Deck 4: Job Analysis and Competency Models

Question 1

What is the meaning of job family?

A) a collection of positions with related job activities and duties
B) a set of related jobs that rely on the same knowledge, skills, abilities and other attributes
C) the knowledge, skills, and abilities required to perform work
D) the tasks, duties, and responsibilities associated with work

Answer 1

B

Question 2

What are NOT potential outcomes of the job analysis process?

A) job descriptions and job design
B) job evaluation and performance measures
C) organizational analysis and performance standards
D) person-job fit and person-organization fit

Answer 2

C

Question 3

Which of the following best defines work analysis?

A) the knowledge, skills, abilities, and other attributes that are needed by a job incumbent to do well on a job
B) the process of collecting information about jobs for the purpose of recruitment and selection
C) the systematic process for gathering, documenting, and analyzing data about the work required for a job
D) a review of the whole job, not the constituent parts

Answer 3

C

Question 4

Which of the following would NOT typically be used as data for a job analysis?

A) performance
B) standards
C) responsibilities
D) knowledge

Question 5

Which concept describes the process of collecting information about jobs by any method for any purpose?

A) organizational analysis
B) job analysis
C) work analysis
D) needs analysis

Question 6

Why are subject-matter experts needed when conducting a job analysis?

A) They are an inexpensive source of information for an organization.
B) They are the most knowledgeable about a job and how it is currently performed.
C) They add external validity to the organization with external comparisons to jobs.
D) They provide more accurate information than job incumbents and supervisors.

Question 7

What would you include in the job requirements section of the job descriptions?

A) a description of the competency framework
B) the responsibilities of and results to be accomplished in the job
C) the specific performance requirements and tasks required to perform the job
D) the knowledge, skills, abilities, or other attributes or competencies that employees must possess in order to perform the duties and responsibilities

Question 8

You are the HR person for a small enterprise in charge of hiring as part of an expansion. You want to be sure that you hire the right people for the new positions. The first question that comes to mind is how to identify exactly who you are looking for. A job analysis will help you get the necessary information. Job analyses procedures can be very elaborate; however, a job analysis is nothing more than finding answers to a series of questions about the job. Ask yourself a series of questions that will help you find the right person.
In this situation, which of the following questions would you NOT ask to collect information in a job analysis?

A) Will there be any differences in the job in the future relative to the past?
B) What do you wish your new hires to accomplish?
C) What do people who hold similar jobs think about the knowledge, skills, abilities and other attributes needed?
D) Will the employees do different things on different days?

Question 9

What is the definition of a job?

A) a collection of positions that are similar in their significant duties
B) the different duties and responsibilities performed by one employee
C) the knowledge, skills, and abilities required to perform work
D) the tasks, duties, and responsibilities associated with work

Question 10

What is NOT a problem associated with job descriptions?

A) Duties may be prioritized and weighted.
B) Job descriptions may be vague or poorly written.
C) Specifications may include illegal requirements.
D) Job descriptions may not be updated regularly.

Question 11

What is the definition of job specifications?

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

Question 12

According to Harvey, which of the following should NOT be considered when choosing a job analysis method?

A) The job analysis should not include personal characteristics or attributes of the current employees.
B) The job specifications must be well linked to the incumbent's knowledge, skills and abilities.
C) The job analysis must describe observable work behaviours.
D) The job analysis must produce outcomes that are verifiable and replicable.

Question 13

According to Diedorff and Wilson, which group of individuals provides more accurate information for job analysis given their use of self-report and survey instruments?

A) human resources managers
B) trained professional job analysts
C) job incumbents
D) supervisors

Question 14

What source of data is NOT typically used in a job analysis?

A) employees
B) managers
C) shareholders
D) supervisors

Question 15

Which of the following does NOT describe one of the three key considerations in job analysis?

A) A job analysis is a formal, structured process carried out under a set of guidelines established in advance.
B) A job analysis refers to a single methodology.
C) A job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.
D) A job analysis uses a range of techniques.

Question 16

What is the term for a written description of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures?

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

Question 17

Which country has NOT been strongly influenced by Title VII of the 1964 Civil Rights Act in the United States?

A) Canada
B) United Kingdom
C) Australia
D) New Zealand

Question 18

A hospital employs a variety of individuals as nurses, doctors, technicians and so forth. How would these generic groups be classified?

A) by position
B) by role
C) by worker
D) by job

Question 19

Why is a job analysis important for recruitment and selection?

A) It is the first line of defence when selection procedures are legally challenged.
B) It emphasizes selection skills and responsibilities while de-emphasizing effort and working conditions.
C) It provides subjective evidence of the skills and abilities required for effective job performance.
D) It establishes the worth of a job and defines it in measurable terms.

Question 20

Which of the following best defines a job position?

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

Question 21

If the competency of an accounting job position was organizing and executing, what is the predictor of the competency?

A) extroversion
B) agreeableness
C) conscientiousness
D) emotional stability

Question 22

What job analysis technique would you use in a traditional organization where employees' tasks are routine?

A) self-oriented analysis
B) work-oriented analysis
C) worker-oriented analysis
D) group-oriented analysis

Question 23

What might be a concern if an organization decides to use a competency-based job analysis?

A) that characteristics and behaviours of successful performers cannot be defined
B) that the unprecedented change in today's workplace requires clear measurable job descriptions
C) the difficulty in predicting future job needs and the lack of validity and legal defensibility
D) the expectation that all employees should possess core competencies that relate to the organization's goals

Question 24

What is the objective of the critical incident method of job analysis?

A) to prioritize job duties and responsibilities
B) to generate behaviour-focused descriptions of work activities
C) to identify critical job duties, tasks, and competencies
D) to provide information for job evaluation

Question 25

What term defines groups of related behaviours that are needed for successful job performance in an organization?

A) traits inventories
B) job elements
C) competencies
D) specializations

Question 26

What job analysis method utilizes work sampling and employee diaries/logs?

A) interview
B) questionnaire
C) observation
D) combination

Question 27

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. Why would it be important for Scribe Engineering to conduct a job analysis?

A) It is the first line of defence when selection procedures are legally challenged.
B) It emphasizes selection skills and responsibilities, and de-emphasizes effort and working conditions.
C) It provides subjective and objective evidence of the skills and abilities required for effective job performance.
D) It establishes the worth of a job and defines it in measurable terms.

Question 28

What does the acronym KSAO mean?

A) knowledge, skills, attributes, and other abilities
B) know-how, skills, abilities, and organizational alignment
C) know-how, skills, attributes, and organizational fit
D) knowledge, skills, abilities, and other attributes

Question 29

What job analysis technique emphasizes general aspects of the jobs, and describes perceptual, interpersonal, sensory, cognitive, and physical activities?

A) work-oriented analysis
B) self-monitoring analysis
C) structured analysis
D) worker-oriented analysis

Question 30

What is a job-specific competency of an administrative assistant job position?

A) time management
B) relevant knowledge
C) written communication
D) self-image

Question 31

What is a core competency of a technical support job position?

A) oral and written communications
B) knowledge of customer service
C) information gathering
D) applying principles and procedures

Question 32

What job analysis technique emphasizes the characteristics of successful performers rather than standard duties?

A) dynamic job analysis
B) worker-based analysis
C) team-based analysis
D) work-oriented analysis

Question 33

Which of the following is NOT typically characterized as job context?

A) education
B) work schedules
C) organizational culture
D) non-financial incentives

Question 34

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. How might you begin to deal with human rights issues of sex, family, and age discrimination with the office administration employees at Scribe Engineering?

A) File a complaint immediately with the Human Rights Tribunal or Commission.
B) Conduct a job analysis as it would be a legally acceptable way of determining job-relatedness.
C) Ensure management practices do not have a negative effect on employees.
D) Modify any discriminatory employment practices.

Question 35

What type of interview method is recommended for job analysis purposes?

A) behavioural
B) situational
C) structured
D) unstructured

Question 36

What job analysis technique is worker-oriented?

A) Position Analysis Questionnaire
B) Critical Incident Technique
C) Functional Job Analysis
D) Task Inventory

Question 37

Which of the following is NOT a suggested guideline for a job analysis interview?

A) Conduct interviews in a private location.
B) Guide the session without being authoritative or overbearing.
C) Ask open-ended questions, using relevant language to the interviewee.
D) Seek a directive from top management making interviews mandatory for all employees.

Question 38

What source compiled by the Canadian government contains systematically standardized and comprehensive job descriptions in the labour market?

A) National Occupational Classification (NOC)
B) Occupational Information Network (O*NET)
C) Dictionary of Occupational Titles (DOT)
D) Canadian Classification Dictionary of Occupations (CCDO)

Question 39

What is the structured job analysis questionnaire that focuses on the general worker behaviours that make up a job, and includes 195 items and job elements organized into six dimensions?

A) Common-Metric Questionnaire
B) Work Profiling System
C) Position Analysis Questionnaire
D) Functional Job Analysis

Question 40

What job analysis method is adopted by organizations that operate in a rapidly changing environment in which jobs change regularly?

A) dynamic job analysis
B) competency-based analysis
C) team-based analysis
D) work-oriented analysis

Question 41

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. The managers at Scribe Engineering cannot clearly distinguish between a position and a job. Which of the following best defines a job?

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

Question 42

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. Who would be responsible for collecting the job analysis data at Scribe Engineering?

A) the HRM and operating managers
B) a diverse group of subject-matter experts
C) only job incumbents and their supervisors
D) only trained professional job analysts

Question 43

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What are the expected changes in Scribe Engineering's external environment that may affect the company's recruitment and selection process?

A) organizational mission and goals
B) job design
C) organizational strategy
D) competition

Question 44

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. Which of the following will help Scribe Engineering decide to use a competency framework if it needs to ensure that the assessed competency is a skill or ability associated with a high level?

A) salary
B) job performance
C) communication
D) job analysis

Question 45

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. How would you distinguish a job analysis from a job description for the managers at Scribe Engineering?

A) A job analysis is the knowledge, skills, abilities, and other attributes that are needed by a job incumbent to do well on a job.
B) A job analysis is the process of collecting information about jobs for the purpose of recruitment and selection.
C) A job analysis is a systematic process for gathering, documenting, and analyzing data about the work required for a job.
D) A job analysis is a review of the whole job, not the constituent parts.

Question 46

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What major strategic focus in employee selection could distinguish Scribe Engineering as a high-performing organization rather than an underperformer?

A) a linkage between organizational goals and short-term organizational needs
B) a linkage between organizational goals and long-term organizational needs
C) a linkage between organizational and human resource planning needs
D) a linkage between long-term organizational and human resource goals

Question 47

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What would NOT be potential outcomes of Scribe Engineering's job analysis process?

A) job descriptions and job design
B) job evaluation and performance measures
C) organizational analysis and performance standards
D) person-job fit and person-organization fit

Question 48

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What job analysis technique should you utilize at Scribe Engineering?

A) self-oriented
B) work-oriented
C) worker-oriented
D) group-oriented

Question 49

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. In this situation, what is the most important consideration before you begin the job analysis?

A) Identify objectives and ensure management support and employee buy-in.
B) Decide on a job analysis method.
C) Gather existing job-related data.
D) Communicate and explain the job analysis process to all employees.

Question 50

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
What internal influences are affecting the jobs and human resources at Scribe Engineering?

A) the labour market
B) customers
C) the competition
D) job design

Question 51

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What process can you use to ensure the job analysis is anchored into the context of Scribe Engineering's organizational mission and goals?

A) person analysis
B) needs analysis
C) organizational analysis
D) task analysis

Question 52

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. How might you approach the managers at Scribe Engineering who are not receptive to a job analysis process?

A) Focus on involving senior managers in the initial gathering of existing job information.
B) Involve managers and employees prior to the beginning of the job analysis process.
C) Ensure that the completion of questionnaires is mandatory.
D) Include all the hesitant managers in job analysis focus groups.

Question 53

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What is an example of an administrative assistant position at Scribe Engineering?

A) the administrative assistant to the CEO of Scribe Engineering
B) all administrative assistants at Scribe Engineering who are performing similar duties
C) a set of different but related administrative jobs that require the same knowledge, skills, abilities, or other attributes or competencies
D) the work that is done by administrative assistants

Question 54

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. The administrative assistant job description states "the ability to use Excel and Word level II with a proficiency of 90%." What is this an example of?

A) main duties
B) a job specification
C) a job responsibility
D) a performance standard

Question 55

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. Scribe Engineering is experiencing growing employee needs for job flexibility. What are some flexible work options that Scribe Engineering could consider to retain its employees?

A) job sharing and tele work
B) ergonomically designed work stations
C) elimination of routine jobs
D) competency-based jobs

Question 56

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What data would not need to be considered in the job analysis?

A) job performance standards
B) job responsibilities and tasks
C) job predictor criteria and data
D) job conditions and mental effort

Question 57

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. The technical support job description states "take initiative to resolve customer concerns." What is this an example of?

A) a job summary
B) a competency
C) a job specification
D) a job responsibility

Question 58

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. Since job analysis data has the potential for many uses, it is important for Scribe Engineering to know how the company will use the information before deciding on an approach or method. What would be some recruitment and selection outcomes of Scribe Engineering's job analysis process?

A) a job summary and job description
B) a job description and job specification
C) a job evaluation and performance criteria
D) a job design and evaluation

Question 59

Scenario 4-1
You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating requiring an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO stated that Scribe has a few outdated job advertisements, but that the company has never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
Refer to Scenario 4-1. What would NOT be one of your key guidelines while conducting the job analysis?

A) A job analysis is a formal, structured process carried out under a set of guidelines established in advance.
B) A job analysis refers to a single methodology.
C) A job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.
D) A job analysis uses a range of techniques.

Question 60

Which of the following defines the concept comprises work-oriented surveys that break down jobs into their component tasks?

A) task specifications
B) task inventories
C) task variety
D) task statements

Question 61

In their research, what organization did Bonder and his colleagues study regarding the development of a competency-based framework?

A) Air Canada
B) Service Canada
C) Canada Post
D) Canadian Pacific

Question 62

Competency-based selection systems take the view that employees must be capable of moving between jobs and carrying out the associated tasks for different positions.

Question 63

Which of the following is NOT a drawback of the Position Analysis Questionnaire?

A) It requires a postsecondary-level reading ability.
B) It increases the time and costs of administration.
C) It eliminates the need to survey the disabled differently.
D) It is more suitable for blue-collar jobs.

Question 64

Extroversion is a predictor for the competency of adapting and coping.

Question 65

Which of the following is NOT a criterion for choosing a job analysis method?

A) validity
B) availability
C) standardization
D) reliability

Question 66

Wei and Salvendy found that cognitive task methods fall into all of the following categories except one. Which category does NOT describe cognitive task methods?

A) secondary procedures
B) process tracing
C) observations and interviews
D) conceptual techniques

Question 67

Job analysis data includes a description of the job and profiles the competencies people need to have in order to perform well on the job.

Question 68

Recruitment and selection should be examined only in the context of the job and not in the context of the organization.

Question 69

Work analysis involves techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish these outcomes.

Question 70

Which characteristics is every member of an organization expected to possess?

A) core competencies
B) functional competencies
C) job-specific competencies
D) knowledge-based competencies

Question 71

The interview is the least commonly used technique for gathering job facts and establishing the tasks and behaviours that define a job.

Question 72

The first step in job analysis is to interview job incumbents.

Question 73

Which of the following is NOT a job analysis method?

A) work profiling system
B) threshold traits analysis system
C) job element analysis
D) cognitive task analysis

Question 74

Emotional stability is a predictor for the competency of interacting and presenting.

Question 75

Job analysis and competency management frameworks are the means by which job and person variables are identified for the purpose of recruitment and selection.

Question 76

Which of the following is NOT considered to be a general area in best practices in competency modelling?

A) analyzing competency information
B) using competency information
C) organizing competency information
D) modifying competency information

Question 77

The job description indicates job duties and organizational level requirements.

Question 78

Which of the following is NOT a dimension in the Position Analysis Questionnaire?

A) work outcomes
B) mental processes
C) job context
D) information input

Question 79

Job analysis involves a single methodology to analyze jobs.

Question 80

Job analysis breaks down a job into its constituent parts, rather than looking at the job as a whole.