Deck 2: Job Analysis and Design

Question 1

Performance standards describe to what level an employee needs to be doing the job to be a good performer versus an average or a poor performer.

Answer 1

True

Question 2

The critical incident method involves identifying and describing specific events when an employee performed really well and when they performed very poorly.

Answer 2

True

Question 3

In today's fast-changing environments,job analysis will continue to be relevant for legal compliance and defensibility in the event of a court action.

Answer 3

True

Question 4

Job analysis questionnaires are checklists that seek to collect information about positions in a uniform manner.

Question 5

In unionized organizations,job analysis steps have to meet the various provisions of the collective agreement between the management and the union.

Question 6

Each method of collecting job- and performance-related information has its shortcomings.As a result,analysts often use a combination of two or more techniques concurrently.

Question 7

Compensation cannot be determined fairly without detailed knowledge of each job.

Question 8

Within the job analysis process,organization change occurs during the preparation for job analysis phase.

Question 9

The existence of language barriers with foreign-language-speaking workers may make the observation approach a viable method of collecting job- and performance-related information

Question 10

According to the text,global competition,fast technological obsolescence,changing worker profiles,and rapid increases in knowledge requirements have made it difficult to create accurate and up-to-date job descriptions.

Question 11

A job is a collection of tasks and responsibilities performed by an individual whereas a position consists of a group of related activities and duties.

Question 12

An employee log is an approach to collecting job- and performance-related information by asking the job-holder to summarize tasks,activities,and challenges in a diary format.

Question 13

A face-to-face meeting with 5 to 7 experts on a job and a facilitator to collect job and performance related information is called a brainstorming group.

Question 14

During the data collection process,the interviewer should not establish rapport with the interviewee while collecting job data because it will affect the results.

Question 15

Information about the job environment such as health and safety hazards is included in working conditions on a job description.

Question 16

Job data collected during the interview process should be reviewed and verified by both the interviewee and the immediate supervisor.

Question 17

When using a job analysis questionnaire,it is important to use the same questionnaire on similar jobs.

Question 18

Health and safety training or equipment that is required would be included in a job description under human characteristics.

Question 19

Standardized surveys to collect information about jobs,working conditions,and other performance-related information are called questionnaires.

Question 20

When collecting job data,the analyst usually talks to a number of workers and then supervisors.

Question 21

Job specifications should be generic so as not to limit employee job tasks.For example,it would be better to include "must lift heavy materials" than "lifts 10 pound boxes."

Question 22

Job descriptions can help in preparation for light or modified duties for a worker.

Question 23

The first digit in the National Occupational Classification represents the skill type category.

Question 24

Disadvantages of focus groups for collecting job data include: they are slow,costly,and may miss regularly occurring activities.

Question 25

A well-developed job description can provide details on the "essential functions" of a job.This can be helpful when an employee requests a reasonable accommodation.

Question 26

In the National Occupational Classification,the second digit is for education level.

Question 27

A well-crafted job description can be used for employee discipline.

Question 28

When competencies become broad spanning,a job with few specific duties or tasks,may become indefensible legally.

Question 29

The need for an engineer to have the technical expertise at skill level VI would be included on a competency matrix.

Question 30

In competency-based management competencies are identified after careful analysis of work of the high performers.

Question 31

Job descriptions will most often be signed by an incumbent and their supervisor.

Question 32

Job performance standards are developed from job analysis information,and then actual employee performance is measured.

Question 33

"Undertakes other tasks assigned by the supervisor" is an example of a responsibility on a job description.

Question 34

Job analysis information containing job standards,is usually sufficient for jobs where performance is: quantified,easily measurable,requires little interpretation,and performance standards are understood by workers and supervisors.

Question 35

A competency matrix lists different levels of skill for a combination of competencies.

Question 36

"Works in a well ventilated office" would be included under effort factors on a job specification.

Question 37

According to the text,observation is the most common method of collecting data for job analysis.

Question 38

A job specification is a written statement that explains what a job demands of jobholders and human skills and factors required.

Question 39

The two major attributes of jobs used for classification criteria in the NOC were skill level and skill type.

Question 40

A job description is a collection of tasks and responsibilities performed by an individual.

Question 41

Job enlargement adds more responsibilities and autonomy to a job,giving the worker greater powers to plan,do,and evaluate job performance.

Question 42

Ergonomics is the study of the relationship between the economy and the work environment.

Question 43

Autonomy,in a job context,is having control over one's work.It's the freedom to control one's response to the environment resulting in an increased sense of recognition,self-esteem,job satisfaction,and performance.

Question 44

The definition of efficiency is achieving maximal output with task specialization.

Question 45

A short cycle is created when workers are limited to a few repetitive tasks,according to engineers in industrial engineering.

Question 46

Job creation is identification of job duties,characteristics,competencies,and sequences taking into consideration technology,workforce,organization character,and environment.

Question 47

Environmental considerations are the influence of the external environment on job design.It includes employee ability,availability,and social expectations.

Question 48

Job design identifies job duties,characteristics,competencies,and sequences regardless of technology,workforce,organization character,and environment.

Question 49

According to the Job Characteristics Model,5 characteristics result in 3 psychological states: meaningfulness,responsibility,and knowledge of expectations.

Question 50

Which of the following is a strong reason why employee logs are NOT a popular choice for collecting job- and performance-related information?

A)employees are often untruthful about the information they include in the log
B)after the novelty wears off,accuracy tends to decline as entries become less frequent
C)asking employees to log job- and performance-related information is an invasion of their privacy
D)employees may be lacking in key-boarding skills or have poor penmanship
E)completing employee logs during a shift takes the employee away from their work and makes them less productive

Question 51

Job families are groups of different jobs that are closely related by similar duties,responsibilities,skills,or job elements.

Question 52

The definition of feedback is information that helps evaluate the success or failure of an action or system.

Question 53

Creating the wick on candles but not getting to view the completed candle would be an example of task identity.

Question 54

Fast food businesses in Alberta offering hiring bonuses to workers is an example of the effect of workforce availability.

Question 55

Short job cycles require large investments in worker training.

Question 56

Task identity is a set of attributes and codes which serve to identify tasks within a job description

Question 57

Knowing that at community values the work of police officers is an example of task significance.

Question 58

Task significance is the impact which one's activities and responsibilities have on the workflow.

Question 59

The definition of work flow is the sequence of and balance between jobs in an organization needed to produce the firm's goods or services.

Question 60

In a national survey conducted by the Conference Board of Canada,what percentage of respondent reported the use of teams in their workplace?

A)20%
B)40%
C)60%
D)80%
E)teams are archaic and are no longer used in workplaces

Question 61

Industrial engineers study work cycles to determine which job elements can be combined,modified,or eliminated to reduce the overall time needed to perform the task.Task specialization was suggested as a key strategy to improve efficiency.Which of the following is best-suited to task specialization?

A)manufacturing
B)teaching
C)nursing
D)parenting
E)social work

Question 62

Job analysis information is usually sufficient for jobs with which of the following features?

A)performance standards are understood by workers and supervisors
B)performance is supported by multiple certificates and diplomas
C)performance is quantified
D)performance is measurable
E)all of the choices except performance is supported by multiple certificates and diplomas

Question 63

Which of the following may NOT occur as a result of job rotation?

A)a break in the monotony of highly specialized work
B)the worker becomes competent in several jobs
C)employee's self-image and personal growth improves
D)expansion of the number of related tasks in the job
E)the worker becomes more valuable to the organization

Question 64

Key considerations in job design include the following:

A)environmental considerations
B)employee considerations
C)ergonomic considerations
D)economic considerations
E)all of the choices except economic considerations

Question 65

According to SHRM Survey Findings: Job Analysis Activities.December 11,2014,which are the 3 most popular methods of collecting job- and performance-related information?

A)interviews,questionnaires,and observation
B)interviews,focus groups,and questionnaires
C)observation,focus groups,and employee logs
D)employee jobs,interviews,and focus groups
E)questionnaires,employee logs,and observation

Question 66

What are the disadvantages of using direct observation as a means of collecting job- and performance-related information?

A)all of the choices
B)it is slow
C)it is costly
D)it is potentially less accurate than other methods of collecting data
E)workers may perform differently when they know they are being watched

Question 67

In the context of human resources,what is the acronym NOC for?

A)National Organization of Cosmetologists
B)National Optometrists Conference
C)Norwegian Organic Commission
D)National Organizational Classification
E)National Occupational Classification

Question 68

Which of the following elements should NOT be considered when designing jobs?

A)employee considerations
B)organizational considerations
C)environmental considerations
D)job specialization considerations
E)social considerations

Question 69

Which of the following is a nonhuman source of job data?

A)job incumbent
B)subordinates
C)job experts
D)videos/films supplied by appliance/machine manufacturers
E)supervisors

Question 70

The study of ergonomics is multidisciplinary,using principles from the following fields of study:

A)biology
B)behaviour sciences
C)physics
D)engineering
E)all of the choices

Question 71

Which of the following major Human Resource management activities do NOT rely on job analysis information?

A)elimination of unnecessary job requirements that can cause discrimination in employment
B)matching of job applicants to job requirements
C)Fair and equitable compensation of employees
D)planning of future human resource requirements
E)planning of employee's career path

Question 72

When creating a job analysis questionnaire,which of the following may be considered under the category of working conditions?

A)skills and training
B)job design
C)knowledge
D)recognizable health and safety hazards
E)all of the choices

Question 73

In a competency matrix,which competencies contribute to job performance,success of the organization,support the vision,strategic direction,and values of the firm?

A)problem solving
B)organizational ability
C)communication skills
D)seniority
E)all of the choices except seniority

Question 74

Even where work flow might suggest a particular job design,the job must meet the expectations of workers.Failure to consider these expectations can create dissatisfaction,poor motivation,and low quality of work life.This is an example of:

A)work practices
B)social expectations
C)environmental considerations
D)job designs
E)job specifications

Question 75

To improve the work experience in routine jobs,human resource departments often use a combination of job rotation,job enlargement,job enrichment,and employee involvement and work teams.What is the definition of job enrichment?

A)adding more responsibilities and autonomy to a job
B)adding more tasks to a job to increase the job
C)moving employees from one job to another
D)work that is organized around teams and processes
E)providing more autonomy,feedback,and task significance to workers

Question 76

When conducting an interview to collect data,a structured checklist should be used.The checklist should collect information on a variety of matters including:

A)physical demands,working conditions,and safety and health issues
B)current performance standards and improvements needed
C)education,skills,competencies,and experience levels needed
D)major duties and percentage of time spent on each
E)all of the choices

Question 77

The Psychological States as identified in the Job Characteristics Model are:

A)knowledge of results of work
B)meaningfulness of work
C)meaningfulness of social interaction
D)responsibility for work outcomes
E)all of the choices except meaningfulness of social interaction

Question 78

Likely targets of job analysis are jobs:

A)that are critical to the success of an organization
B)that are difficult to learn or perform
C)for which the firm continuously hires
D)that have existed since the organization began
E)all of the choices except that have existed since the organization began

Question 79

Job analysis consists of three phases: preparation,collection of job information,and use of job information for improving organizational effectiveness.Which of the following is NOT part of the Use of Job Analysis phase?

A)job specification
B)data collection instrument design
C)job performance standards
D)designing HRIS
E)organization change

Question 80

What is the definition of competency?

A)a complete or whole set of skills aligned with successful job performance
B)a set of characters which make an employee competitive
C)knowledge,skill,ability,or behaviour associated with successful job performance
D)communication skills making an employee a strong leader
E)a group of leaders within the organization