Question 1

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

Accepted Answer

A) questionnaires 
B) interviews 
C) direct observation 
D) Department of Labor Job Analysis Procedure 
E) diaries 
A) questionnaires 
B) interviews 
C) direct observation 
D) Department of Labor Job Analysis Procedure 
E) diaries

Question 2

Explain how job analysis provides information useful in recruitment and selection, compensation, and performance appraisal.

Accepted Answer

Job analysis provides information for re

Question 3

There is no standard format for writing a job description.

Accepted Answer

A) True 
 B)False

Question 4

The fifth step in conducting a job analysis is .

Accepted Answer

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

Question 5

Information regarding how, why, and when a worker performs each activity is included in the information about an HR specialist may collect during a job analysis.

Accepted Answer

A) job context 
B) performance standards 
C) work activities 
D) human behaviors 
E) machines, tools, equipment, and work aids 
A) job context 
B) performance standards 
C) work activities 
D) human behaviors 
E) machines, tools, equipment, and work aids

Question 6

The Department of Labor Procedure identifies performance standards and training requirements for a job.

Accepted Answer

A) True 
 B)False

Question 7

Information regarding job-related knowledge or skills and required personal attributes is included in the information about an HR specialist may collect during a job analysis.

Accepted Answer

A) human requirements 
B) job context 
C) performance standards 
D) human behaviors 
E) work activities 
A) human requirements 
B) job context 
C) performance standards 
D) human behaviors 
E) work activities

Question 8

The fourth 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 9

Reviewing relevant background information such as organization charts, process charts, and job descriptions is the step in doing a job analysis.

Accepted Answer

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

Question 10

What are the advantages and disadvantages of using interviews to collect job analysis data?

Accepted Answer

Interviews are relatively simple and qui

Question 11

Conducting the job analysis is the sole responsibility of the HR specialist.

Accepted Answer

A) True 
 B)False

Question 12

Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on .

Accepted Answer

A) supervisor verification 
B) questionnaires 
C) interviews 
D) direct observation 
E) diaries 
A) supervisor verification 
B) questionnaires 
C) interviews 
D) direct observation 
E) diaries

Question 13

Interviews used for job analysis typically follow an unstructured format.

Accepted Answer

A) True 
 B)False

Question 14

The interview is the most widely used method for identifying job duties and responsibilities.

Accepted Answer

A) True 
 B)False

Question 15

Deciding how to use the resulting information is the step in doing a job analysis.

Accepted Answer

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

Question 16

A is the time it takes to complete a job.

Accepted Answer

A) shift 
B) work week 
C) work cycle 
D) job specification 
E) none of the above 
A) shift 
B) work week 
C) work cycle 
D) job specification 
E) none of the above

Question 17

All of the following work behaviors are considered "generic" or important to all jobs except .

Accepted Answer

A) experience 
B) industriousness 
C) schedule flexibility 
D) thoroughness 
E) attendance 
A) experience 
B) industriousness 
C) schedule flexibility 
D) thoroughness 
E) attendance

Question 18

The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called .

Accepted Answer

A) outsourcing 
B) job redesign 
C) reengineering 
D) process engineering 
E) job enlargement 
A) outsourcing 
B) job redesign 
C) reengineering 
D) process engineering 
E) job enlargement

Question 19

The second 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 20

Which term refers to a written statement that describes the activities and responsibilities of the job?

Accepted Answer

A) job description 
B) job analysis 
C) job specification 
D) job report 
E) job context 
A) job description 
B) job analysis 
C) job specification 
D) job report 
E) job context

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

Explain how job analysis provides information useful in recruitment and selection, compensation, and performance appraisal.

There is no standard format for writing a job description.

The fifth step in conducting a job analysis is .

Information regarding how, why, and when a worker performs each activity is included in the information about an HR specialist may collect during a job analysis.

The Department of Labor Procedure identifies performance standards and training requirements for a job.

Information regarding job-related knowledge or skills and required personal attributes is included in the information about an HR specialist may collect during a job analysis.

The fourth step in conducting a job analysis is .

Reviewing relevant background information such as organization charts, process charts, and job descriptions is the step in doing a job analysis.

What are the advantages and disadvantages of using interviews to collect job analysis data?

Conducting the job analysis is the sole responsibility of the HR specialist.

Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on .

Interviews used for job analysis typically follow an unstructured format.

The interview is the most widely used method for identifying job duties and responsibilities.

Deciding how to use the resulting information is the step in doing a job analysis.

A is the time it takes to complete a job.

All of the following work behaviors are considered "generic" or important to all jobs except .

The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called .

The second step in conducting a job analysis is .

Which term refers to a written statement that describes the activities and responsibilities of the job?

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

Exam 4: Job Analysis

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

Explain how job analysis provides information useful in recruitment and selection, compensation, and performance appraisal.

There is no standard format for writing a job description.

The fifth step in conducting a job analysis is .

Information regarding how, why, and when a worker performs each activity is included in the information about an HR specialist may collect during a job analysis.

The Department of Labor Procedure identifies performance standards and training requirements for a job.

Information regarding job-related knowledge or skills and required personal attributes is included in the information about an HR specialist may collect during a job analysis.

The fourth step in conducting a job analysis is .

Reviewing relevant background information such as organization charts, process charts, and job descriptions is the step in doing a job analysis.

What are the advantages and disadvantages of using interviews to collect job analysis data?

Conducting the job analysis is the sole responsibility of the HR specialist.

Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on .

Interviews used for job analysis typically follow an unstructured format.

The interview is the most widely used method for identifying job duties and responsibilities.

Deciding how to use the resulting information is the step in doing a job analysis.

A is the time it takes to complete a job.

All of the following work behaviors are considered "generic" or important to all jobs except .

The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called .

The second step in conducting a job analysis is .

Which term refers to a written statement that describes the activities and responsibilities of the job?

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