Deck 4: Job Analysis

Question 1

Which of the following is the first step in the process of creating an internal pay structure?

A)job evaluation
B)job analysis
C)assessing value
D)describing competencies
E)translating value into pay structure

Answer 1

B

Question 2

The final step in the job analysis process is to:

A)enlarge the job
B)revise job specifications
C)verify the accuracy of the resulting job descriptions
D)revise human resource plan
E)downsize the organization

Answer 2

C

Question 3

Which of the following is the first step in conducting a conventional job analysis?

A)conduct interviews
B)develop preliminary job information
C)verify job description
D)conduct initial tour of work site
E)consolidate job information

Answer 3

B

Question 4

Which of the following is one of the main uses of job analysis in job compensation?

A)It reinforces the inducements for performance with regard to compensation.
B)It establishes similarities and differences in the content of jobs.
C)It creates a misaligned job structure.
D)It eliminates the want for higher pays in relation with skills.
E)It reconnects the insignificance of skills with the emphasis on equal pay.

Question 5

Which of the following involves the elemental tasks or units of work, with emphasis on the purpose of each task?

A)job design data
B)task variety data
C)job content data
D)task identity data
E)task analyzability data

Question 6

In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the:

A)nature of the job, its scope, and accountability
B)job redesign and correcting discrepancies
C)functional job analysis
D)job evaluation and analysis processes
E)performance appraisal and union affiliation

Question 7

A job description refers to:

A)a collection of the works an employee has handled and completed over the years of employment
B)ordering of jobs based on their content or relative value
C)the comparison of jobs within an organization
D)the systematic process of collecting information about the nature of specific jobs
E)the summary report that identifies, defines, and describes the job as it is actually performed

Question 8

The systematic process of collecting relevant information related to the nature of a specific job refers to:

A)job description.
B)job evaluation
C)job content
D)job structure
E)job analysis

Question 9

Which of the following is an advantage of conventional questionnaires and interviews used for job analysis?

A)The process takes lesser time than quantitative methods.
B)The process is virtually free of faulty results.
C)The entire process is free from bias and favouritism.
D)The process is both systematic as well as objective.
E)The process involves employees, which increases their understanding.

Question 10

Obtaining consistent results regardless of the job analysis method used is a measure of:

A)reliability
B)acceptability
C)validity
D)administration
E)flexibility

Question 11

The best way to ensure acceptance of job analysis results is:

A)to involve only supervisors in the process
B)to involve outside consultants in the process
C)to involve employees from other organizations in the process
D)to involve both supervisors as well as their subordinates in the process
E)to involve the unions in process

Question 12

Which of the following is true of job analysis?

A)It is the process of finding qualified candidates to fill job vacancies.
B)It is the process of determining the specific number of jobs to fill.
C)It is the process of evaluating an employee's job performance and productivity.
D)It is the process of collecting information needed to prepare job description.
E)It is the process of dividing tasks into specific jobs.

Question 13

Which of the following is true of quantitative methods of job analyses?

A)They are less systematic than conventional methods.
B)They allow for statistical analysis of the results.
C)They are more subjective than conventional methods.
D)They are more open to favouritism than conventional methods.
E)They are less accurate than conventional methods.

Question 14

When job analysis is done for compensation purposes, data collected must focus on:

A)monitoring performance of the job incumbent
B)reviewing task inventories
C)providing training to job incumbents
D)increasing the number of different tasks an employee performs
E)establishing job similarities and differences

Question 15

The principal sources of the data used in job analysis are:

A)independent contractors
B)consultant analysts
C)jobholders and supervisors
D)freelancers
E)job applicants

Question 16

Which of the following is true about job description?

A)It includes the organization's rules, norms, and SOPs.
B)It includes the integrating mechanism associated with job.
C)It includes the reporting relationships associated with the job.
D)It includes the task significance associated with the job.
E)It includes the task analyzability associated with the job.

Question 17

refers to qualifications required to be hired for a job.

A)Job design
B)Task identity
C)Job specification
D)Job summary
E)Job enrichment

Question 18

Which of the following cultures is likely to be established, if the number of levels in an organizational structure is reduced?

A)totalitarian
B)egalitarian
C)autocratic
D)inert
E)despotic

Question 19

Which of the following does the consolidation phase of job study involve?

A)familiarizing the job analyst with the work layout and the mechanics associated with the end-to-end performance of major duties
B)bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete
C)clarifying, confirming, and refining the information developed in the interviews
D)piecing together into one coherent and comprehensive job description the data obtained from several sources
E)reviewing existing documents in order to develop an initial "big-picture" familiarity with the job

Question 20

Which of the following should a manager do if employees and their supervisors do not agree on what is part of the job?

A)file a grievance
B)collect more data
C)reengineer the job
D)revise organization structure
E)write job analysis

Question 21

The number of incumbents per job from which to collect data remains the same irrespective of the job's stability.

Question 22

Who is best suited for collecting information for job analysis?

Question 23

Validity examines convergence of results among different sources of data and methods.

Question 24

Job analysis usually collects information about:

A)tentative agreements
B)standing plans
C)specific tasks or behaviours
D)performance appraisal
E)standing policy

Question 25

What is the most common way to collect job information for analysis?

Question 26

A job specification is a short paragraph that provides an overview of the nature of the job.

Question 27

Reliability is a measure of the rightness of a job analysis.

Question 28

Whether through conventional analysis or a quantitative approach, completing a questionnaire requires considerable involvement on the part of both employees and supervisors.

Question 29

Which of the following is true of conventional methods of job analyses?

A)They are more subjective than quantitative methods.
B)They are more unbiased than quantitative methods.
C)They are more equitable than quantitative methods.
D)They are more systematic than quantitative methods.
E)They are relatively faster than quantitative methods.

Question 30

Job analysis is the process of establishing a job-based pay structure in an organization.

Question 31

Job analysis provides the underlying information for preparing job descriptions and evaluating jobs.

Question 32

The most common way to collect job information is to ask the people who are doing a job to fill out a questionnaire.

Question 33

Why do employers conduct job analysis?

Question 34

Job evaluation is the process of:

A)finding qualified candidates to fill job vacancies
B)providing information needed to prepare job description
C)evaluating employee performance in order to establish a rational pay structure
D)summarizing reports that describe the job as it is actually performed
E)comparing jobs within an organization

Question 35

The key issue for compensation decision makers is to ensure that the data collected serve the purpose of making decisions and are acceptable to the employees involved.

Question 36

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:

A)job specifications
B)job analyses
C)positions analyses
D)performance appraisals
E)job evaluations

Question 37

A group of tasks performed by one person makes up a position.

Question 38

Quantitative job analysis is a systematic process that focuses exclusively on collecting information about an individual's mathematical skills.

Question 39

Information collected through one-on-one interviews is free of subjectivity.

Question 40

The final step in the job analysis process is to consolidate job information of the resulting job descriptions.

Question 41

Name six ways to judge job analysis.

Question 42

What is the role of top management and unions in job analysis?

Question 43

What is job analysis?

Question 44

Distinguish between a job and a task.

Question 45

Define a position.

Question 46

What is the final step in the job analysis process?

Question 47

List the major decisions in designing a job analysis.

Question 48

What are the two critical uses of job analysis?