Deck 4: Job Analysis and Rewards

Question 1

Which of the following is a good definition of a job?

A) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job
B) A grouping of jobs, usually according to function
C) A grouping of jobs according to generic job title or occupation
D) A grouping of positions that are similar in their tasks and task dimensions

Answer 1

D

Question 2

Advances in technology are one of the major reasons for changes in jobs.

Answer 2

True

Question 3

In most modern organizations, jobs are largely well established and change little over time.

Answer 3

False

Question 4

Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.

Question 5

A job description is best defined as _____.

A) the organization's framework for AA compliance
B) the organization's indicator of tasks required for each job
C) the organizations principle job training tool
D) the organization's performance appraisal instrument

Question 6

The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element.

Question 7

Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.

Question 8

Which of the following is a good definition of a task?

A) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job
B) A grouping of jobs, usually according to function
C) A grouping of jobs according to generic job title or occupation
D) A grouping of positions that are similar in their tasks and task dimensions

Question 9

Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.

Question 10

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

Question 11

Competency analysis is one way to incorporate engagement into job analysis.

Question 12

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

Question 13

Job analysis is a primary input and support activity for most functional staffing activities.

Question 14

Which of the following are elements of traditional job design?

A) formal organization charts
B) clear and precise job descriptions
C) well-defined mobility (promotion and transfer) paths
D) all of the above

Question 15

Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs.

Question 16

The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description.

Question 17

Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.

Question 18

Which of the following is a good definition of a job category?

A) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job
B) A grouping of jobs, usually according to function
C) A grouping of jobs according to generic job title or occupation
D) A grouping of positions that are similar in their tasks and task dimensions

Question 19

Which of the following is a good definition of a job family?

A) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job
B) A grouping of jobs, usually according to function
C) A grouping of jobs according to generic job title or occupation
D) A grouping of positions that are similar in their tasks and task dimension

Question 20

Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that are difficult to classify in traditional job analysis.

Question 21

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

Question 22

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

Question 23

Little research has been done to identify particular job-related skills.

Question 24

When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

Question 25

The work setting, attire, environmental conditions, and job hazards are associated with a job's "context."

Question 26

Team-based jobs lend themselves particularly well to job requirements job analysis.

Question 27

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.

Question 28

Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.

Question 29

Tasks should be constructed using broadly applicable verbs, such as "supports," "assists," and "handles."

Question 30

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.

Question 31

In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.

Question 32

In general, there are few, if any, sources of job information external to the organization where the job is performed.

Question 33

It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.

Question 34

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

Question 35

Sentence analysis is used to develop competencies.

Question 36

The job requirements matrix is composed of two components: tasks and KSAOs.

Question 37

Task statements are objectively written descriptions of the behaviors or work activities engaged in by employees in order to perform the job.

Question 38

Skills are underlying, enduring traits of a person that are useful for performing a range of tasks.

Question 39

The KSAO portion of a job requirements matrix is often converted to a job description.

Question 40

Knowledge is a body of information that can be directly applied to the performance of tasks.

Question 41

If tasks/dimensions are not weighted formally, then ________.

A) the job description has no value
B) AA non-compliance will result
C) all tasks/dimensions are assessed as equally important by default
D) pay scales cannot be developed

Question 42

The best approach to job analysis for traditional or evolving jobs is _____.

A) job requirements job analysis
B) competency based job analysis
C) team-based job analysis
D) functional job analysis

Question 43

A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements.

Question 44

A limitation of observation as a means of gathering job information would be ______________.

A) access to job context
B) short job cycle
C) access to KSAOs
D) mental processes are difficult to measure

Question 45

Which of the following is NOT shown by an ideal task statement?

A) what the employee does
B) to whom or what the employee does what he or she does
C) what is produced
D) how each behavior is rewarded

Question 46

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

Question 47

An underlying, enduring trait of the person that is useful for performing a range of tasks is _______.

A) knowledge
B) skills
C) abilities
D) none of the above

Question 48

Sentence analysis technique is an aid to __________.

A) writing the job summary
B) describing the KSAOs
C) drafting precise task statements
D) describing the job context

Question 49

The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

Question 50

The job context component of a job description does not __________.

A) encompass both tasks and KSAOs
B) describe physical demands
C) describe environmental characteristics
D) address pay scales

Question 51

Which of the following is an advantage of using job task questionnaires?

A) Use with large numbers of people
B) Highly diverse job content and formats
C) Working with top management positions
D) Working with newly created jobs

Question 52

Which of the following is a component of a job requirements matrix?

A) Job tenure
B) Job pay
C) Job context
D) Job appraisal

Question 53

The reason for having the manager participate as a job analyst is to ______.

A) provide acceptance of job statements to guide performance on the job
B) verify statements are inclusive and accurate
C) control incumbent responses on job analysis questionnaires
D) establish pay scales

Question 54

An observable competence for working with or applying information to perform a particular task is _______.

A) knowledge
B) skills
C) abilities
D) none of the above

Question 55

Which of the following is not a good reason for using an outside consultant for job analysis?

A) Technical innovativeness is critical
B) Legal scrutiny of project output/processes is high
C) Knowledge of organization culture is critical
D) Data collection involves specialized statistical methods

Question 56

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

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 57

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

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 58

A body of information that can be directly applied to the performance of tasks is _______.

A) knowledge
B) skills
C) abilities
D) none of the above

Question 59

The Position Analysis Questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

Question 60

The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

Question 61

Surveys and interviews with employees are a key way to gather information on job rewards preferences.

Question 62

Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.

Question 63

Pay, benefits, and promotions are typical intrinsic job rewards.

Question 64

Competency based job analysis is a way to facilitate increased staffing flexibility.

Question 65

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

Question 66

Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.

Question 67

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

Question 68

The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.

Question 69

A competency is _____.

A) a type of behavior that is observed on the job
B) an underlying characteristic of an individual that contributes to job or role performance
C) a latent component of the job characteristics matrix
D) a compilation of the tasks, duties, and responsibilities that make up a job

Question 70

Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

Question 71

Competency modeling is useful for which of the following applications?

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

Question 72

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

Question 73

Competency modeling is strategically used to _________.

A) Create awareness of the need for stability in business
B) Enhance the skill level of the workforce
C) Encourage employees to focus on their own jobs as much as possible
D) None of the above

Question 74

The legal implications of analyzing competencies beyond job specific ones are well-known.

Question 75

Competencies are more specific than KSAOs.

Question 76

The best approach to job analysis for flexible jobs with changing requirements is _____.

A) job requirements job analysis
B) competency based job analysis
C) team-based job analysis
D) functional job analysis

Question 77

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."

Question 78

One advantage of intrinsic rewards is that they are basically costless.

Question 79

Unlike KSAOs, competencies usually describe characteristics ________.

A) of individuals that contribute to job performance
B) that are used for selecting individuals
C) that contribute to success across multiple jobs
D) of organizational reward systems

Question 80

A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.