Question 1

A manager uses the information in a job analysis for all of the following EXCEPT ________.

Accepted Answer

A)  assessing training requirements 
B)  complying with FCC regulations 
C)  determining appropriate compensation 
D)  recruiting and selecting individuals for a job 
E)  providing accurate performance appraisals 
A)  assessing training requirements 
B)  complying with FCC regulations 
C)  determining appropriate compensation 
D)  recruiting and selecting individuals for a job 
E)  providing accurate performance appraisals

Question 2

Quantitative approaches for collecting job analysis data are more appropriate than qualitative approaches when a manager seeks to compare jobs for pay purposes.

Accepted Answer

A) True 
 B)False

Question 3

According to research,each of the following work behaviors is considered important in all jobs EXCEPT ________.

Accepted Answer

A)  thoroughness 
B)  attendance 
C)  experience 
D)  schedule flexibility 
E)  industriousness 
A)  thoroughness 
B)  attendance 
C)  experience 
D)  schedule flexibility 
E)  industriousness

Question 4

Which data collection method is most frequently used in conjunction with direct observation?

Accepted Answer

A)  interview 
B)  questionnaire 
C)  diary 
D)  electronic log 
E)  survey 
A)  interview 
B)  questionnaire 
C)  diary 
D)  electronic log 
E)  survey

Question 5

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

Accepted Answer

A) True 
 B)False

Question 6

The fourth step in conducting a job analysis most likely involves collecting data about all of the following EXCEPT ________.

Accepted Answer

A)  necessary employee behaviors 
B)  required employee abilities 
C)  typical working conditions 
D)  employee turnover rates 
E)  specific job activities 
A)  necessary employee behaviors 
B)  required employee abilities 
C)  typical working conditions 
D)  employee turnover rates 
E)  specific job activities

Question 7

Questionnaires developed for the purpose of job analysis are always structured in the form of checklists so that the information can easily be entered into a database.

Accepted Answer

A) True 
 B)False

Question 8

Most job descriptions contain sections that cover all of the following EXCEPT ________.

Accepted Answer

A)  job summary 
B)  performance standards 
C)  working conditions 
D)  responsibilities 
E)  required overtime 
A)  job summary 
B)  performance standards 
C)  working conditions 
D)  responsibilities 
E)  required overtime

Question 9

Which of the following is the primary source of information an employer uses to write a job specification?

Accepted Answer

A)  job summary 
B)  work functions 
C)  job description 
D)  performance standards 
E)  personnel replacement charts 
A)  job summary 
B)  work functions 
C)  job description 
D)  performance standards 
E)  personnel replacement charts

Question 10

Which of the following is the primary disadvantage of using interviews to collect job analysis data?

Accepted Answer

A)  Interviews are a complicated method for collecting information. 
B)  Employees may exaggerate or minimize some information. 
C)  Interviews provide only general information about a worker's duties. 
D)  Employees may reveal minimal information about their daily activities. 
E)  Interviews may require managers to reveal the job analysis function. 
A)  Interviews are a complicated method for collecting information. 
B)  Employees may exaggerate or minimize some information. 
C)  Interviews provide only general information about a worker's duties. 
D)  Employees may reveal minimal information about their daily activities. 
E)  Interviews may require managers to reveal the job analysis function.

Question 11

Which of the following questions will most likely be addressed by a manager who is writing a job description based on a competency-based job analysis?

Accepted Answer

A)  What are the typical duties associated with this job? 
B)  What are the working conditions and safety issues related to this job? 
C)  What opportunities for advancement are available to an employee in this job? 
D)  What should the employee be able to do in order to competently perform this job? 
E)  What machines or equipment is the job holder responsible for operating on a daily basis? 
A)  What are the typical duties associated with this job? 
B)  What are the working conditions and safety issues related to this job? 
C)  What opportunities for advancement are available to an employee in this job? 
D)  What should the employee be able to do in order to competently perform this job? 
E)  What machines or equipment is the job holder responsible for operating on a daily basis?

Question 12

British Petroleum implemented a competency-based skills matrix for its employees.As a result,employee training,appraisals,and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.

Accepted Answer

A) True 
 B)False

Question 13

The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job.

Accepted Answer

A)  organization chart 
B)  job analysis 
C)  work aid 
D)  job context 
E)  job description 
A)  organization chart 
B)  job analysis 
C)  work aid 
D)  job context 
E)  job description

Question 14

Conducting the job analysis is the sole responsibility of the HR specialist.

Accepted Answer

A) True 
 B)False

Question 15

Informal interviews provide quantitative job analysis information,which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.

Accepted Answer

A) True 
 B)False

Question 16

What is the final step in conducting a job analysis?

Accepted Answer

A)  conducting an exit interview of all participants 
B)  writing a job description and job specifications 
C)  validating all of the collected job data 
D)  collecting data on specific job activities 
E)  reviewing relevant background information 
A)  conducting an exit interview of all participants 
B)  writing a job description and job specifications 
C)  validating all of the collected job data 
D)  collecting data on specific job activities 
E)  reviewing relevant background information

Question 17

An employer is required to make a "reasonable accommodation" for a disabled individual in which of the following situations?

Accepted Answer

A)  if a disabled person has the necessary skills, education, and experience to perform the job but is prevented by the job's current structure 
B)  when an employer fails to provide a job description for a position that a disabled person would most likely be able to perform 
C)  if making changes would present the employer with an undue hardship 
D)  each time that a disabled individual applies for a position 
E)  if the job function is essential 
A)  if a disabled person has the necessary skills, education, and experience to perform the job but is prevented by the job's current structure 
B)  when an employer fails to provide a job description for a position that a disabled person would most likely be able to perform 
C)  if making changes would present the employer with an undue hardship 
D)  each time that a disabled individual applies for a position 
E)  if the job function is essential

Question 18

ABC Widgets,Inc.wants to develop a high-performance work system,so its HR department should develop traditional job descriptions rather than competency-based job descriptions.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following refers to the human requirements needed for a job,such as education,skills,and personality?

Accepted Answer

A)  job specifications 
B)  job analysis 
C)  job placement 
D)  job context 
E)  job descriptions 
A)  job specifications 
B)  job analysis 
C)  job placement 
D)  job context 
E)  job descriptions

Question 20

Job analysts collecting information through observations and interviews benefit from the use of a(n)________ to guide the process and ensure consistency.

Accepted Answer

A)  structured list 
B)  electronic diary 
C)  job description 
D)  organization chart 
E)  position analysis questionnaire 
A)  structured list 
B)  electronic diary 
C)  job description 
D)  organization chart 
E)  position analysis questionnaire

A manager uses the information in a job analysis for all of the following EXCEPT ________.

Quantitative approaches for collecting job analysis data are more appropriate than qualitative approaches when a manager seeks to compare jobs for pay purposes.

According to research,each of the following work behaviors is considered important in all jobs EXCEPT ________.

Which data collection method is most frequently used in conjunction with direct observation?

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

The fourth step in conducting a job analysis most likely involves collecting data about all of the following EXCEPT ________.

Questionnaires developed for the purpose of job analysis are always structured in the form of checklists so that the information can easily be entered into a database.

Most job descriptions contain sections that cover all of the following EXCEPT ________.

Which of the following is the primary source of information an employer uses to write a job specification?

Which of the following is the primary disadvantage of using interviews to collect job analysis data?

Which of the following questions will most likely be addressed by a manager who is writing a job description based on a competency-based job analysis?

British Petroleum implemented a competency-based skills matrix for its employees.As a result,employee training,appraisals,and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.

The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job.

Conducting the job analysis is the sole responsibility of the HR specialist.

Informal interviews provide quantitative job analysis information,which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.

What is the final step in conducting a job analysis?

An employer is required to make a "reasonable accommodation" for a disabled individual in which of the following situations?

ABC Widgets,Inc.wants to develop a high-performance work system,so its HR department should develop traditional job descriptions rather than competency-based job descriptions.

Which of the following refers to the human requirements needed for a job,such as education,skills,and personality?

Job analysts collecting information through observations and interviews benefit from the use of a(n)________ to guide the process and ensure consistency.

Introduction to Human Resource Management

Equal Opportunity and the Law

The Manager's Role in Strategic Human Resource Management

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

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

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 4: Job Analysis

A manager uses the information in a job analysis for all of the following EXCEPT ________.

Quantitative approaches for collecting job analysis data are more appropriate than qualitative approaches when a manager seeks to compare jobs for pay purposes.

According to research,each of the following work behaviors is considered important in all jobs EXCEPT ________.

Which data collection method is most frequently used in conjunction with direct observation?

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

The fourth step in conducting a job analysis most likely involves collecting data about all of the following EXCEPT ________.

Questionnaires developed for the purpose of job analysis are always structured in the form of checklists so that the information can easily be entered into a database.

Most job descriptions contain sections that cover all of the following EXCEPT ________.

Which of the following is the primary source of information an employer uses to write a job specification?

Which of the following is the primary disadvantage of using interviews to collect job analysis data?

Which of the following questions will most likely be addressed by a manager who is writing a job description based on a competency-based job analysis?

British Petroleum implemented a competency-based skills matrix for its employees.As a result,employee training,appraisals,and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.

The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job.

Conducting the job analysis is the sole responsibility of the HR specialist.

Informal interviews provide quantitative job analysis information,which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.

What is the final step in conducting a job analysis?

An employer is required to make a "reasonable accommodation" for a disabled individual in which of the following situations?

ABC Widgets,Inc.wants to develop a high-performance work system,so its HR department should develop traditional job descriptions rather than competency-based job descriptions.

Which of the following refers to the human requirements needed for a job,such as education,skills,and personality?

Job analysts collecting information through observations and interviews benefit from the use of a(n)________ to guide the process and ensure consistency.

Introduction to Human Resource Management

Equal Opportunity and the Law

The Manager's Role in Strategic Human Resource Management

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

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

Managing Human Resources in Entrepreneurial Firms

Filters