Question 1

In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the .

Accepted Answer

A) length of time an employee has held the position 
B) order of importance 
C) frequency of occurrence 
D) all of the above 
E) B and C only 
A) length of time an employee has held the position 
B) order of importance 
C) frequency of occurrence 
D) all of the above 
E) B and C only E

Question 2

Competency-based job analysis is more job-focused than traditional job analysis.

Accepted Answer

A) True 
 B)False  False

Question 3

When filling jobs with untrained people, the job specifications may include .

Accepted Answer

A) length of previous service 
B) quality of training 
C) previous job performance 
D) physical traits 
E) all of the above 
A) length of previous service 
B) quality of training 
C) previous job performance 
D) physical traits 
E) all of the above D

Question 4

Which quantitative job analysis technique can be conducted online?

Accepted Answer

A) Department of Labor Procedure 
B) functional job analysis 
C) position analysis questionnaire 
D) all of the above 
E) none of the above 
A) Department of Labor Procedure 
B) functional job analysis 
C) position analysis questionnaire 
D) all of the above 
E) none of the above

Question 5

Under the , the individual must have the requisite skills, educational background, and experience to perform the job's essential functions.

Accepted Answer

A) SOC 
B) ADA 
C) FCC 
D) DOL 
E) SIC 
A) SOC 
B) ADA 
C) FCC 
D) DOL 
E) SIC

Question 6

Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a .

Accepted Answer

A) competency-based job analysis 
B) SOC classification system 
C) Department of Labor Procedure 
D) functional job analysis 
E) none of the above 
A) competency-based job analysis 
B) SOC classification system 
C) Department of Labor Procedure 
D) functional job analysis 
E) none of the above

Question 7

Interviews often include questions about .

Accepted Answer

A) job duties 
B) education 
C) supervisory responsibilities 
D) experience 
E) all of the above 
A) job duties 
B) education 
C) supervisory responsibilities 
D) experience 
E) all of the above

Question 8

In reengineered situations, workers tend to become collectively responsible for overall results rather than being individually responsible for just their own tasks.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is considered a qualitative approach to job analysis?

Accepted Answer

A) position analysis questionnaire 
B) Department of Labor approach 
C) interviews 
D) functional job analysis 
E) all are qualitative approaches 
A) position analysis questionnaire 
B) Department of Labor approach 
C) interviews 
D) functional job analysis 
E) all are qualitative approaches

Question 10

Describe the procedure used by the Department of Labor for job analysis.

Accepted Answer

A set of basic activities called worker

Question 11

The classifies all workers into one of 23 major groups of jobs.

Accepted Answer

A) Federal Professions Classification System 
B) Job analysis 
C) Standard Occupational Classification 
D) Department of Labor Procedure 
E) none of the above 
A) Federal Professions Classification System 
B) Job analysis 
C) Standard Occupational Classification 
D) Department of Labor Procedure 
E) none of the above

Question 12

The final step in conducting a job analysis is .

Accepted Answer

A) deciding how to use the information 
B) reviewing relevant background information 
C) selecting representative positions 
D) collecting data on job activities 
E) developing a job description and job specification 
A) deciding how to use the information 
B) reviewing relevant background information 
C) selecting representative positions 
D) collecting data on job activities 
E) developing a job description and job specification

Question 13

Dejobbing can be described as .

Accepted Answer

A) encouraging employees not to limit themselves to what's on their job descriptions 
B) moving workers from one job to another 
C) redesigning jobs to increase opportunities for responsibility 
D) focusing workers on highly specialized jobs 
E) assigning workers additional work at the same level 
A) encouraging employees not to limit themselves to what's on their job descriptions 
B) moving workers from one job to another 
C) redesigning jobs to increase opportunities for responsibility 
D) focusing workers on highly specialized jobs 
E) assigning workers additional work at the same level

Question 14

Who is interviewed by managers collecting job analysis data?

Accepted Answer

A) groups of employees with the same job 
B) individual employees 
C) supervisors who know the job 
D) all of the above 
E) none of the above 
A) groups of employees with the same job 
B) individual employees 
C) supervisors who know the job 
D) all of the above 
E) none of the above

Question 15

Verifying the job analysis information with the worker performing the job and with his or her immediate supervisor is the step in the job analysis process.

Accepted Answer

A) first 
B) second 
C) third 
D) fourth 
E) fifth 
A) first 
B) second 
C) third 
D) fourth 
E) fifth

Question 16

Qualitative approaches are more appropriate than quantitative approaches when one seeks to compare jobs for pay purposes.

Accepted Answer

A) True 
 B)False

Question 17

Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day.

Accepted Answer

A) True 
 B)False

Question 18

Job analysis experts are concerned that in high performance work environments in which employers need workers to seamlessly move from job to job and exercise self-control, job descriptions based on lists of job-specific duties may actually inhibit the flexible behavior companies need.

Accepted Answer

A) True 
 B)False

Question 19

When is a job function essential?

Accepted Answer

A job function is essential when it is t

Question 20

Traditional job analysis focuses on .

Accepted Answer

A) how work is accomplished 
B) what is accomplished 
C) where the work is accomplished 
D) when work is accomplished 
E) who accomplishes the work 
A) how work is accomplished 
B) what is accomplished 
C) where the work is accomplished 
D) when work is accomplished 
E) who accomplishes the work

In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the .

Competency-based job analysis is more job-focused than traditional job analysis.

When filling jobs with untrained people, the job specifications may include .

Which quantitative job analysis technique can be conducted online?

Under the , the individual must have the requisite skills, educational background, and experience to perform the job's essential functions.

Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a .

Interviews often include questions about .

In reengineered situations, workers tend to become collectively responsible for overall results rather than being individually responsible for just their own tasks.

Which of the following is considered a qualitative approach to job analysis?

Describe the procedure used by the Department of Labor for job analysis.

The classifies all workers into one of 23 major groups of jobs.

The final step in conducting a job analysis is .

Dejobbing can be described as .

Who is interviewed by managers collecting job analysis data?

Verifying the job analysis information with the worker performing the job and with his or her immediate supervisor is the step in the job analysis process.

Qualitative approaches are more appropriate than quantitative approaches when one seeks to compare jobs for pay purposes.

Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day.

Job analysis experts are concerned that in high performance work environments in which employers need workers to seamlessly move from job to job and exercise self-control, job descriptions based on lists of job-specific duties may actually inhibit the flexible behavior companies need.

When is a job function essential?

Traditional job analysis focuses on .

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

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Exam 4: Job Analysis

In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the .

Competency-based job analysis is more job-focused than traditional job analysis.

When filling jobs with untrained people, the job specifications may include .

Which quantitative job analysis technique can be conducted online?

Under the , the individual must have the requisite skills, educational background, and experience to perform the job's essential functions.

Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a .

Interviews often include questions about .

In reengineered situations, workers tend to become collectively responsible for overall results rather than being individually responsible for just their own tasks.

Which of the following is considered a qualitative approach to job analysis?

Describe the procedure used by the Department of Labor for job analysis.

The classifies all workers into one of 23 major groups of jobs.

The final step in conducting a job analysis is .

Dejobbing can be described as .

Who is interviewed by managers collecting job analysis data?

Verifying the job analysis information with the worker performing the job and with his or her immediate supervisor is the step in the job analysis process.

Qualitative approaches are more appropriate than quantitative approaches when one seeks to compare jobs for pay purposes.

Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day.

Job analysis experts are concerned that in high performance work environments in which employers need workers to seamlessly move from job to job and exercise self-control, job descriptions based on lists of job-specific duties may actually inhibit the flexible behavior companies need.

When is a job function essential?

Traditional job analysis focuses on .

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters