Deck 4: Job Analysis

Question 1

The job analysis method that uses information input,work output,job context,and relationships with other persons is _____.

A) task inventories
B) PAQ
C) essential elements
D) Job Tasks and Elements Inventory

Answer 1

B

Question 2

Which of following item is a part of oral communication in the Position Analysis Questionnaire?

A) Read technical publications to keep current in industry.
B) Consult with co-workers to exchange ideas.
C) Routine information exchange job related.
D) Attend industry standards meetings.

Answer 2

C

Question 3

Which of the following is an ordering of jobs based on their content or relative value?

A) Job analysis
B) Job description
C) Job structure
D) Job evaluation

Answer 3

C

Question 4

The verification step of the government job analysis method is always conducted with _____.

A) the HR manager
B) all interviewees
C) the supervisor or manager
D) high-performing employees

Question 5

A group of tasks performed by one person is a(n)_____.

A) position
B) job
C) family
D) incumbent

Question 6

"Responsibility for ensuring that accurate information is provided to customers" is an example of a _____.

A) task
B) task statement
C) task dimension
D) job

Question 7

Which of the following is not part of the process of creating an internal job structure?

A) Collect and summarize work content information
B) Determine what to value
C) Quantify the relative value
D) Assess the cost of the product or service

Question 8

Job analysis is important for both managers and employees because it is

A) the basis for a work-related rationale for pay differences.
B) an important result of the job evaluation process.
C) required under the Fair Labor Standards Act.
D) required for performance appraisal.

Question 9

The process of collecting information that identifies similarities and differences among jobs is _____.

A) job evaluation
B) job analysis
C) observation
D) work structure analysis

Question 10

The first major decision in job analysis is _____.

A) how to collect information
B) who to involve
C) what information is needed
D) why perform job analysis

Question 11

According to government procedures of the job analysis process,the first interview should be conducted with the _____.

A) incumbent's supervisor
B) incumbent
C) HR manager
D) incumbent's co-workers

Question 12

In the process of creating an internal structure,"assess relative value" is done after _____.

A) determining what to value
B) collecting and summarizing job content information
C) translate into structure
D) job evaluation

Question 13

The Position Analysis Questionnaire analyzes jobs in terms of _____.

A) job data
B) duties and responsibilities
C) job elements and tasks
D) employee data

Question 14

The heart of job analysis is _____ data.

A) job content
B) job identification
C) employee knowledge and skills
D) tasks and experience

Question 15

A set of identical positions is a(n)_____.

A) job family
B) occupation
C) job group
D) job

Question 16

Which of the following would not be included in job identification information in a job analysis?

A) Job title
B) Department in which job is located
C) Number of people who hold job
D) Current pay level

Question 17

A specific statement of what a worker does on a job is a _____.

A) task dimension
B) task
C) job element
D) None of these

Question 18

Government job analysis procedures recommend interviewing

A) the best performing employees.
B) long tenure employees.
C) the typical employee.
D) workers just completing the probationary period.

Question 19

Which of the following is not true of task inventories?

A) It describes actual tasks.
B) A task inventory can be used for many different jobs.
C) It measures the purpose of tasks.
D) It uses an objective rating format.

Question 20

Typical data collected for job analysis would include all but which of the following?

A) job performance criteria
B) relationships with subordinates
C) incumbent performance level
D) conflicting work demands

Question 21

When job analysis shows managers and employees disagree on parts of a job,what is the best answer?

A) Collect more data
B) Use quantitative job analysis
C) Refer the problem to the compensation committee
D) Use an experienced compensation consultant

Question 22

Which of the following is not a reason for using job analyses to build a pay structure?

A) It provides work-related data.
B) It provides reliable data.
C) It provides accurate data.
D) It is superior to person-based analyses.

Question 23

Conventional job analysis methods are being replaced by quantitative methods for all but which of the following reasons? Conventional methods are _____.

A) open to bias and favoritism
B) often subjective
C) not well-suited to small organizations
D) require more time consuming

Question 24

"Does the analysis create an accurate perception of the work?" is a question answered by _____.

A) reliability
B) validity
C) acceptability
D) usefulness

Question 25

Job analysis results are judged useful when they are _____.

A) reliable and valid
B) cost-effective and valid
C) acceptable and reliable
D) reliable,valid and acceptable

Question 26

Traditional job analysis has been associated with _____ organizations.

A) loosely-coupled
B) bureaucratic
C) matrix
D) global

Question 27

One of the best ways to increase employee acceptance for job analysis is to

A) reduce costs.
B) meet Fair Labor Standards Act requirements.
C) increase reliability.
D) increase the involvement of employees.

Question 28

All of the following are likely consequences of inadequate detail in job analysis information except _____.

A) high labor costs
B) unhappy employees
C) lawsuits
D) unhappy customers

Question 29

Potential problems with using one method of job analysis to collect information for most HR purposes include all but which of the following?

A) It is very expensive
B) Information collected may be too general
C) Information may not be accurate
D) It violates the Americans with Disabilities Act

Question 30

An advantage of conventional job analysis interviews and questionnaires is _____.

A) increased employee understanding of the process
B) lower cost to the organization
C) reduced subjectivity
D) less time to complete the process

Question 31

If several incumbents,supervisors and peers respond in similar ways to job analysis questionnaires,this suggests the results are _____.

A) reliable
B) valid
C) convergent
D) acceptable

Question 32

ADA has led many employers to _____.

A) use task inventory job analyses
B) use the PAQ
C) give special benefits to disabled employees
D) modify the format of their job descriptions

Question 33

The question,"Give an example of a particularly difficult time at work" is an example of which method of job analysis?

A) Job analysis questionnaire
B) PAQ
C) Task inventory
D) On-line job survey

Question 34

"Essential elements" refers to

A) tasks that are most important for job success.
B) activities and duties rated critical by management.
C) tasks that cannot be reassigned to other workers.
D) highly rated tasks in a task inventory.

Question 35

Inclusion of essential elements in job descriptions is required by the

A) Americans With Disabilities Act
B) Title VII of the 1964 Civil Rights Act
C) Fair Labor Standards Act
D) Equal Pay Act

Question 36

Job analysis is typically conducted by _____.

A) experienced job incumbents
B) HR specialist
C) HR generalists and supervisors
D) Supervisors and experienced workers

Question 37

To be valid,acceptable,and useful,job information must be _____.

A) authentic
B) technical
C) industry specific
D) up to date

Question 38

_____ looks at how an organization does its work: activities pursued to accomplish specific objectives for specific customers.

A) Job analysis
B) Market analysis
C) Job structure
D) Supply chain analysis

Question 39

For which of the following types of HR decisions would the least detailed job information be required?

A) Legal compliance
B) Career paths
C) Compensation
D) Staffing

Question 40

The most common way to collect job information is _____.

A) interview incumbents
B) ask incumbents to fill out a questionnaire
C) ask supervisors to fill out a questionnaire
D) the PAQ

Question 41

An increasingly common method of job analysis is quantitative job analysis conducted on a website.

Question 42

"Reviewing existing documents to get a big picture of a job" is the first step in the government job analysis method.

Question 43

Typical data collected for a job analysis would not include relationships with suppliers and customers.

Question 44

The smallest unit in the job analysis process is the task.

Question 45

Employers are more likely to collect task-level job information when jobs are flexible and fast-changing.

Question 46

Both skills and competencies can be used as the basis for developing an internal structure.

Question 47

Job evaluation is usually conducted before job analysis.

Question 48

The verification process of job analysis is conducted with both the supervisor and job incumbents.

Question 49

Capturing a job's essential elements requires less detail than required for compensation decisions.

Question 50

Negotiating (dealing with others in order to reach an agreement on solution,for example labor bargaining,diplomatic relations,etc. )is an example of a task inventory.

Question 51

Reducing the number of job titles in a pay structure tends to raise morale and reduce turnover.

Question 52

The level of analysis at which analysis begins affects whether the work is similar or dissimilar.

Question 53

According to ADA regulations,essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

Question 54

Job analysis procedure recommendations call for performing the first interviews with job incumbents.

Question 55

The PAQ measures jobs in terms of seven factors that are specific to each job.

Question 56

Job incumbents can complete the PAQ since the reading level is relatively low.

Question 57

The Americans with Disabilities Act has led to a significant increase in the employment rate of people with disabilities.

Question 58

Job-based and person-based job analysis methods use similar methods but have different purposes.

Question 59

The emphasis of job content data is the purpose of each task.

Question 60

The first major decision in job analysis is "what information is needed?"

Question 61

Discuss the ways information can be collected.

Question 62

The most important reason for conducting job analysis is work-related information is needed to determine pay and pay differences.

Question 63

Many organizations develop their own quantitative job analysis questionnaires because this is a better fit than modifying existing questionnaires.

Question 64

Write a short note on Americans with Disabilities Act.

Question 65

Is the underlying purpose of job-based structures different from that of person-based structures? List the purpose of each.

Question 66

How is validity important in judging job analysis?

Question 67

Reliability examines the convergence of results among sources of data and methods.

Question 68

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

Question 69

Quantitative job analysis methods increase reliability.

Question 70

Do all tasks come under a job family? How is a task linked to a job family?

Question 71

Write a short note on offshoring and the susceptibility of job analysis to offshoring.

Question 72

List the major decisions in designing a job analysis.

Question 73

The way to increase validity is to understand and reduce sources of difference.

Question 74

One of the best solutions to a poorly defined or changing job is including more respondents.

Question 75

Some organizations analyze work content as part of work flow and supply chain analysis.

Question 76

Professional/managerial jobs often have less detailed job descriptions since their jobs have more discretion and latitude.

Question 77

The reliability and validity of quantitative methods of job analysis has significantly reduced the importance of human judgment in job analysis.

Question 78

What are the usual steps in a conventional job analysis procedure? List them in their order of occurrence.

Question 79

Define interactions.

Question 80

Generic job descriptions are frequently used in bureaucratic organizations.