Question 1

Explain the difference between job enlargement and job enrichment.

Accepted Answer

Job enlargement means assigning workers

Question 2

Competency analysis focuses on .

Accepted Answer

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

Question 3

When is an employer required to make a "reasonable accommodation" for a disabled individual?

Accepted Answer

A) employers are only encouraged to make reasonable accommodations 
B) when the job function is essential 
C) when it would present an undue hardship 
D) when a disabled individual has the necessary skills, education, and experience to perform the job, but can't because of the job's current structure 
E) any time a disabled individual applies for a position 
A) employers are only encouraged to make reasonable accommodations 
B) when the job function is essential 
C) when it would present an undue hardship 
D) when a disabled individual has the necessary skills, education, and experience to perform the job, but can't because of the job's current structure 
E) any time a disabled individual applies for a position

Question 4

Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the worker's supervisor.

Accepted Answer

The HR specialist might observe and anal

Question 5

Job analysis produces information used for writing job descriptions and job specifications.)

Accepted Answer

A) True 
 B)False

Question 6

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

Accepted Answer

A) True 
 B)False

Question 7

When a worker changes what he or she would normally do because they are being watched, has occurred.

Accepted Answer

A) diverting 
B) reactivity 
C) proactivity 
D) cycling 
E) none of the above 
A) diverting 
B) reactivity 
C) proactivity 
D) cycling 
E) none of the above

Question 8

Organizations define competencies in the same way.)

Accepted Answer

A) True 
 B)False

Question 9

Information regarding job demands such as lifting weights or walking long distances is included in the information about an HR specialist may collect during a job analysis.

Accepted Answer

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

Question 10

The first 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 11

is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

Accepted Answer

A) Job analysis 
B) Job context 
C) Job description 
D) Job specification 
E) none of the above 
A) Job analysis 
B) Job context 
C) Job description 
D) Job specification 
E) none of the above

Question 12

refers to broadening the responsibilities of the company's jobs, and encouraging employees not to limit themselves to what's on their job descriptions.

Accepted Answer

A) Dejobbing 
B) Job rotation 
C) Job enrichment 
D) Job enlargement 
E) Job assignment 
A) Dejobbing 
B) Job rotation 
C) Job enrichment 
D) Job enlargement 
E) Job assignment

Question 13

For which of the following jobs is direct observation not recommended to collect data used in a job analysis?

Accepted Answer

A) accounting clerk 
B) salesperson 
C) engineer 
D) receptionist 
E) assembly-line worker 
A) accounting clerk 
B) salesperson 
C) engineer 
D) receptionist 
E) assembly-line worker

Question 14

Developing a job description and job specification is the step in the job analysis process.

Accepted Answer

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

Question 15

Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of .

Accepted Answer

A) dejobbing 
B) job enrichment 
C) job enlargement 
D) job rotation 
E) job specialization 
A) dejobbing 
B) job enrichment 
C) job enlargement 
D) job rotation 
E) job specialization

Question 16

After completing an interview, the data should be verified with the worker's immediate supervisor.

Accepted Answer

A) True 
 B)False

Question 17

Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.

Accepted Answer

A) True 
 B)False

Question 18

When a supervisor bases an employee's training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using .

Accepted Answer

A) competency analysis 
B) functional systems management 
C) performance management 
D) traditional analysis 
E) none of the above 
A) competency analysis 
B) functional systems management 
C) performance management 
D) traditional analysis 
E) none of the above

Question 19

How is a functional job analysis different from the Department of Labor Procedure?

Accepted Answer

A functional job analysis is similar to

Question 20

Boundaryless organizations use teams and other mechanisms to make boundaries more permeable.

Accepted Answer

A) True 
 B)False

Explain the difference between job enlargement and job enrichment.

Competency analysis focuses on .

When is an employer required to make a "reasonable accommodation" for a disabled individual?

Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the worker's supervisor.

Job analysis produces information used for writing job descriptions and job specifications.)

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

When a worker changes what he or she would normally do because they are being watched, has occurred.

Organizations define competencies in the same way.)

Information regarding job demands such as lifting weights or walking long distances is included in the information about an HR specialist may collect during a job analysis.

The first step in conducting a job analysis is .

is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

refers to broadening the responsibilities of the company's jobs, and encouraging employees not to limit themselves to what's on their job descriptions.

For which of the following jobs is direct observation not recommended to collect data used in a job analysis?

Developing a job description and job specification is the step in the job analysis process.

Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of .

After completing an interview, the data should be verified with the worker's immediate supervisor.

Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.

When a supervisor bases an employee's training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using .

How is a functional job analysis different from the Department of Labor Procedure?

Boundaryless organizations use teams and other mechanisms to make boundaries more permeable.

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

Explain the difference between job enlargement and job enrichment.

Competency analysis focuses on .

When is an employer required to make a "reasonable accommodation" for a disabled individual?

Explain how a job analysis typically involves a joint effort by an HR specialist, the worker, and the worker's supervisor.

Job analysis produces information used for writing job descriptions and job specifications.)

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

When a worker changes what he or she would normally do because they are being watched, has occurred.

Organizations define competencies in the same way.)

Information regarding job demands such as lifting weights or walking long distances is included in the information about an HR specialist may collect during a job analysis.

The first step in conducting a job analysis is .

is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

refers to broadening the responsibilities of the company's jobs, and encouraging employees not to limit themselves to what's on their job descriptions.

For which of the following jobs is direct observation not recommended to collect data used in a job analysis?

Developing a job description and job specification is the step in the job analysis process.

Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of .

After completing an interview, the data should be verified with the worker's immediate supervisor.

Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.

When a supervisor bases an employee's training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using .

How is a functional job analysis different from the Department of Labor Procedure?

Boundaryless organizations use teams and other mechanisms to make boundaries more permeable.

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