Question 1

The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as

Accepted Answer

A) functional job analysis. 
B) direct observation. 
C) a structured survey. 
D) a participant diary/log. 
E) PAQ. 
A) functional job analysis. 
B) direct observation. 
C) a structured survey. 
D) a participant diary/log. 
E) PAQ.

Question 2

Which of the following statements is true?

Accepted Answer

A) Unions are generally very supportive of job enrichment. 
B) Most employees today want additional responsibilities. 
C) Job enrichment programs are more successful in some jobs and settings than others. 
D) Job redesign efforts can correct almost all job dissatisfaction problems. 
E) Managers tend to be very supportive of job enrichment because it makes their jobs easier. 
A) Unions are generally very supportive of job enrichment. 
B) Most employees today want additional responsibilities. 
C) Job enrichment programs are more successful in some jobs and settings than others. 
D) Job redesign efforts can correct almost all job dissatisfaction problems. 
E) Managers tend to be very supportive of job enrichment because it makes their jobs easier.

Question 3

Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.

Accepted Answer

A) True 
 B)False

Question 4

The part of the job description in which budgetary limitations are identified is titled

Accepted Answer

A) relationships. 
B) duties and responsibilities. 
C) authority. 
D) working conditions. 
E) performance standards. 
A) relationships. 
B) duties and responsibilities. 
C) authority. 
D) working conditions. 
E) performance standards.

Question 5

The job identification section of a job description includes which of the following?

Accepted Answer

A) working conditions 
B) job title 
C) performance standards 
D) job summary 
E) relationships 
A) working conditions 
B) job title 
C) performance standards 
D) job summary 
E) relationships

Question 6

By comparing the knowledge, skills, and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists.This is particularly useful for

Accepted Answer

A) establishing recruitment criteria. 
B) determining a job's pay range. 
C) training and development. 
D) designing the job. 
E) union negotiations. 
A) establishing recruitment criteria. 
B) determining a job's pay range. 
C) training and development. 
D) designing the job. 
E) union negotiations.

Question 7

Which of the following jobs could be analyzed effectively using direct observation?

Accepted Answer

A) human resources manager 
B) lawyer 
C) accounting clerk 
D) design engineer 
E) Any of these jobs could be analyzed using direct observation 
A) human resources manager 
B) lawyer 
C) accounting clerk 
D) design engineer 
E) Any of these jobs could be analyzed using direct observation

Question 8

Amal works for a production line.His task is to sew a button to the button hole of winter jackets.Since last month he was also given the task of creating the button hole in addition to attaching the button to the hole of the jacket.This is known as

Accepted Answer

A) job enlargement. 
B) job rotation. 
C) job enrichment. 
D) vertical loading. 
E) skill variety. 
A) job enlargement. 
B) job rotation. 
C) job enrichment. 
D) vertical loading. 
E) skill variety.

Question 9

The field of study concerned with analyzing work methods and establishing time standards is known as

Accepted Answer

A) ergonomics. 
B) job analysis. 
C) job design. 
D) job evaluation. 
E) industrial engineering. 
A) ergonomics. 
B) job analysis. 
C) job design. 
D) job evaluation. 
E) industrial engineering.

Question 10

The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?"is the

Accepted Answer

A) job specification. 
B) position analysis questionnaire. 
C) job description. 
D) job evaluation. 
E) position description. 
A) job specification. 
B) position analysis questionnaire. 
C) job description. 
D) job evaluation. 
E) position description.

Question 11

The National Occupational Classification is a reference tool for writing job descriptions and job specifications.It classifies occupations based on two key dimensions-skill level and skill type.

Accepted Answer

A) True 
 B)False

Question 12

The final step in job analysis involves

Accepted Answer

A) performance management. 
B) developing a job description and a job specification. 
C) developing a compensation policy. 
D) reviewing the information collected with job incumbents. 
E) collecting data on job activities. 
A) performance management. 
B) developing a job description and a job specification. 
C) developing a compensation policy. 
D) reviewing the information collected with job incumbents. 
E) collecting data on job activities.

Question 13

Which of the following should be addressed in a job analysis questionnaire?

Accepted Answer

A) job enrichment 
B) job rotation 
C) skill variety 
D) individual competencies 
E) the purpose of the job 
A) job enrichment 
B) job rotation 
C) skill variety 
D) individual competencies 
E) the purpose of the job

Question 14

A quantitative approach to job analysis is more suitable when

Accepted Answer

A) the aim is to assign a value to each job for comparisons for pay purposes. 
B) the organization exceeds 200 in number of staff. 
C) the organization has limited time and financial resources. 
D) the aim is to reduce the amount of data collection. 
E) the organization is using external consultants for job analysis purposes. 
A) the aim is to assign a value to each job for comparisons for pay purposes. 
B) the organization exceeds 200 in number of staff. 
C) the organization has limited time and financial resources. 
D) the aim is to reduce the amount of data collection. 
E) the organization is using external consultants for job analysis purposes.

Question 15

Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

Accepted Answer

A) True 
 B)False

The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as

Which of the following statements is true?

Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.

The part of the job description in which budgetary limitations are identified is titled

The job identification section of a job description includes which of the following?

By comparing the knowledge, skills, and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists.This is particularly useful for

Which of the following jobs could be analyzed effectively using direct observation?

Amal works for a production line.His task is to sew a button to the button hole of winter jackets.Since last month he was also given the task of creating the button hole in addition to attaching the button to the hole of the jacket.This is known as

The field of study concerned with analyzing work methods and establishing time standards is known as

The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?"is the

The National Occupational Classification is a reference tool for writing job descriptions and job specifications.It classifies occupations based on two key dimensions-skill level and skill type.

The final step in job analysis involves

Which of the following should be addressed in a job analysis questionnaire?

A quantitative approach to job analysis is more suitable when

Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 4: Designing and Analyzing Jobs

The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as

Which of the following statements is true?

Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.

The part of the job description in which budgetary limitations are identified is titled

The job identification section of a job description includes which of the following?

By comparing the knowledge, skills, and abilities that employees bring to the job with those that are identified through job analysis, managers can determine the gap that exists.This is particularly useful for

Which of the following jobs could be analyzed effectively using direct observation?

Amal works for a production line.His task is to sew a button to the button hole of winter jackets.Since last month he was also given the task of creating the button hole in addition to attaching the button to the hole of the jacket.This is known as

The field of study concerned with analyzing work methods and establishing time standards is known as

The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?"is the

The National Occupational Classification is a reference tool for writing job descriptions and job specifications.It classifies occupations based on two key dimensions-skill level and skill type.

The final step in job analysis involves

Which of the following should be addressed in a job analysis questionnaire?

A quantitative approach to job analysis is more suitable when

Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters