Question 1

The reliability and validity of quantitative methods of job analysis has significantly reduced the importance of human judgment in job analysis.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following statements regarding reliability of job analyses is not true?

Accepted Answer

A) Reliability is higher when analysts are professionals. 
B)  Differences in performance across incumbents affects reliability. 
C)  Gender and race of analysts affects reliability. 
D)  Reliability is higher for specific tasks than general ones. 
A) Reliability is higher when analysts are professionals. 
B)  Differences in performance across incumbents affects reliability. 
C)  Gender and race of analysts affects reliability. 
D)  Reliability is higher for specific tasks than general ones.

Question 3

To be valid,acceptable,and useful,job information must be _____.

Accepted Answer

A)  authentic 
B)  technical 
C)  industry specific 
D)  up to date 
A)  authentic 
B)  technical 
C)  industry specific 
D)  up to date

Question 4

The verification step of the government job analysis method is always conducted with _____.

Accepted Answer

A)  the HR manager 
B)  all interviewees 
C)  the supervisor or manager 
D)  high-performing employees 
A)  the HR manager 
B)  all interviewees 
C)  the supervisor or manager 
D)  high-performing employees

Question 5

The way to increase validity is to understand and reduce sources of difference.

Accepted Answer

A) True 
 B)False

Question 6

_____ looks at how an organization does its work: activities pursued to accomplish specific objectives for specific customers.

Accepted Answer

A)  Job analysis 
B)  Market analysis 
C)  Job structure 
D)  Supply chain analysis 
A)  Job analysis 
B)  Market analysis 
C)  Job structure 
D)  Supply chain analysis

Question 7

Both skills and competencies can be used as the basis for developing an internal structure.

Accepted Answer

A) True 
 B)False

Question 8

Employers are more likely to collect task-level job information when jobs are flexible and fast-changing.

Accepted Answer

A) True 
 B)False

Question 9

The first major decision in job analysis is _____.

Accepted Answer

A)  how to collect information 
B)  who to involve 
C)  what information is needed 
D)  why perform job analysis 
A)  how to collect information 
B)  who to involve 
C)  what information is needed 
D)  why perform job analysis

Question 10

Which of the following is not part of the process of creating an internal job structure?

Accepted Answer

A)  Collect and summarize work content information 
B)  Determine what to value 
C)  Quantify the relative value 
D)  Assess the cost of the product or service 
A)  Collect and summarize work content information 
B)  Determine what to value 
C)  Quantify the relative value 
D)  Assess the cost of the product or service

Question 11

Most organizations do not regularly (annual or semi-annual)update their job analyses.

Accepted Answer

A) True 
 B)False

Question 12

One of the best ways to increase employee acceptance for job analysis is to

Accepted Answer

A)  reduce costs. 
B)  meet Fair Labor Standards Act requirements. 
C)  increase reliability. 
D)  increase the involvement of employees. 
A)  reduce costs. 
B)  meet Fair Labor Standards Act requirements. 
C)  increase reliability. 
D)  increase the involvement of employees.

Question 13

The job analysis method that uses information input,work output,job context,and relationships with other persons is _____.

Accepted Answer

A)  task inventories 
B)  PAQ 
C)  essential elements 
D)  Job Tasks and Elements Inventory 
A)  task inventories 
B)  PAQ 
C)  essential elements 
D)  Job Tasks and Elements Inventory

Question 14

Some organizations analyze work content as part of work flow and supply chain analysis.

Accepted Answer

A) True 
 B)False

Question 15

The Position Analysis Questionnaire analyzes jobs in terms of _____.

Accepted Answer

A)  job data 
B)  duties and responsibilities 
C)  job elements and tasks 
D)  employee data 
A)  job data 
B)  duties and responsibilities 
C)  job elements and tasks 
D)  employee data

Question 16

The Americans with Disabilities Act has led to a significant increase in the employment rate of people with disabilities.

Accepted Answer

A) True 
 B)False

Question 17

According to government procedures of the job analysis process,the first interview should be conducted with the _____.

Accepted Answer

A)  incumbent's supervisor 
B)  incumbent 
C)  HR manager 
D)  incumbent's co-workers 
A)  incumbent's supervisor 
B)  incumbent 
C)  HR manager 
D)  incumbent's co-workers

Question 18

A job analysis should include poor performers as well as high performing employees.

Accepted Answer

A) True 
 B)False

Question 19

When job analysis shows managers and employees disagree on parts of a job,what is the best answer?

Accepted Answer

A)  Collect more data 
B)  Use quantitative job analysis 
C)  Refer the problem to the compensation committee 
D)  Use an experienced compensation consultant 
A)  Collect more data 
B)  Use quantitative job analysis 
C)  Refer the problem to the compensation committee 
D)  Use an experienced compensation consultant

Question 20

Which of following job analysis methods can analyze the widest variety of jobs?

Accepted Answer

A)  PAQ 
B)  task inventories 
C)  conventional job analysis 
D)  analyst interviews 
A)  PAQ 
B)  task inventories 
C)  conventional job analysis 
D)  analyst interviews

The reliability and validity of quantitative methods of job analysis has significantly reduced the importance of human judgment in job analysis.

Which of the following statements regarding reliability of job analyses is not true?

To be valid,acceptable,and useful,job information must be _____.

The verification step of the government job analysis method is always conducted with _____.

The way to increase validity is to understand and reduce sources of difference.

_____ looks at how an organization does its work: activities pursued to accomplish specific objectives for specific customers.

Both skills and competencies can be used as the basis for developing an internal structure.

Employers are more likely to collect task-level job information when jobs are flexible and fast-changing.

The first major decision in job analysis is _____.

Which of the following is not part of the process of creating an internal job structure?

Most organizations do not regularly (annual or semi-annual)update their job analyses.

One of the best ways to increase employee acceptance for job analysis is to

The job analysis method that uses information input,work output,job context,and relationships with other persons is _____.

Some organizations analyze work content as part of work flow and supply chain analysis.

The Position Analysis Questionnaire analyzes jobs in terms of _____.

The Americans with Disabilities Act has led to a significant increase in the employment rate of people with disabilities.

According to government procedures of the job analysis process,the first interview should be conducted with the _____.

A job analysis should include poor performers as well as high performing employees.

When job analysis shows managers and employees disagree on parts of a job,what is the best answer?

Which of following job analysis methods can analyze the widest variety of jobs?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 4: Job Analysis

The reliability and validity of quantitative methods of job analysis has significantly reduced the importance of human judgment in job analysis.

Which of the following statements regarding reliability of job analyses is not true?

To be valid,acceptable,and useful,job information must be _____.

The verification step of the government job analysis method is always conducted with _____.

The way to increase validity is to understand and reduce sources of difference.

_____ looks at how an organization does its work: activities pursued to accomplish specific objectives for specific customers.

Both skills and competencies can be used as the basis for developing an internal structure.

Employers are more likely to collect task-level job information when jobs are flexible and fast-changing.

The first major decision in job analysis is _____.

Which of the following is not part of the process of creating an internal job structure?

Most organizations do not regularly (annual or semi-annual)update their job analyses.

One of the best ways to increase employee acceptance for job analysis is to

The job analysis method that uses information input,work output,job context,and relationships with other persons is _____.

Some organizations analyze work content as part of work flow and supply chain analysis.

The Position Analysis Questionnaire analyzes jobs in terms of _____.

The Americans with Disabilities Act has led to a significant increase in the employment rate of people with disabilities.

According to government procedures of the job analysis process,the first interview should be conducted with the _____.

A job analysis should include poor performers as well as high performing employees.

When job analysis shows managers and employees disagree on parts of a job,what is the best answer?

Which of following job analysis methods can analyze the widest variety of jobs?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters