Deck 4: Strategic Job Analysis and Competency Modeling

Question 1

In a deductive job analysis,the job duties and sometimes even the work tasks have already been determined.

Answer 1

True

Question 2

Desirable criteria are those that may enhance the new hire's job performance,but are not essential to adequate job performance.

Answer 2

True

Question 3

Under the Americans with Disabilities Act,if a disabled applicant can perform the essential functions of a job with reasonable accommodation,they must be considered for the position.

Answer 3

True

Question 4

Analyzing the requirements of a job as it exists today is a future-oriented job analysis.

Question 5

A job family description provides a quick overview of the job family that contains similar jobs.

Question 6

A job analysis that produces a valid selection system identifies characteristics in candidates that ________.

A)can be easily replaced
B)are not easily learned on the job
C)are easily manipulated
D)can ensure efficiency and low cost at the same time

Question 7

The critical incidents technique of job analysis is a method that identifies extremely effective and ineffective behaviors by documenting critical incidents that have occurred on the job.

Question 8

A formal group or cluster of tasks is a ________.

A)job analysis
B)job family
C)person specification
D)job

Question 9

The same job analysis techniques can be used effectively for staffing,compensation,and training purposes.

Question 10

Competency modeling is a job analysis method that identifies the worker competencies necessary for high performance.

Question 11

A job analysis ________.

A)establishes hiring quotas for different protected groups
B)ensures that equal numbers of all protected groups are in a firm's workforce
C)determines a job's entry requirements
D)is generated by an affirmative action plan

Question 12

Jobs performed in a consistent,predictable manner are easiest to analyze.

Question 13

A job duty is an observable unit of work with a beginning and an end.

Question 14

Formal job descriptions are best for young organizations that need flexible employees.

Question 15

A reward's differential refers to the uniqueness of the reward.

Question 16

A systematic process of identifying and describing the important aspects of a job and the characteristic a worker needs to perform the job well is a ________.

A)legal audit
B)job analysis
C)bona fide occupational qualification
D)job specification

Question 17

Pay is an example of an extrinsic reward.

Question 18

In an inductive job analysis,the main job duties and work tasks have been determined beforehand.

Question 19

A job task is an observable unit of work with a beginning and an end.

Question 20

If the job of a loader exists to load packages on delivery trucks,the ability to safely lift and load packages onto a truck is a(n)________.

A)job description
B)desirable criteria
C)job grade
D)essential function

Question 21

The first step in conducting a job analysis is to ________.

A)get the support of top management
B)communicate the purpose of the job analysis to the job experts
C)collect critical incidents
D)write the job description and person specification

Question 22

21_____are the knowledge,skills and abilities along with personal characteristics that work together to produce outstanding performance in a given area of responsibility.

A)Competencies
B)Skills
C)Specifications
D)Tasks

Question 23

When Mary's Macaroons conducted a ________ on its customer service positions,it found that 35% of the customer service employee's time was being spent on administrative duties,not focusing on customer service.

A)job analysis
B)value chain analysis
C)job rewards analysis
D)competency analysis

Question 24

Alex and Jane are the best economists that FlexMoney Inc. ,a consulting firm,has.However,FlexMoney is in urgent need to hire more economists and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field.This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire.Which job analysis method is being used by FlexMoney?

A)task inventory method
B)job elements method
C)critical incidents method
D)Position Analysis Questionnaire method

Question 25

Phoebe Johnson is a senior HR executive at CarMakers Corp.She has been informed that the company needs to hire five line workers for their Kingston plant.Phoebe decides to go down to the plant to get a better idea of the work.She speaks to the line workers there and gets firsthand information about the important aspects of the job involved.Phoebe is using the ________ method to collect information.

A)job family description
B)entry examination
C)job profiling
D)desk audit

Question 26

Which of the following is contained in a task statement?

A)the type of people required for the job
B)how to recruit for the given job specifications
C)the physical working conditions of the job
D)identifying the changes anticipated for the position

Question 27

Which of the following are advantages of using structured questionnaires for job analysis?

A)speed and low reading level
B)standardization and low reading level
C)standardization and the ability to capture unique aspects of the job
D)speed and low cost

Question 28

In staffing,O*NET is used for ________.

A)background job analysis information
B)legal research
C)job rewards analyses
D)identifying a firm's best business strategy

Question 29

A summary of the characteristics of someone able to perform the job well is a ________.

A)job requisition
B)job analysis
C)job description
D)person specification

Question 30

The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.

A)task inventory method
B)job elements method
C)critical incidents method
D)structured interview method

Question 31

A job task is a(n)________.

A)observable unit of work with a beginning and an end
B)set of related tasks that are repeated on the job
C)set of KSAOs
D)employee characteristic related to job performance

Question 32

In analyzing a job of a stenographer that is to be advertised as a vacancy,an employer found that the ________ for the job was rapid typing skills.

A)bona fide occupational qualification
B)employee value proposition
C)desirable criteria
D)essential function

Question 33

When the main job duties have already been determined,a(n)________ job analysis would be required.

A)inductive
B)deductive
C)reactive
D)idiosyncratic

Question 34

Which of the following arguments about job analysis is most effective in order to gain the support of top managers?

A)Multiple approaches to job analysis can be combined to address the limitations of any single approach.
B)The process will help identify employee characteristics that will augment the firm's business strategy and increase the company's return on its staffing investment.
C)It is not uncommon for the job experts doing the analysis to try to color the job analyst's interpretation of the job to suit their personal goals and needs.
D)By adequately planning and preparing for the job analysis,the results are likely to be more accurate and useful,and the job analysis should take less time and effort.

Question 35

The degree to which the composition of a reward package matches the needs and preferences of applicants or employees is the package's ________.

A)amount
B)differential
C)stability
D)mix

Question 36

The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the ________.

A)employee value proposition
B)job's total rewards
C)job's total compensation package
D)work-life balance

Question 37

The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.

A)task inventory method
B)job elements method
C)critical incidents method
D)structured interview method

Question 38

_____generates a list of 50 to 200 tasks grouped in categories reflecting major functions of the job as the functions relate to selection purposes.

A)Personality assessment
B)Task Inventory
C)Skills Inventory
D)Job Analysis

Question 39

Which of the following is a disadvantage of using the task inventory job analysis method?

A)inability to distinguish superior from average workers
B)lack of objectivity
C)lack the ability to fit unique needs of the organization
D)relatively small amount of data is collected

Question 40

________ are more broadly defined components of a successful worker's repertoire of behavior needed to do the job well.

A)Talents
B)Competencies
C)Skills
D)Abilities

Question 41

Construct a scenario where a firm links core competencies,values,and experiences to job descriptions and staffing practices.

Question 42

Cybernetic Incorporated is well known for the ________ of the rewards it presents to its employees.For example: employees are allowed to dress casually on all days of the workweek,have the option of flexible work schedules,and can bring their dogs to work with them.

A)magnitude
B)mix
C)differential
D)distinctiveness

Question 43

General Stores Inc. ,a chain of retail stores short-listed four candidates for the two vacant positions of store manager.They were particularly keen on Mark Evans,who had an excellent background and impressive interpersonal skills.To lure Mark in,they offered him an extremely lucrative package that he was unlikely to get anywhere else.They also hired Doug Pyers for the other vacancy,although Mark got a better deal than Doug.In spite of this,General Stores was unable to retain Mark for more than a few months.Which of the following,if true,could explain this apparent discrepancy?

A)Mark is more concerned with the extrinsic aspects of a job than anything else.
B)The company did not accurately gauge Mark's need for intrinsic rewards.
C)Average salaries in the industry matched the remuneration Doug received.
D)Doug was unhappy about the inequity in pay that existed between him and his colleague,Mark.

Question 44

________ helps a company tailor its recruiting message to appeal to the needs,values,and motivations of targeted potential applicants.

A)A task inventory
B)Competency analysis
C)Job rewards analysis
D)Job elements analysis

Question 45

Dana works as a financial consultant at a start-up company called MoneyCare.While some of her friends earn more than she does working for similar positions in other companies,Dana finds her work far more interesting and challenging than what her friends do.As MoneyCare is a small organization,Dana has a lot of responsibilities and believes that she is actually learning far more on the job than she thought she would.Which of the following statements is true about Dana?

A)She thinks total rewards from her job are low.
B)She finds the intrinsic rewards from this job very satisfying.
C)She thinks the extrinsic rewards from this job are very high.
D)The extrinsic rewards account for the bulk of the total rewards she gets from this job.

Question 46

Compare and contrast three different job analysis methods on the basis of their advantages and disadvantages.

Question 47

Which of the following types of workers would most value the reward of having different tasks to do every day?

A)workers who desire career advancement
B)workers who value being rewarded for individual contribution
C)workers who value making individual contributions
D)workers who are seeking skill development

Question 48

Define the three criteria for employee value propositions: magnitude,mix,and distinctiveness.

Question 49

Define "job description" and "person specification" and describe how they are used.

Question 50

What is a job rewards analysis and how is it used in staffing?