Deck 3: Defining and Designing the Work

Question 1

Which of the following HRM processes does NOT make use of information about the work or job?

A)training and development
B)recruitment and selection
C)information systems requirements
D)performance evaluation

Answer 1

C

Question 2

A manager is having difficulty distinguishing between a job position,a job,or work.Which phrase best defines work?

A)A group of related job activities and duties.
B)The specific duties and responsibilities performed by one employee.
C)The knowledge,skills,and abilities required to perform work.
D)The tasks,duties and responsibilities that need to be completed.

Answer 2

D

Question 3

What is a job analysis?

A)the knowledge,skills,abilities and other attributes that are needed by a job incumbent to do well on a job
B)the process of collecting information about jobs by determining the duties and tasks for the purpose of recruitment and training
C)a systematic process for gathering,documenting and analyzing data about the work required for a job
D)the gathering of job information about all the jobs in an organization

Answer 3

C

Question 4

What do the duties of a job consist of,ideally?

A)related tasks among various jobs
B)tasks and activities that are distinct from each other
C)natural units of work that are similar and related
D)a blend of complex and routine tasks

Question 5

What is the process of obtaining information about job-duties,tasks,or activities called?

A)job design
B)job analysis
C)job search
D)job description

Question 6

What is job specification data?

A)Job specification data includes the knowledge,skills,abilities and other attributes that are needed by a job incumbent to do well on a job.
B)Job specification data is information about jobs that is primarily used to outline the job incumbent's responsibilities.
C)Job specification data is information about jobs that is primarily used to outline the job purpose and duties.
D)Job specification data includes information about the whole job,not just the parts of the job.

Question 7

A manager is having difficulty distinguishing between a job position,a job,or work.Which phrase best defines a position?

A)A collection of positions with related job activities and duties.
B)The specific duties and responsibilities performed by one employee.
C)The knowledge,skills,and abilities required to perform work.
D)The tasks,duties and responsibilities that need to be completed.

Question 8

For what section of the job description would information be provided by asking a job information question such as "Why does your job exist?" ?

A)essential duties and responsibilities
B)summary
C)job specifications
D)standards of performance

Question 9

Whose primary responsibility is conducting job analysis,usually?

A)the accounting department
B)the HR department
C)the line supervisor
D)the job incumbent

Question 10

In the future,what will companies use to describe the work to be done instead of focusing on job descriptions?

A)work profiles
B)roles
C)competencies
D)position

Question 11

Why is job analysis called the cornerstone of HRM?

A)it links HR strategy with HR processes
B)the information obtained is proactive
C)the information it collects serves so many HRM functions
D)it is required by law

Question 12

What data would you need to consider in writing the job description if it excluded the job specifications?

A)job skills required
B)job responsibilities and tasks
C)working conditions and physical and mental
D)education and experience

Question 13

In defining work,what does the line manager determine?

A)the rank order of positions in the organization
B)the method of job analysis to be used
C)the rate of pay for jobs
D)the tasks and activities to be performed

Question 14

Which of the following is NOT an objective accomplished through job analysis?

A)establishing the job-relatedness of selection requirements
B)eliminating discrepancies between internal wage rates and market rates
C)providing criteria for evaluating the performance of an employee
D)determining the relative worth of a job

Question 15

What is the name of the Canadian Federal Government standardized job description online database,containing over 25,000 occupational profiles?

A)Job Occupational Guide ( JOG)
B)Dictionary of Careers (DOC)
C)National Occupational Classification ( NOC)
D)Job Classification Guide (JCG)

Question 16

Which best describes the relationship between job requirements and HRM processes?

A)Job design effects can correct almost all employee motivation problems.
B)All HRM processes use information on jobs.
C)A major use of job analysis information is to identify performance deficiencies.
D)Unions generally use job information from job analysis

Question 17

What are two reasons that the line manager should take the primary role in defining work?

A)because the line manager is responsible for defining performance standards and rate of pay
B)because the line manager determines the duties to be performed and knows what skills the job requires
C)because the line manager knows what knowledge the job requires and the rate of pay
D)because the line manager determines the tasks to be performed and the rate of compensation

Question 18

A manager is having difficulty distinguishing between a job position,a job,or work.Which phrase best defines a job?

A)A group of related work activities and duties.
B)The specific duties and responsibilities performed by one employee.
C)The knowledge,skills,and abilities required to perform work.
D)The tasks,duties and responsibilities that need to be completed.

Question 19

Job description information can be collected through interviews.For what section of the job description would information be provided by asking questions such as "What tasks do you perform every day?" ?

A)essential duties and responsibilities
B)summary
C)job specifications
D)standards of performance

Question 20

What data would you need to consider in writing a job specification?

A)job performance standards
B)job responsibilities and tasks
C)job predictor criteria and data
D)working conditions and mental effort

Question 21

What is the section of a job description known as that describes the health and safety hazards related to the job?

A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Question 22

What job description approach do organizations operating in fast-moving environments use that focuses on standards of performance by describing how the work is to be done and what results are expected on a regular basis?

A)future-oriented approach
B)living job description approach
C)strategic-oriented approach
D)competency-based approach

Question 23

What is the section of a job description known as that describes the knowledge and skills required to perform the job?

A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Question 24

Typically,what is NOT accomplished by standards of performance?

A)establishment of management's right to take corrective actions
B)elimination of rater bias in performance evaluation
C)clarification of job requirements and minimization of misunderstandings
D)setting out of the expected results of the job

Question 25

What is NOT included in most job descriptions?

A)a job duty section
B)a job evaluation section
C)a job title
D)a job summary

Question 26

What job description approach do organizations in dynamic and changing work environments use that considers the characteristics of successful performers rather than standard job duties?

A)future-oriented approach
B)living job description approach
C)strategic-oriented approach
D)competency-based approach

Question 27

What are job descriptions?

A)written documents that list the different duties,tasks,and responsibilities that make up a job
B)written documents that list the performance standards to successfully complete a job
C)written documents that list the educational background and skills required to do the job
D)written documents that list the work experience required to do the job

Question 28

What does Human Rights legislation require of employers?

A)to ensure equal pay for work of equal value
B)to provide equal orientation and training opportunities to employees who do not meet minimum job requirements
C)to show that job specifications match the requirements and duties of the job
D)to conduct employee performance reviews based on the job duties and responsibilities

Question 29

What should a job title NOT do?

A)indicate the level within the occupational hierarchy occupied by the job holder
B)include the name of the job incumbent
C)indicate the duties involved in the job
D)allow employees to feel important

Question 30

Which of the following is NOT a problem frequently associated with job descriptions?

A)they tend to broaden the scope of activities of the jobholder
B)they require frequent updating
C)they may be vague or poorly written
D)they include illegal specifications

Question 31

What is the section of a job description known as that describes the working conditions of the job?

A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Question 32

What job description approach do organizations in dynamic and changing work environments use that considers how jobs should be restructured to meet future organizational requirements rather than standard job duties and responsibilities?

A)dynamic job analysis approach
B)living job description approach
C)strategic-oriented approach
D)competency-based approach

Question 33

What is the section of a job description known as that describes the overall purpose of the job?

A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Question 34

What does the job specification section describe?

A)skill and physical demands
B)skill and physical outputs
C)age and physical demands
D)experience and mental demands

Question 35

For what section of the job description would information be provided by asking a job analysis question such as "What knowledge or skills are required to successfully fulfill your job responsibilities?"

A)essential duties and responsibilities
B)summary
C)job specifications
D)standards of performance

Question 36

What is the section of a job description known as that describes what activities are performed on the job?

A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Question 37

What does Human Rights legislation require a job's specific performance requirements to be based on?

A)common practices in industry
B)the National Occupational Classifications
C)past practices
D)valid job-related criteria

Question 38

What is the term for a statement of the knowledge,skills,and abilities required to perform a job?

A)job requirement
B)job position
C)job specification
D)job objective

Question 39

For what section of the job description would information be provided by asking a job analysis question such as "Describe two or three difficult problems that you must solve to get your job done?"

A)essential duties and responsibilities
B)summary
C)job specifications
D)standards of performance

Question 40

In what order are the statements covering job duties in the job description usually arranged?

A)order of importance
B)numerical order
C)sequential order
D)alphabetical order

Question 41

Which of the following is a job description approach that you can use in environments where job data quickly becomes inaccurate and outdated?

A)change management approach
B)performance approach
C)dynamic approach
D)competency-based approach

Question 42

What section of the job description defines "who" will be successful doing the job,and provides a basis for attracting qualified applicants?

A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Question 43

What is the process of systematically defining and arranging tasks,roles,and other processes to achieve employee goals and organizational effectiveness?

A)job analysis
B)organizational design
C)job evaluation
D)job design

Question 44

What would you include in the job duties section of a job description?

A)a description of the competencies required to perform the job
B)the responsibilities entailed and results to be accomplished in the job
C)the KSAOs that employees must possess
D)the physical and mental demands of the job

Question 45

What is the human resource function called when a manager uses the information on the job description and specifications as a basis for evaluating the relative worth of the job?

A)performance reviews
B)compensation
C)performance evaluation
D)performance management

Question 46

What would you include in the job specifications section of a job description?

A)a description of the competency framework
B)the responsibilities entailed and results to be accomplished in the job
C)the specific performance tasks required to perform the job
D)the KSAOs that employees must possess in order to perform the work tasks

Question 47

What is the human resource function called when a manager uses the information on the job description as a basis for identifying the physical and mental capabilities required to perform the job,and the work environment conditions to ensure jobs are performed safely?

A)legal issues
B)health and safety
C)safety training and development
D)performance management

Question 48

What is the human resource function called when a manager uses the information on the job description and specifications to determine the rate in which the job is paid?

A)performance reviews
B)compensation
C)performance evaluation
D)pay equity

Question 49

Which of the following is NOT a consideration in job design?

A)process engineering considerations
B)HR metrics
C)organizational objectives
D)ergonomic considerations

Question 50

How would you ensure that the job duties section of a job description was written correctly?

A)use specific statements listed in order of importance
B)include the performance requirements
C)include the specific physical and mental demands of the job
D)use of complete sentences to ensure the duties and responsibilities are measurable

Question 51

What is the human resource function called when a manager uses the information on the job description as a basis to identify any discrepancies between the knowledge,skills,and abilities demonstrated by a jobholder and the requirements contained in the description and specification for that job?

A)recruitment
B)selection
C)training and development
D)performance standards

Question 52

What does the selection process use job analysis information for?

A)to determine which interviewing method to use
B)to identify selected personality traits
C)to specify the criteria that will be used to measure the qualifications of job applicants
D)to decide whether or not to administer employment tests

Question 53

Which statement about the usefulness of job analysis is NOT accurate?

A)Job analysis data is useful for developing performance evaluation tools.
B)Job analysis data is helpful in making pay rate decisions.
C)Job analysis data is helpful in ensuring a firm's compliance with human rights legislation.
D)Job analysis data is more useful in large firms than in small ones.

Question 54

What can the information on job requirements be used to develop?

A)recruitment practices
B)job advertisements
C)job descriptions
D)HR policies and procedures

Question 55

Which HRM activity is job analysis NOT related to?

A)production planning and expediting
B)compensation and benefits
C)training,development,and performance evaluation
D)recruitment and selection

Question 56

What is the human resource function called when a manager uses the information on the job description as a basis to compare the skills and abilities of each applicant?

A)recruitment
B)selection
C)training and development
D)performance standards

Question 57

What would you include in the job summary section of a job description?

A)a description of the primary purpose of the job
B)a narrative that lists the major job duties
C)a description of the major job requirements
D)a summary of the KSAOs into 3 to 4 lines

Question 58

By comparing the knowledge,skills,and abilities (KSAs)identified by job analysis with those that employees bring to the job,managers can determine the gap that exists.What is this information especially useful for?

A)union negotiations
B)determining the jobs salary scale
C)training and development initiatives
D)establishing selection criteria

Question 59

What section of the job description describes the qualifications required of applicants recruited for a job opening?

A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Question 60

What is the human resource function called when a manager uses the information on the job description as a basis for evaluating the performance of the jobholder?

A)job feedback
B)job evaluation
C)compensation
D)performance reviews

Question 61

Which of the following are two job design strategies?

A)job analysis and job enlargement
B)leadership teams and job crafting
C)job crafting and team analysis
D)job analysis and job crafting

Question 62

Which of the following is a consideration in job design?

A)engineering training
B)HR metrics
C)industry knowledge
D)behavioural considerations

Question 63

What is the term for involving employees in their work by granting them power to initiate change and encouraging them to take charge of what they do?

A)job enrichment
B)employee empowerment
C)change management
D)employee engagement

Question 64

Which of the following is a consideration in job design?

A)HRIS
B)HR metrics
C)organizational objectives
D)HR planning

Question 65

Which of the following is NOT a dimension of the job characteristics model?

A)skill variety
B)autonomy
C)task intensity
D)feedback

Question 66

What does the job characteristics model examine?

A)the ergonomic considerations of job design
B)the job satisfaction considerations of job design
C)the efficiency considerations of job design
D)the technological considerations of job design

Question 67

What is one dimension of the job characteristics model?

A)engagement
B)modelling
C)task intensity
D)feedback

Question 68

What must managers do in order to successfully implement work designs for group contributions?

A)effectively micro-manage teams
B)ensure individual communication channels
C)encourage team suggestions and limit individual suggestions
D)encourage risk-taking

Question 69

Which of the following is a dimension of the job characteristics model?

A)readiness
B)autonomy
C)task intensity
D)individual differences

Question 70

What is the term used to define an employee who is committed and dedicated to the organization,where the organization has truly captured the total person in achieving organizational outcomes?

A)employee empowerment
B)employee commitment
C)employee accountability
D)employee engagement

Question 71

What two characteristics do all group techniques that involve employees more fully in their organizations have in common?

A)enhancing communications and increasing commitment
B)enhancing collaboration and increasing synergy
C)increasing motivation and enhancing strategy
D)increasing individualism and enhancing collaboration

Question 72

Which of the following is a consideration in job design?

A)production engineering
B)HR metrics
C)organizational development
D)ergonomic considerations

Question 73

What must managers do in order to successfully implement work designs for group contributions?

A)effectively micro-manage teams
B)actively support two-way communications
C)limit the number of suggestions
D)discourage risk-taking

Question 74

What following three dimensions define organizational justice?

A)employee justice,process justice and compensation justice
B)accountable justice,process justice and pay justice
C)distributive justice,procedural justice and interactional justice
D)distributive justice,policy justice and interactional justice

Question 75

What is the term used to define "pushing down decision-making responsibility to those close to internal and external customers"?

A)employee empowerment
B)job enlargement
C)decision making authority
D)employee engagement

Question 76

Which of the following are two job design strategies?

A)job rotation and job enlargement
B)leadership teams and job requirements
C)job crafting and staffing forecasts
D)job analysis and job crafting

Question 77

Which of the following is a dimension of the job characteristics model?

A)skill variety
B)goal setting
C)task intensity
D)active practice

Question 78

What is the term for any effort that makes work more rewarding or satisfying by adding higher-order responsibilities to an employee's job?

A)job characteristics
B)job enlargement
C)job enrichment
D)job rotation

Question 79

What must managers do in order to successfully implement work designs for group contributions?

A)effectively micro-manage teams
B)ensure the use of technology
C)be open to suggestions
D)discourage team risk-taking

Question 80

What are groups of employees known as who are accountable for a "whole work process or segment that delivers a product to an internal or external customer"?

A)an autonomous work group
B)a process-improvement team
C)an employee involvement group or quality circle
D)a cross-functional team