Question 1

Measures of engagement reflect __________.

Accepted Answer

A)  task characteristics that are readily accommodated by job analysis 
B)  the degree to which an employee helps co-workers voluntarily 
C)  the degree to which an employee identifies with and has enthusiasm for his or her work 
D)  the employee's tendency to reject alternative employment offers when given 
A)  task characteristics that are readily accommodated by job analysis 
B)  the degree to which an employee helps co-workers voluntarily 
C)  the degree to which an employee identifies with and has enthusiasm for his or her work 
D)  the employee's tendency to reject alternative employment offers when given

Question 2

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 3

Task statements are written to emphasize the outcomes of a work process,as well as describing how the task is expected to be performed.

Accepted Answer

A) True 
 B)False

Question 4

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

Accepted Answer

A) True 
 B)False

Question 5

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 these 
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 these

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

Direct observation is a source for job information that is well suited for jobs with physical components,and relatively short cycle times for job tasks.

Accepted Answer

A) True 
 B)False

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

Subject matter experts should not include previous jobholders,private consultants,and customers/clients.

Accepted Answer

A) True 
 B)False

Question 10

The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

Accepted Answer

A) True 
 B)False

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

The KSAO portion of a job requirements matrix may be __________.

Accepted Answer

A)  converted to a job specification 
B)  converted to a job description 
C)  converted to a job evaluation 
D)  converted into a job pay scale 
A)  converted to a job specification 
B)  converted to a job description 
C)  converted to a job evaluation 
D)  converted into a job pay scale

Question 13

Using managers in a job analysis lends both expertise and neutrality to the process.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following HR outcomes arise from providing and using rewards?

Accepted Answer

A)  applicant attraction 
B)  employee performance 
C)  employee retention 
D)  all of these 
A)  applicant attraction 
B)  employee performance 
C)  employee retention 
D)  all of these

Question 15

It can be accurately said of the "task dimension" component of a job description that it ____________.

Accepted Answer

A)  provides a rating of task importance 
B)  is a grouping of similar tasks 
C)  indicates appropriate KSAOs 
D)  indicates the nature of KSAOs 
A)  provides a rating of task importance 
B)  is a grouping of similar tasks 
C)  indicates appropriate KSAOs 
D)  indicates the nature of KSAOs

Question 16

Task statements should reflect what the employee does,to whom or what the employee does what he or she does,what is produced,and what is used.

Accepted Answer

A) True 
 B)False

Question 17

Competencies are more specific than KSAOs.

Accepted Answer

A) True 
 B)False

Question 18

The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

Accepted Answer

A) True 
 B)False

Question 19

Competency modeling is useful for which of the following applications?

Accepted Answer

A)  Identifying needs for replacement and succession planning 
B)  Internal promotion processes 
C)  Facilitating the HR planning process 
D)  All of these 
A)  Identifying needs for replacement and succession planning 
B)  Internal promotion processes 
C)  Facilitating the HR planning process 
D)  All of these

Question 20

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

Measures of engagement reflect __________.

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

Task statements are written to emphasize the outcomes of a work process,as well as describing how the task is expected to be performed.

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

What is the "employee value proposition?"

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

Direct observation is a source for job information that is well suited for jobs with physical components,and relatively short cycle times for job tasks.

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.

Subject matter experts should not include previous jobholders,private consultants,and customers/clients.

The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

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

The KSAO portion of a job requirements matrix may be __________.

Using managers in a job analysis lends both expertise and neutrality to the process.

Which of the following HR outcomes arise from providing and using rewards?

It can be accurately said of the "task dimension" component of a job description that it ____________.

Task statements should reflect what the employee does,to whom or what the employee does what he or she does,what is produced,and what is used.

Competencies are more specific than KSAOs.

The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

Competency modeling is useful for which of the following applications?

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."

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

Measures of engagement reflect __________.

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

Task statements are written to emphasize the outcomes of a work process,as well as describing how the task is expected to be performed.

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

What is the "employee value proposition?"

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

Direct observation is a source for job information that is well suited for jobs with physical components,and relatively short cycle times for job tasks.

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.

Subject matter experts should not include previous jobholders,private consultants,and customers/clients.

The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

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

The KSAO portion of a job requirements matrix may be __________.

Using managers in a job analysis lends both expertise and neutrality to the process.

Which of the following HR outcomes arise from providing and using rewards?

It can be accurately said of the "task dimension" component of a job description that it ____________.

Task statements should reflect what the employee does,to whom or what the employee does what he or she does,what is produced,and what is used.

Competencies are more specific than KSAOs.

The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

Competency modeling is useful for which of the following applications?

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."

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