Question 1

Job duties that employees must be able to perform, with or without reasonable accommodation, are called .

Accepted Answer

A) work activities 
B) job requirements 
C) primary job activities 
D) essential job functions 
E) all of the above 
A) work activities 
B) job requirements 
C) primary job activities 
D) essential job functions 
E) all of the above

Question 2

Information regarding matters such as physical working conditions and work schedule is included in the information about an HR specialist may collect during a job analysis.

Accepted Answer

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

Question 3

Which of the following types of information can be collected via a job analysis?

Accepted Answer

A) job context 
B) performance standards 
C) work activities 
D) human behaviors 
E) all of the above 
A) job context 
B) performance standards 
C) work activities 
D) human behaviors 
E) all of the above

Question 4

The statistical analysis method for job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that can't distinguish between high and low job performers.

Accepted Answer

A) True 
 B)False

Question 5

Organization charts show the division of work throughout the organization, how the job relates to others, and where the job fits in the organization.

Accepted Answer

A) True 
 B)False

Question 6

The assigns a quantitative score to each job based on its decision -making, skilled activity, physical activity, equipment operation, and information-processing characteristics.

Accepted Answer

A) log approach 
B) functional job analysis 
C) position analysis questionnaire 
D) Department of Labor Procedure 
E) all of the above 
A) log approach 
B) functional job analysis 
C) position analysis questionnaire 
D) Department of Labor Procedure 
E) all of the above

Question 7

A job's required competencies might include general competencies, leadership competencies, and technical competencies.

Accepted Answer

A) True 
 B)False

Question 8

A(n)shows the flow of inputs to and outputs from the job being analyzed.

Accepted Answer

A) value chain 
B) organization chart 
C) job description 
D) process chart 
E) job preview 
A) value chain 
B) organization chart 
C) job description 
D) process chart 
E) job preview

Question 9

Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment?

Accepted Answer

A) Adam Smith 
B) Abraham Maslow 
C) Frederick Herzberg 
D) Frederick Taylor 
E) Milton Friedman 
A) Adam Smith 
B) Abraham Maslow 
C) Frederick Herzberg 
D) Frederick Taylor 
E) Milton Friedman

Job duties that employees must be able to perform, with or without reasonable accommodation, are called .

Information regarding matters such as physical working conditions and work schedule is included in the information about an HR specialist may collect during a job analysis.

Which of the following types of information can be collected via a job analysis?

The statistical analysis method for job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that can't distinguish between high and low job performers.

Organization charts show the division of work throughout the organization, how the job relates to others, and where the job fits in the organization.

The assigns a quantitative score to each job based on its decision -making, skilled activity, physical activity, equipment operation, and information-processing characteristics.

A job's required competencies might include general competencies, leadership competencies, and technical competencies.

A(n)shows the flow of inputs to and outputs from the job being analyzed.

Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment?

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

Job duties that employees must be able to perform, with or without reasonable accommodation, are called .

Information regarding matters such as physical working conditions and work schedule is included in the information about an HR specialist may collect during a job analysis.

Which of the following types of information can be collected via a job analysis?

The statistical analysis method for job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that can't distinguish between high and low job performers.

Organization charts show the division of work throughout the organization, how the job relates to others, and where the job fits in the organization.

The assigns a quantitative score to each job based on its decision -making, skilled activity, physical activity, equipment operation, and information-processing characteristics.

A job's required competencies might include general competencies, leadership competencies, and technical competencies.

A(n)shows the flow of inputs to and outputs from the job being analyzed.

Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment?

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