Question 1

Adjustments in work schedules are considered to be a part of job analysis and job design.

Accepted Answer

A) True 
 B)False

Question 2

Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in performance appraisal.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following job analysis methods utilize "interviews"?

Accepted Answer

A)  critical incidents, PAQ, and competency-based analysis 
B)  critical incidents and competency based analysis 
C)  task analysis and competency-based analysis 
D)  PAQ, task analysis, and critical incidents 
A)  critical incidents, PAQ, and competency-based analysis 
B)  critical incidents and competency based analysis 
C)  task analysis and competency-based analysis 
D)  PAQ, task analysis, and critical incidents

Question 4

What is a job?

Accepted Answer

A)  a group of related activities and duties 
B)  the different duties and responsibilities performed by one employee 
C)  a statement of the knowledge, skills, and abilities required to perform work 
D)  a statement of the tasks, duties, and responsibilities associated with work 
A)  a group of related activities and duties 
B)  the different duties and responsibilities performed by one employee 
C)  a statement of the knowledge, skills, and abilities required to perform work 
D)  a statement of the tasks, duties, and responsibilities associated with work

Question 5

Which of the following is an example of an employee involvement group?

Accepted Answer

A)  a group of employees who meet after work hours to discuss their interest in hiking and other outdoor activities 
B)  a group of employees who come together once a year to brainstorm new workflow ideas 
C)  a group of employees who meet weekly to brainstorm a sequel to a popular product line 
D)  a group of employees who are allowed to take specialized training courses in statistical analysis and cause-and-effect diagrams 
A)  a group of employees who meet after work hours to discuss their interest in hiking and other outdoor activities 
B)  a group of employees who come together once a year to brainstorm new workflow ideas 
C)  a group of employees who meet weekly to brainstorm a sequel to a popular product line 
D)  a group of employees who are allowed to take specialized training courses in statistical analysis and cause-and-effect diagrams

Question 6

Which of the following is most correct when it comes to job analysis?

Accepted Answer

A)  artificial inflation of job duties must always be double-checked against the NOC 
B)  a job analyst must weigh information obtained from the NOC above incumbent data 
C)  a job analyst must weigh manager information more heavily than job incumbent data 
D)  more information about the job is always better 
A)  artificial inflation of job duties must always be double-checked against the NOC 
B)  a job analyst must weigh information obtained from the NOC above incumbent data 
C)  a job analyst must weigh manager information more heavily than job incumbent data 
D)  more information about the job is always better

Question 7

What is the main difference between job analysis and job design?

Accepted Answer

A)  Job analysis looks at jobs as they currently are; job design is about reorganizing work. 
B)  Job analysis is required to ensure that HR functions are based on sound and valid data; job design is focused on compensation and the financial worth of the work. 
C)  Job analysis is a process; job design is a function. 
D)  Job analysis is the study of jobs as currently performed; job design is concerned with changing job structures to improve efficiency. 
A)  Job analysis looks at jobs as they currently are; job design is about reorganizing work. 
B)  Job analysis is required to ensure that HR functions are based on sound and valid data; job design is focused on compensation and the financial worth of the work. 
C)  Job analysis is a process; job design is a function. 
D)  Job analysis is the study of jobs as currently performed; job design is concerned with changing job structures to improve efficiency.

Question 8

What is the main reason for organizing employee involvement groups?

Accepted Answer

A)  to identify safety concerns 
B)  to recognize and correct discrimination issues 
C)  to have employees use their knowledge to identify and solve organizational problems 
D)  to reduce employee complaints, thereby fostering organizational success 
A)  to identify safety concerns 
B)  to recognize and correct discrimination issues 
C)  to have employees use their knowledge to identify and solve organizational problems 
D)  to reduce employee complaints, thereby fostering organizational success

Question 9

Which of the following refers to a volume compiled by the Canadian federal government that contains standardized and comprehensive descriptions of approximately 25,000 occupational titles?

Accepted Answer

A)  the National Occupational Classification 
B)  the Dictionary of Careers 
C)  the Job Classification Guide 
D)  the Job Description and Occupational Guide 
A)  the National Occupational Classification 
B)  the Dictionary of Careers 
C)  the Job Classification Guide 
D)  the Job Description and Occupational Guide

Question 10

Scenario 4.2
CanBank is a new financial institution with a workforce that values work-life balance. The CEO, Aren Ami, wants to experiment with different work schedules so as to address the needs of the employees. He is considering several options: a 4-day, 40-hour workweek; allowing employees to choose start and end times for the workday provided they work a certain number of hours per week; allowing two or more employees to perform a job normally done by one person; and allowing some employees to do work from home that is normally done in the office. The CEO knows that there are pros and cons of each option that he has to weigh.
-Refer to Scenario 4.2. What is the term for the option where employees choose start and end times for their workdays provided they work a specified number of hours in the week?

Accepted Answer

A)  job sharing 
B)  telecommuting 
C)  shortened workweek 
D)  flextime 
A)  job sharing 
B)  telecommuting 
C)  shortened workweek 
D)  flextime

Question 11

When writing a job description, it is essential to use statements that are terse, direct, and simply worded.

Accepted Answer

A) True 
 B)False

Question 12

A job consists of different duties and responsibilities performed by one person.

Accepted Answer

A) True 
 B)False

Question 13

Sally is interviewing an employee, asking him to describe his job, how it is performed, what work is done, and what tools and equipment are used. What style of job analysis is Sally performing?

Accepted Answer

A)  the critical incidents style of job analysis 
B)  the task analysis style of job analysis 
C)  the PAQ style of job analysis 
D)  the occupation classification style of job analysis 
A)  the critical incidents style of job analysis 
B)  the task analysis style of job analysis 
C)  the PAQ style of job analysis 
D)  the occupation classification style of job analysis

Question 14

There are many methods of job analysis and many different ways of compiling the data, but all of the methods rely on some form of employee/job incumbent interview.

Accepted Answer

A) True 
 B)False

Question 15

Human rights legislation requires that the specific performance requirements of a job be based on which of the following?

Accepted Answer

A)  common practices in industry 
B)  past practices 
C)  valid job-related criteria 
D)  the National Occupational Classification 
A)  common practices in industry 
B)  past practices 
C)  valid job-related criteria 
D)  the National Occupational Classification

Question 16

What can result from generically written job descriptions?

Accepted Answer

A)  role ambiguity 
B)  continuous improvement 
C)  restructuring 
D)  self-motivation 
A)  role ambiguity 
B)  continuous improvement 
C)  restructuring 
D)  self-motivation

Question 17

Job specifications usually cover two areas: (1)the skill required to perform the job and (2)the level of autonomy inherent in the position.

Accepted Answer

A) True 
 B)False

Question 18

If the criteria used to evaluate employee performance are vague and not job related, what is the most likely result?

Accepted Answer

A)  the organization can be charged with unfair discrimination 
B)  the organization can suffer productivity losses 
C)  the organization can suffer from bad publicity 
D)  the organization can suffer from lack of trust and commitment from employees 
A)  the organization can be charged with unfair discrimination 
B)  the organization can suffer productivity losses 
C)  the organization can suffer from bad publicity 
D)  the organization can suffer from lack of trust and commitment from employees

Question 19

Scenario 4.2
CanBank is a new financial institution with a workforce that values work-life balance. The CEO, Aren Ami, wants to experiment with different work schedules so as to address the needs of the employees. He is considering several options: a 4-day, 40-hour workweek; allowing employees to choose start and end times for the workday provided they work a certain number of hours per week; allowing two or more employees to perform a job normally done by one person; and allowing some employees to do work from home that is normally done in the office. The CEO knows that there are pros and cons of each option that he has to weigh.
-Refer to Scenario 4.2. Which of the following is NOT a reason cited for flextime?

Accepted Answer

A)  improving organizational culture 
B)  meeting the challenges of age diversity 
C)  improving customer service by extending operating hours 
D)  improving quality of employees' work 
A)  improving organizational culture 
B)  meeting the challenges of age diversity 
C)  improving customer service by extending operating hours 
D)  improving quality of employees' work

Question 20

Managers cite one of the reasons for implementing compressed workweek schedules as that it can improve employee job satisfaction and morale.

Accepted Answer

A) True 
 B)False

Adjustments in work schedules are considered to be a part of job analysis and job design.

Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in performance appraisal.

Which of the following job analysis methods utilize "interviews"?

What is a job?

Which of the following is an example of an employee involvement group?

Which of the following is most correct when it comes to job analysis?

What is the main difference between job analysis and job design?

What is the main reason for organizing employee involvement groups?

Which of the following refers to a volume compiled by the Canadian federal government that contains standardized and comprehensive descriptions of approximately 25,000 occupational titles?

When writing a job description, it is essential to use statements that are terse, direct, and simply worded.

A job consists of different duties and responsibilities performed by one person.

Sally is interviewing an employee, asking him to describe his job, how it is performed, what work is done, and what tools and equipment are used. What style of job analysis is Sally performing?

There are many methods of job analysis and many different ways of compiling the data, but all of the methods rely on some form of employee/job incumbent interview.

Human rights legislation requires that the specific performance requirements of a job be based on which of the following?

What can result from generically written job descriptions?

Job specifications usually cover two areas: (1)the skill required to perform the job and (2)the level of autonomy inherent in the position.

If the criteria used to evaluate employee performance are vague and not job related, what is the most likely result?

Managers cite one of the reasons for implementing compressed workweek schedules as that it can improve employee job satisfaction and morale.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

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Exam 4: Job Analysis and Work Design

Adjustments in work schedules are considered to be a part of job analysis and job design.

Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in performance appraisal.

Which of the following job analysis methods utilize "interviews"?

What is a job?

Which of the following is an example of an employee involvement group?

Which of the following is most correct when it comes to job analysis?

What is the main difference between job analysis and job design?

What is the main reason for organizing employee involvement groups?

Which of the following refers to a volume compiled by the Canadian federal government that contains standardized and comprehensive descriptions of approximately 25,000 occupational titles?

When writing a job description, it is essential to use statements that are terse, direct, and simply worded.

A job consists of different duties and responsibilities performed by one person.

Sally is interviewing an employee, asking him to describe his job, how it is performed, what work is done, and what tools and equipment are used. What style of job analysis is Sally performing?

There are many methods of job analysis and many different ways of compiling the data, but all of the methods rely on some form of employee/job incumbent interview.

Human rights legislation requires that the specific performance requirements of a job be based on which of the following?

What can result from generically written job descriptions?

Job specifications usually cover two areas: (1)the skill required to perform the job and (2)the level of autonomy inherent in the position.

If the criteria used to evaluate employee performance are vague and not job related, what is the most likely result?

Managers cite one of the reasons for implementing compressed workweek schedules as that it can improve employee job satisfaction and morale.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters