Question 1

Which of the following is one of the main uses of job analysis in job compensation?

Accepted Answer

A) It reinforces the inducements for performance with regard to compensation. 
B) It establishes similarities and differences in the content of jobs. 
C) It creates a misaligned job structure. 
D) It eliminates the want for higher pays in relation with skills. 
E) It reconnects the insignificance of skills with the emphasis on equal pay. 
A) It reinforces the inducements for performance with regard to compensation. 
B) It establishes similarities and differences in the content of jobs. 
C) It creates a misaligned job structure. 
D) It eliminates the want for higher pays in relation with skills. 
E) It reconnects the insignificance of skills with the emphasis on equal pay.

Question 2

What are the two critical uses of job analysis?

Accepted Answer

Helping in establish

Question 3

Which of the following is true of job analysis?

Accepted Answer

A) It is the process of finding qualified candidates to fill job vacancies. 
B) It is the process of determining the specific number of jobs to fill. 
C) It is the process of evaluating an employee's job performance and productivity. 
D) It is the process of collecting information needed to prepare job description. 
E) It is the process of dividing tasks into specific jobs. 
A) It is the process of finding qualified candidates to fill job vacancies. 
B) It is the process of determining the specific number of jobs to fill. 
C) It is the process of evaluating an employee's job performance and productivity. 
D) It is the process of collecting information needed to prepare job description. 
E) It is the process of dividing tasks into specific jobs.

Question 4

Why do employers conduct job analysis?

Accepted Answer

Job analysis provides managers a work-re

Question 5

The most common way to collect job information is to ask the people who are doing a job to fill out a questionnaire.

Accepted Answer

A) True 
 B)False

Question 6

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:

Accepted Answer

A) job specifications 
B) job analyses 
C) positions analyses 
D) performance appraisals 
E) job evaluations 
A) job specifications 
B) job analyses 
C) positions analyses 
D) performance appraisals 
E) job evaluations

Question 7

What is the final step in the job analysis process?

Accepted Answer

The final step in the job analysis proce

Question 8

Which of the following does the consolidation phase of job study involve?

Accepted Answer

A) familiarizing the job analyst with the work layout and the mechanics associated with the end-to-end performance of major duties 
B) bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete 
C) clarifying, confirming, and refining the information developed in the interviews 
D) piecing together into one coherent and comprehensive job description the data obtained from several sources 
E) reviewing existing documents in order to develop an initial "big-picture" familiarity with the job 
A) familiarizing the job analyst with the work layout and the mechanics associated with the end-to-end performance of major duties 
B) bringing all the interviewees together for the purpose of determining if the consolidated job description is accurate and complete 
C) clarifying, confirming, and refining the information developed in the interviews 
D) piecing together into one coherent and comprehensive job description the data obtained from several sources 
E) reviewing existing documents in order to develop an initial "big-picture" familiarity with the job

Question 9

A job specification is a short paragraph that provides an overview of the nature of the job.

Accepted Answer

A) True 
 B)False

Question 10

Information collected through one-on-one interviews is free of subjectivity.

Accepted Answer

A) True 
 B)False

Question 11

Distinguish between a job and a task.

Accepted Answer

A job is a group of tasks perf

Question 12

Job evaluation is the process of:

Accepted Answer

A) finding qualified candidates to fill job vacancies 
B) providing information needed to prepare job description 
C) evaluating employee performance in order to establish a rational pay structure 
D) summarizing reports that describe the job as it is actually performed 
E) comparing jobs within an organization 
A) finding qualified candidates to fill job vacancies 
B) providing information needed to prepare job description 
C) evaluating employee performance in order to establish a rational pay structure 
D) summarizing reports that describe the job as it is actually performed 
E) comparing jobs within an organization

Question 13

What is job analysis?

Accepted Answer

The systematic process of coll

Question 14

The number of incumbents per job from which to collect data remains the same irrespective of the job's stability.

Accepted Answer

A) True 
 B)False

Question 15

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

Accepted Answer

A) file a grievance 
B) collect more data 
C) reengineer the job 
D) revise organization structure 
E) write job analysis 
A) file a grievance 
B) collect more data 
C) reengineer the job 
D) revise organization structure 
E) write job analysis

Question 16

List the major decisions in designing a job analysis.

Accepted Answer

How useful

Question 17

Job analysis is the process of establishing a job-based pay structure in an organization.

Accepted Answer

A) True 
 B)False

Question 18

In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the:

Accepted Answer

A) nature of the job, its scope, and accountability 
B) job redesign and correcting discrepancies 
C) functional job analysis 
D) job evaluation and analysis processes 
E) performance appraisal and union affiliation 
A) nature of the job, its scope, and accountability 
B) job redesign and correcting discrepancies 
C) functional job analysis 
D) job evaluation and analysis processes 
E) performance appraisal and union affiliation

Question 19

Which of the following is the first step in the process of creating an internal pay structure?

Accepted Answer

A) job evaluation 
B) job analysis 
C) assessing value 
D) describing competencies 
E) translating value into pay structure 
A) job evaluation 
B) job analysis 
C) assessing value 
D) describing competencies 
E) translating value into pay structure

Question 20

Which of the following involves the elemental tasks or units of work, with emphasis on the purpose of each task?

Accepted Answer

A) job design data 
B) task variety data 
C) job content data 
D) task identity data 
E) task analyzability data 
A) job design data 
B) task variety data 
C) job content data 
D) task identity data 
E) task analyzability data

Which of the following is one of the main uses of job analysis in job compensation?

What are the two critical uses of job analysis?

Which of the following is true of job analysis?

Why do employers conduct job analysis?

The most common way to collect job information is to ask the people who are doing a job to fill out a questionnaire.

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:

What is the final step in the job analysis process?

Which of the following does the consolidation phase of job study involve?

A job specification is a short paragraph that provides an overview of the nature of the job.

Information collected through one-on-one interviews is free of subjectivity.

Distinguish between a job and a task.

Job evaluation is the process of:

What is job analysis?

The number of incumbents per job from which to collect data remains the same irrespective of the job's stability.

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

List the major decisions in designing a job analysis.

Job analysis is the process of establishing a job-based pay structure in an organization.

In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the:

Which of the following is the first step in the process of creating an internal pay structure?

Which of the following involves the elemental tasks or units of work, with emphasis on the purpose of each task?

Strategy: the Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 4: Job Analysis

Which of the following is one of the main uses of job analysis in job compensation?

What are the two critical uses of job analysis?

Which of the following is true of job analysis?

Why do employers conduct job analysis?

The most common way to collect job information is to ask the people who are doing a job to fill out a questionnaire.

The knowledge, skills, and abilities required to adequately perform the tasks are referred to as:

What is the final step in the job analysis process?

Which of the following does the consolidation phase of job study involve?

A job specification is a short paragraph that provides an overview of the nature of the job.

Information collected through one-on-one interviews is free of subjectivity.

Distinguish between a job and a task.

Job evaluation is the process of:

What is job analysis?

The number of incumbents per job from which to collect data remains the same irrespective of the job's stability.

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

List the major decisions in designing a job analysis.

Job analysis is the process of establishing a job-based pay structure in an organization.

In addition to defining and describing jobs, descriptions of managerial/professional jobs often include more detailed information on the:

Which of the following is the first step in the process of creating an internal pay structure?

Which of the following involves the elemental tasks or units of work, with emphasis on the purpose of each task?

Strategy: the Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay for Performance: Performance Appraisal and Plan Design

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters