Question 1

Competency modeling is strategically used to __________.

Accepted Answer

A)  Create awareness of the need for stability in business 
B)  Enhance the skill level of the workforce 
C)  Encourage employees to focus on their own jobs as much as possible 
D)  None of these 
A)  Create awareness of the need for stability in business 
B)  Enhance the skill level of the workforce 
C)  Encourage employees to focus on their own jobs as much as possible 
D)  None of these

Question 2

Competency based job analysis is a way to facilitate increased staffing flexibility.

Accepted Answer

A) True 
 B)False

Question 3

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 these 
A)  knowledge 
B)  skills 
C)  abilities 
D)  none of these

Question 4

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 5

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 6

A limitation of observation as a means of gathering job information would be _______________.

Accepted Answer

A)  access to job context 
B)  short job cycle 
C)  access to KSAOs 
D)  mental processes are difficult to measure 
A)  access to job context 
B)  short job cycle 
C)  access to KSAOs 
D)  mental processes are difficult to measure

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

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 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 is an advantage of using job task questionnaires?

Accepted Answer

A)  Use with large numbers of people 
B)  Highly diverse job content and formats 
C)  Working with top management positions 
D)  Working with newly created jobs 
A)  Use with large numbers of people 
B)  Highly diverse job content and formats 
C)  Working with top management positions 
D)  Working with newly created jobs

Question 11

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 12

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 13

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 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

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 16

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 17

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 18

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 these 
A)  knowledge 
B)  skills 
C)  abilities 
D)  none of these

Question 19

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 20

Job requirements job analysis involves collecting information on the activities performed on the job,and uses this information to assess the KSAOs needed for each job.

Accepted Answer

A) True 
 B)False

Competency modeling is strategically used to __________.

Competency based job analysis is a way to facilitate increased staffing flexibility.

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

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

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

A limitation of observation as a means of gathering job information would be _______________.

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

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.

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

Which of the following is an advantage of using job task questionnaires?

A job description is best defined as ______.

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

Unlike KSAOs,competencies usually describe characteristics ________.

The job requirements matrix 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.

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

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

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

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

Job requirements job analysis involves collecting information on the activities performed on the job,and uses this information to assess the KSAOs needed for each 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

Competency modeling is strategically used to __________.

Competency based job analysis is a way to facilitate increased staffing flexibility.

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

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

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

A limitation of observation as a means of gathering job information would be _______________.

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

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.

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

Which of the following is an advantage of using job task questionnaires?

A job description is best defined as ______.

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

Unlike KSAOs,competencies usually describe characteristics ________.

The job requirements matrix 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.

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

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

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

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

Job requirements job analysis involves collecting information on the activities performed on the job,and uses this information to assess the KSAOs needed for each 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