Deck 4: Job Analysis

Question 1

If questionnaires are used in a job analysis, which of the following would NOT be a common element?

A) other attributes
B) working conditions
C) education
D) responsibilities

Answer 1

A

Question 2

Under which category in the Position Analysis Questionnaire would the use of interpersonal contacts in the work environment be used?

A) information input
B) mental processes
C) work output
D) relationships with other workers

Answer 2

D

Question 3

Susan is conducting a job analysis of John's job and watches John do his work by standing near him. What type of observation method is Susan utilizing?

A) indirect
B) proximal
C) direct
D) distal

Answer 3

C

Question 4

What is the term that describes a grouping of related duties, tasks, and behaviours performed by one or more individuals?

A) cluster
B) criteria
C) skill
D) job

Question 5

In a job analysis, if Karen asks Bill to list certain events that greatly influence his job, what is Karen probably asking Bill for?

A) behavioural anchors
B) common complaints
C) knowledge, skills, and abilities
D) critical incidents

Question 6

What are the two written outcomes from a job analysis?

A) job specification and job description
B) job tasks and job skills
C) job skills and job knowledge
D) job knowledge and job benchmarks

Question 7

Which of the following provides the foundation for effective talent management and ensures legal compliance?

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

Question 8

With respect to job analysis, when does the error called "contamination" occur?

A) when a job description fails to incorporate relevant behaviours
B) when the job analysis gathers too much information
C) when invalid behaviours are included in a job description
D) when critical incidents put the focus on irrelevant behaviours

Question 9

In the article titled "Competency Models in Practice," several categories are used to organize competencies identified by the leadership team at 3M. Which of the following is NOT one of those categories?

A) essential competencies
B) visionary competencies
C) strategic competencies
D) fundamental competencies

Question 10

What is one of the minimum requirements needed to perform a job analysis?

A) personality
B) mindset
C) knowledge
D) perception

Question 11

According to the text, what need prompted the increased use of competency modelling?

A) The need for flexibility and cross-training of employees.
B) The need for generalized knowledge and role competencies.
C) The need for problem-solving and accountability skills.
D) The need for advocacy and increased performance abilities.

Question 12

While completing the Position Analysis Questionnaire (PAQ), Chris is asked about the types of planning, reasoning, and decision-making processes required for a job. What segment of the PAQ is Chris completing?

A) information input
B) mental processes
C) work output
D) relationships with other workers

Question 13

What criticism has been made of competency-based approaches to job analysis?

A) They are so time-consuming that their costs are not rationalized.
B) They are so detailed that the information produced is overload.
C) They are so broad and ill-defined that they are of little practical use.
D) They are so altruistic that they are devoid of useful information.

Question 14

Which of the following steps is NOT listed in Darin Hartley's "Job Analysis at the Speed of Reality" (JASR)?

A) Determine the scope of the job to be analyzed.
B) Obtain top management support.
C) Identify the job's functional "duty areas."
D) Briefly explain the JASR process and participant roles.

Question 15

In Step 3 of the Job Analysis Process from the text, which of the following is a typical question used to examine recorded data on the job?

A) What type of education and training are required to improve performance?
B) What specific performance reasons are there for the job to be modified?
C) What can the employee's manager due to motivate exemplary performance?
D) What is the sequence of behaviours required for successful job performance?

Question 16

According to the textbook, what is the process called if all jobs are analyzed at the same time during a job analysis?

A) sequential
B) concurrent
C) simultaneous
D) reciprocal

Question 17

What are the two main aspects associated with Frederick Taylor's presentation of scientific management?

A) The methods and time measurement associated with each task.
B) The technological skills and abilities associated with each task.
C) The training and orientation requirements associated with each task.
D) The critical incidents and behaviours associated with each task.

Question 18

What is the primary purpose of the Canadian federal government's National Occupational Classification (NOC)?

A) To provide Canadians with usable information about where to find local jobs.
B) To provide Canadians with necessary information requirements for degree programs.
C) To provide Canadians with relevant information for the highest paying occupations.
D) To provide Canadians with definitive information on occupations and their requirements.

Question 19

What is the purpose of a Position Analysis Questionnaire?

A) to use items or job elements to compare jobs throughout an organization
B) to determine the people, data, and things required to perform a job
C) to gather information on qualitative behaviours for a job
D) to divide a job into dimensions anchored to a numerical scale

Question 20

What type of planning deals with determining which internal candidates are best suited for promotion within an organization?

A) scientific
B) succession
C) special
D) specification

Question 21

In the knowledge, skills and abilities (KSAs) of job analysis, what is an example of an "other attribute" that is relevant?

A) work experience
B) personality traits
C) individual competency
D) enduring capability

Question 22

To be as effective as possible, a job analysis should provide generalized job knowledge.

Question 23

Consistency in a job analysis is a validity issue.

Question 24

Departmentalization deals with the aggregation of individual jobs in order to reduce redundancy.

Question 25

A job description emphasizes the competencies a job holder must have.

Question 26

Detailed, written job descriptions can fail to maintain their relevance over time, as jobs change rapidly in today's dynamic, global economy. What reasons does the text suggest for this failure?

A) Time commitments are too onerous to make changes to them.
B) Job descriptions are too long and detailed and so become useless.
C) There is a mismatch between performance and career aspirations.
D) Job descriptions are not really used and they are a waste of time.

Question 27

In a job analysis, every job will have one or more positions.

Question 28

What is the next step in job analysis, once you have selected the most appropriate methods to analyze a job and its knowledge, skills, abilities, and other attributes?

A) To examine data from a variety of perspectives.
B) To determine which of the tasks are redundant.
C) To suggest methods to improve job satisfaction.
D) To predict the job openings that will be required.

Question 29

Which of the following is NOT typical of the steps in the "Job Analysis at the Speed of Reality" (JASR) approach?

A) Determine the scope of the job to be analyzed.
B) Know the critical incidents and behaviours.
C) Greet participants and conduct introductions.
D) Identify the job's functional "duty areas."

Question 30

According to the textbook, which organization has structured its HR policies and programs using competency modelling?

A) BMW
B) 3M
C) AT&T
D) YMCA

Question 31

In the text, Bayer Group AG completed an extensive job analysis and evaluation process. What was the purpose of the newly implemented system?

A) To determine the work-value dimensions for point-based evaluation.
B) To meet the vision, culture, and goals of the reorganized company.
C) To improve the company's opportunities, contributions, and capabilities.
D) To create capability clusters for expertise, leadership, and relationships.

Question 32

A job analysis should be conceptualized as a continual process of data gathering, coding, and interpreting that is never-ending.

Question 33

Videotaping someone performing a job during a job analysis is an example of direct observation.

Question 34

What is the name of the Canadian government database that contains standardized job descriptions on thousands of jobs?

A) O*Net
B) PAQ
C) NOC
D) FJA

Question 35

When all jobs are analyzed at the same time during a job analysis, this process is referred to as sequential.

Question 36

In Step 5 of the Job Analysis Process from the text, which of the following is a typical method used to ensure that the new job analysis techniques and performance standards are used?

A) employee feedback
B) Empowerment
C) disciplinary action
D) 360 degree interview

Question 37

What were two of the core competencies identified in the case on the YMCA of Greater Toronto?

A) teamwork and community
B) results-focused and leadership
C) member-focused and efficiency
D) ethics and self-management

Question 38

The mission statement presents the guiding rationale for the activities of all subunits and employees.

Question 39

The critical incidents technique relies on quantitative input.

Question 40

In Step 4 of the Job Analysis Process from the text, which of the following is NOT a typical question used to define and formalize new methods and performance standards for the job or process?

A) What changes in working conditions would you recommend to improve performance?
B) Would you recommend any changes in the specifications to perform this job?
C) Are there any duties or tasks that should be added to or deleted from the job?
D) How would you prove that there was no bias introduced in the job analysis?

Question 41

An error of omission in a job description is also known as contamination.

Question 42

Functional job analysis analyzes any job using three essential elements, including data, people, and wages.

Question 43

The Position Analysis Questionnaire was developed by Ernest McCormick.

Question 44

The last step in job analysis is to maintain new methods and performance standards for the job or process.

Question 45

What is scientific management? How has the study of scientific management influenced job analysis? What are the TWO primary aspects of jobs, according to scientific management?

Question 46

What are four major problems associated with Job Analysis?

Question 47

Role or specific competencies are characteristics that every organization member, regardless of position, function, or level of responsibility with the organization, is expected to possess .

Question 48

Job Analysis is seen as a foundation for all of HRM. What is the reason for this? Identify some of the HRM functions for which job analysis is critical.

Question 49

The use of journals and diaries in job analysis can lead to problems of selective reporting and bias on the part of the respondent.

Question 50

Compensable factors in job analysis include skills, effort, responsibilities, and working conditions.

Question 51

The selection criteria from a job analysis are never used in succession planning.

Question 52

Describe THREE of the reasons why job analysis is so central to HR planning.

Question 53

In a job analysis, mental abilities are also referred to as cognitive abilities.

Question 54

With respect to the competencies approach in job analysis, there is significant professional agreement about what constitutes a "competency."

Question 55

Competency is defined as any personal characteristic that is essential to perform a job and is something that distinguishes superior from "solid" performance.

Question 56

Scientific management is the science of examining jobs in terms of methods used and time required and was invented by Frederick Thompson.

Question 57

A job analysis can aid organizational HR planners in dealing with geographically diverse operating units by examining the degree of similarity between jobs.

Question 58

What is the difference between a job and a position? What is job analysis?

Question 59

Identify and describe the THREE job analysis techniques discussed in class.