an organization.

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?

The smallest unit into which work can be divided without analyzing separate motions,movements,and mental processes is called an element.

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

A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

Little research has been done to identify particular job-related skills.