Question 1

The first step in the job analysis process is to __________.

Accepted Answer

A)  determine how the job analysis information will be used 
B)  select the job to be analyzed 
C)  examine the total organization and the fit of each job. 
D)  determine how to conduct the job analysis 
A)  determine how the job analysis information will be used 
B)  select the job to be analyzed 
C)  examine the total organization and the fit of each job. 
D)  determine how to conduct the job analysis

Question 2

What is the relationship between O*NET and DOT?

Accepted Answer

In the 1990s,the U.S.Department of Labor

Question 3

The Occupational Information Network _________.

Accepted Answer

A)  replaced the DOT 
B)  describes job KOs 
C)  encompasses over 100 years of occupational knowledge 
D)  All of the above are correct. 
A)  replaced the DOT 
B)  describes job KOs 
C)  encompasses over 100 years of occupational knowledge 
D)  All of the above are correct.

Question 4

The common metric questionnaire has the advantage of ________________.

Accepted Answer

A)  having a more appropriate reading level 
B)  being more behaviorally concrete 
C)  being appropriate for both exempt and nonexempt employees 
D)  All of these responses are correct. 
A)  having a more appropriate reading level 
B)  being more behaviorally concrete 
C)  being appropriate for both exempt and nonexempt employees 
D)  All of these responses are correct.

Question 5

Why is objectivity difficult to achieve when incumbents conduct the job analysis?

Accepted Answer

Because incumbents t

Question 6

All of the following are dimensions on which PAQ ratings are scored except:

Accepted Answer

A)  Decision making 
B)  Social responsibilities 
C)  Operating vehicles or equipment 
D)  Performing unskilled activities 
A)  Decision making 
B)  Social responsibilities 
C)  Operating vehicles or equipment 
D)  Performing unskilled activities

Question 7

The Uniform Guidelines on Employee Selection Procedures is a set of policies designed to minimize or prevent workplace sexual harassment.

Accepted Answer

A) True 
 B)False

Question 8

_______________ are general attributes that employees need to do well across multiple jobs or within the organization as a whole.

Accepted Answer

A)  Competencies 
B)  Intelligences 
C)  Abilities 
D)  Attitudes 
A)  Competencies 
B)  Intelligences 
C)  Abilities 
D)  Attitudes

Question 9

Identify two major problems with the Position Analysis Questionnaire.How would you address them?

Accepted Answer

Any two of the following:(a)It is long,s

Question 10

The notion of satisfying employees' needs as a way of designing jobs comes from ___________.

Accepted Answer

A)  Mayo's essay on motivation 
B)  F.W.Taylor's model of scientific management 
C)  Frederic Herzberg's two-factor 
D)  Ivoncevich's multifactor theory 
A)  Mayo's essay on motivation 
B)  F.W.Taylor's model of scientific management 
C)  Frederic Herzberg's two-factor 
D)  Ivoncevich's multifactor theory

Question 11

Before asking employees and supervisors for their assistance in conducting several job analyses,HR managers need to ___________________.

Accepted Answer

A)  have the employees sign disclosure statements 
B)  inform the employees of their rights under the UGESP 
C)  communicate to these individuals why job analyses are important and how the information will be used 
D)  balance the employee pool to ensure diversity in the sample 
A)  have the employees sign disclosure statements 
B)  inform the employees of their rights under the UGESP 
C)  communicate to these individuals why job analyses are important and how the information will be used 
D)  balance the employee pool to ensure diversity in the sample

Question 12

A written summary of the job as an identifiable organizational unit is called a ________.

Accepted Answer

A)  job analysis 
B)  job description 
C)  job specification 
D)  position analysis 
A)  job analysis 
B)  job description 
C)  job specification 
D)  position analysis

Question 13

Differences among job incumbents should be disregarded during the analysis of JAIF information.

Accepted Answer

A) True 
 B)False

Question 14

What is a process chart and how is it different from an organization chart?

Accepted Answer

The process chart shows how a specific s

Question 15

____________ are a set of policies designed to minimize or prevent workplace discrimination practices.

Accepted Answer

A)  Federal Guidelines to Prevent Discrimination 
B)  Uniform Guidelines on Employee Selection Procedures 
C)  Uniform Guidelines on Employee Discrimination 
D)  EEOC Bulletins on Discrimination 
A)  Federal Guidelines to Prevent Discrimination 
B)  Uniform Guidelines on Employee Selection Procedures 
C)  Uniform Guidelines on Employee Discrimination 
D)  EEOC Bulletins on Discrimination

Question 16

A process chart presents the relationships among departments and units of the firm.

Accepted Answer

A) True 
 B)False

Question 17

The ___________________ presents the relationships among departments and units of the firm.

Accepted Answer

A)  relationship chart 
B)  organizational chart 
C)  line chart 
D)  responsibility chart 
A)  relationship chart 
B)  organizational chart 
C)  line chart 
D)  responsibility chart

Question 18

When a skill deficiency exists for a reengineered organization,it can be eliminated through:

Accepted Answer

A)  training 
B)  redeployment 
C)  outsourcing 
D)  All of the choices are correct. 
A)  training 
B)  redeployment 
C)  outsourcing 
D)  All of the choices are correct.

Question 19

Interviews are difficult to standardize for three reasons.What are they?

Accepted Answer

(1)Different interviewers may ask differ

Question 20

The most widely used technique in collecting data for job analysis is _______________.

Accepted Answer

A)  the interview 
B)  observation 
C)  the questionnaire 
D)  the incumbent diary 
A)  the interview 
B)  observation 
C)  the questionnaire 
D)  the incumbent diary

The first step in the job analysis process is to __________.

What is the relationship between O*NET and DOT?

The Occupational Information Network _________.

The common metric questionnaire has the advantage of ________________.

Why is objectivity difficult to achieve when incumbents conduct the job analysis?

All of the following are dimensions on which PAQ ratings are scored except:

The Uniform Guidelines on Employee Selection Procedures is a set of policies designed to minimize or prevent workplace sexual harassment.

_______________ are general attributes that employees need to do well across multiple jobs or within the organization as a whole.

Identify two major problems with the Position Analysis Questionnaire.How would you address them?

The notion of satisfying employees' needs as a way of designing jobs comes from ___________.

Before asking employees and supervisors for their assistance in conducting several job analyses,HR managers need to ___________________.

A written summary of the job as an identifiable organizational unit is called a ________.

Differences among job incumbents should be disregarded during the analysis of JAIF information.

What is a process chart and how is it different from an organization chart?

____________ are a set of policies designed to minimize or prevent workplace discrimination practices.

A process chart presents the relationships among departments and units of the firm.

The ___________________ presents the relationships among departments and units of the firm.

When a skill deficiency exists for a reengineered organization,it can be eliminated through:

Interviews are difficult to standardize for three reasons.What are they?

The most widely used technique in collecting data for job analysis is _______________.

Human Resource Management

A Strategic Management Approach to Human Resource Management

Legal Environment of Human Resource Management Equal Employment Opportunity

Global Human Resource Management

Human Resource Planning

Recruitment

Selecting Effective Employees

Performance Evaluation and Management

Compensation: An Overview

Compensation: Methods and Policies

Employee Benefits and Services

Training and Development

Career Planning and Development

Labor Relations and Collective Bargaining

Managing Employee Discipline

Promoting Safety and Health

Filters

Exam 6: Job Analysis and Design

The first step in the job analysis process is to __________.

What is the relationship between O*NET and DOT?

The Occupational Information Network _________.

The common metric questionnaire has the advantage of ________________.

Why is objectivity difficult to achieve when incumbents conduct the job analysis?

All of the following are dimensions on which PAQ ratings are scored except:

The Uniform Guidelines on Employee Selection Procedures is a set of policies designed to minimize or prevent workplace sexual harassment.

_______________ are general attributes that employees need to do well across multiple jobs or within the organization as a whole.

Identify two major problems with the Position Analysis Questionnaire.How would you address them?

The notion of satisfying employees' needs as a way of designing jobs comes from ___________.

Before asking employees and supervisors for their assistance in conducting several job analyses,HR managers need to ___________________.

A written summary of the job as an identifiable organizational unit is called a ________.

Differences among job incumbents should be disregarded during the analysis of JAIF information.

What is a process chart and how is it different from an organization chart?

____________ are a set of policies designed to minimize or prevent workplace discrimination practices.

A process chart presents the relationships among departments and units of the firm.

The ___________________ presents the relationships among departments and units of the firm.

When a skill deficiency exists for a reengineered organization,it can be eliminated through:

Interviews are difficult to standardize for three reasons.What are they?

The most widely used technique in collecting data for job analysis is _______________.

Human Resource Management

A Strategic Management Approach to Human Resource Management

Legal Environment of Human Resource Management Equal Employment Opportunity

Global Human Resource Management

Human Resource Planning

Recruitment

Selecting Effective Employees

Performance Evaluation and Management

Compensation: An Overview

Compensation: Methods and Policies

Employee Benefits and Services

Training and Development

Career Planning and Development

Labor Relations and Collective Bargaining

Managing Employee Discipline

Promoting Safety and Health

Filters