Deck 3: Job Analysis

Question 1

For a KSA criticality survey:

A) a sample of SMEs rates each task identified by the job analysts from interviews in terms of criticality
B) a sample of SMEs rates the degree to which the KSAs are critical to job performance
C) a job analyst documents examples of critical situations faced by job incumbents, examples of good and poor ways to handle them, and the results
D) a job analyst describes the general characteristics needed within a series of jobs

Answer 1

B

Question 2

_____ focuses on pay difference for different jobs that are traditionally associated with men versus those traditionally associated with women.

A) performance appraisal
B) task analysis
C) comparable worth
D) needs assessment

Answer 2

C

Question 3

The structure of a task statement should include the following elements:

A) action verb, object, purpose
B) knowledge, skill, ability
C) observation, rating
D) competency, behavior, analysis

Answer 3

A

Question 4

Melvin asks SMEs for examples of important situations they face on their job, and examples of the right way and the wrong way to handle these situations. What job analysis method is this?

A) task-KSA analysis
B) PAQ
C) critical incidents technique
D) competency modeling

Question 5

The most appropriate job analysis method to use when there are large numbers of SME is _____.

A) survey
B) archival search
C) ride along
D) interview

Question 6

Job analysis is used as the basis for ____.

A) selection systems
B) the development of training programs
C) criterion development
D) All of the above

Question 7

In most job analyses, the SMEs are _____.

A) incumbents in the job being analyzed
B) supervisors of the job being analyzed
C) the job analyst
D) incumbents and supervisors

Question 8

A compensable factor that is often used in a job evaluation study is _____.

A) employee age
B) working conditions
C) comparable worth
D) KSAOs

Question 9

Which of the following is true of the PAQ in job analysis?

A) It provides detailed information about a single job.
B) It captures the values and culture of the organization.
C) It requires a college reading level to complete the survey.
D) It is developed using criticality and linkage surveys.

Question 10

Which of the following is true about competency models in organizations?

A) they focus on average performance rather than top performance
B) they tend to be linked to business strategies
C) top management tends to dislike this approach
D) they require a college reading level

Question 11

________ involves describing the general characteristics needed in jobs in an organization-- especially across a range of jobs--and in accordance with an organization's goals, values, and/or culture.

A) competency modeling
B) functional job analysis
C) critical incidents technique
D) task-KSA analysis

Question 12

Identifying compensable factors is an important step of ______________.

A) Job Design
B) Job Evaluation
C) Training
D) Selection

Question 13

One reason for conducting a job evaluation is to improve _______, which refers to the fairness of relative pay values within an organization.

A) benchmark jobs
B) compensable factors
C) external equity
D) internal equity

Question 14

Task-KSA analysis typically involves which of the following?

A) criticality survey and job evaluation survey
B) linkage survey and competency survey
C) criticality survey and linkage survey
D) criticality survey and competency survey

Question 15

A step in the task-KSA analysis in which SMEs document the degree to which specific KSAOs really are needed to do the tasks is called the _____.

A) criticality survey
B) linkage survey
C) job evaluation survey
D) job specification survey

Question 16

Jill works as a barista in a coffee shop. She is asked to fill out a job analysis survey which includes items like, "Conducts brain surgery" and "Cleans ski slopes." These items are probably part of a _____.

A) lie scale
B) manipulation check
C) integrity scale
D) carelessness index

Question 17

In conducting a job analysis, with regard to choosing SMEs from different demographic groups ______.

A) US courts have indicated that SME samples should represent the demographic makeup of the organization
B) the Uniform Guidelines specify that minorities must make up at least 4/5 of the sample used in the job analysis
C) the Uniform Guidelines specify that women must make up at least 4/5 of the sample used in the job analysis
D) All of the above are true.

Question 18

Henri needs to do a job analysis for customer service representatives in his company. He would like to get as much detailed information as possible about what people do on the job and the characteristics they need to do the job. The best method for this situation would be _____.

A) the PAQ
B) the O*NET
C) task-KSA analysis
D) competency modeling

Question 19

Claire needs to do a job analysis that will compare several jobs in her company. Of the following, the best method for this situation would be _____.

A) the PAQ
B) the critical incidents technique
C) task-KSA analysis
D) job specification

Question 20

Rowenna wants to create a company-wide system that can be used to describe all of the jobs in the company and also captures the values and goals of the company. The best approach for her to use in this situation would be _____.

A) the PAQ
B) the critical incidents technique
C) task-KSA analysis
D) competency modeling

Question 21

Whereas ____ is best to get fine detail about a single job, ____ is a less time-consuming, off-the-shelf job analysis method.

A) the PAQ; task-KSA analysis
B) the critical incidents technique; task-KSA analysis
C) task-KSA analysis; the PAQ
D) competency modelling; the PAQ

Question 22

Joshua has conducted a task criticality survey and is now examining the data. He should consider dropping tasks that have _____.

A) a low mean and a high standard deviation
B) a high mean and a low standard deviation
C) a high mean only
D) a high standard deviation only

Question 23

In job analysis, the term "SME" means a _____.

A) knowledge or skill needed for the job
B) critical task needed for the job
C) job expert
D) critical aspect of the O*NET

Question 24

Clara wants to do a job analysis for computer programmers in her company. Which of the following is a good use of the O*NET database in her job analysis?

A) She can use it as a first step to see what job tasks and person characteristics are generally associated with the job title of computer programmer
B) She can use it as a final cross-check to compare with her job analysis to see if she has done it correctly
C) She can use the information in the O*NET database in place of a full job analysis that she would need to do herself.
D) None of the above.

Question 25

Research shows suggests which of the following when considering the demographic makeup of job analysis samples?

A) People from different demographic backgrounds describe their jobs differently and provide different kinds of job analysis information.
B) The demographic makeup should reflect the makeup of the local community.
C) The O*NET provides different scores on the job analysis based on differences in ethnicity.
D) It is important to include people from different backgrounds for purposes of diversity and inclusion rather than because there will be large differences in the way they describe their jobs.

Question 26

When considering who to choose as SMEs, research has found that ____.

A) high performers give the most accurate job analysis data.
B) a mixture of high, medium, and low performers gives the most accurate results.
C) high performers give inaccurate results because they exaggerate.
D) SME performance has not been consistently shown to affect job analysis results.

Question 27

The degree to which pay in an organization reflects market conditions is called ____.

A) comparable worth
B) internal equity
C) external equity
D) compensable pay

Question 28

The database published by the US government which provides job analysis information for thousands of jobs is called ____.

A) the O*NET
B) the PAQ database
C) the EEOC
D) the JEM

Question 29

A company's CEO is usually used as an SME in a job analysis.

Question 30

The online job analysis database developed by the US Department of Labor is called the PAQ.

Question 31

Comparable worth is the issue around differences in pay for typically male versus typically female jobs.

Question 32

How well a job is paid relative to others in the organization is referred to as comparable worth.

Question 33

How well a job is paid relative to the job market is called external equity.

Question 34

The best tasks on a criticality survey are the ones with a high mean and a low standard deviation.

Question 35

Competency modelling is more accepted among top managers than are other job analysis methods.

Question 36

The PAQ is a useful job analysis method when you want to learn a great detail about a single job.

Question 37

A job analysis method that focuses on very important situations an employee deals with as well as the right way and the wrong way to deal with them is criticality analysis.

Question 38

A carelessness index includes bogus job analysis items to catch SMEs who might provide poor data.

Question 39

____ is an overview of a job, typically one to two pages outlining what the job entails.

Question 40

____ is a brief overview of the characteristics needed to do the job, including the minimum qualifications necessary to do a job.

Question 41

A job incumbent or supervisor used to provide input to the job analysis is called a(n) ____.

Question 42

An online database developed by the US Department of Labor, that contains job analyses from various job titles, is called _____.

Question 43

How important a task is to job performance, typically in terms of importance to the job or relative time spent on the job, is referred to as _____.

Question 44

A step in the task-KSA analysis in which SMEs document the degree to which the KSAOs really are needed to do the tasks is called the _____ survey.

Question 45

____ is a standardized, pre-written job analysis questionnaire containing 195 items.

Question 46

A method of job analysis that involves describing the general characteristics needed in jobs in a company, especially within a series of jobs or across a range of jobs. This often includes the company values or mission statement.

Question 47

A key goal of job evaluation, to assure fairness of relative pay values within the organization, is called ____.

Question 48

. _____ points to differences in pay for typically male versus typically female jobs based on job evaluation and market value.

Question 49

Clara works as a sales associate in large clothing retail store. While she has many different duties, one of her most critical tasks is to make the clothing displays look inviting and organized for customers. To do so, she folds each article of clothing and places it neatly on the display table. Given this information, write a task statement that encapsulates the information above.

Question 50

In order to assess and assure the quality of job analysis data, what can a job analyst do?

Question 51

In the context of job evaluation, what is the primary difference between internal equity and external equity?

Question 52

Why might it be advantageous for an organization to use competency modeling to define jobs across countries? In this same context, why might competency modeling be challenging?

Question 53

Describe a potential advantage and a potential disadvantage of using the Position Analysis Questionnaire (PAQ) as the basis of a job analysis.

Question 54

What are two ways in which the critical incidents technique provides value for key HR functions?

Question 55

Describe the general process for conducting a task-KSA analysis.

Question 56

What are the advantages of competency modelling as a job analysis method.

Question 57

What are some of the other HR functions job analysis is used for?

Question 58

How is job analysis different from job descriptions and specifications?

Question 59

Why is it important to take demographics into account when choosing SMEs?