Question 1

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

Accepted Answer

Health and safety training or equipment requirements are typically included under job requirements or responsibilities, not under human characteristics. Human characteristics usually refer to personal attributes, skills, or qualifications an individual needs to possess for the job.

Question 2

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

Accepted Answer

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

Question 3

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.

Accepted Answer

This statement is true, as no single method of collecting job- and performance-related information can provide a complete and accurate view of an employee's activities and contributions. Therefore, multiple techniques are often used.

Question 4

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.

Accepted Answer

A job refers to a collection of tasks and responsibilities that are assigned to a single employee, while a position is the specific role or title that an individual fills within an organization, often associated with a specific job description.

Question 5

When using interviews to collect job data, both jobholders and supervisors are interviewed.

Accepted Answer

Both jobholders and supervisors are interviewed to collect job data through interviews. Jobholders can provide insight into the daily tasks and responsibilities of the job, while supervisors can provide a broader perspective on the requirements and expectations for the role.

Question 6

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.

Accepted Answer

An employee log is indeed 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 7

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

Accepted Answer

Organization change is not a direct part of the preparation for job analysis phase; job analysis itself is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Organizational change might be a result of findings from job analysis but is not a component of its preparation phase.

Question 8

The observation method of job analysis data collection faces issues of misunderstood questions, incomplete responses, and low response rates.

Accepted Answer

The observation method of job analysis data collection can face issues such as misunderstood questions, incomplete responses, and low response rates.

Question 9

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

Accepted Answer

Information about health and safety hazards is important for potential employees to know before accepting a job offer. This information is typically included in the working conditions section of a job description.

Question 10

When a facilitator brings together 5 to 7 experts on a job to discuss the job duties and responsibilities, it is called a brainstorming group.

Accepted Answer

When a facilitator brings together 5 to 7 experts on a job to discuss the job duties and responsibilities, it is called a focus group or a job analysis group, not a brainstorming group. Brainstorming groups typically involve generating creative ideas and solutions, not analyzing job duties.

Question 11

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.

Accepted Answer

The text states that these factors have made it difficult to create accurate and up-to-date job descriptions.

Question 12

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

Accepted Answer

In unionized organizations, job analysis steps have to be in compliance with the collective agreement which outlines the terms and conditions of employment for unionized employees. This can include provisions related to job descriptions, duties and responsibilities, and evaluation criteria.

Question 13

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.

Accepted Answer

Job analysis is still necessary for legal compliance and to provide evidence in the case of lawsuits related to hiring, promotions, or compensation. It helps ensure that all hiring and employment practices are non-discriminatory and based on job-related factors.

Question 14

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.

Accepted Answer

Performance standards provide a clear description of what is expected from employees in terms of their job performance. This includes defining the level of work quality, quantity, timeliness, and effectiveness that is considered acceptable, good, average, or poor. By setting these standards, employers can communicate their expectations to employees and provide a basis for assessing and improving performance.

Question 15

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

Accepted Answer

Using the same questionnaire on similar jobs helps ensure consistency and accuracy in the job analysis process. It allows for easier comparison of job duties, responsibilities, and requirements among similar positions.

Question 16

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

Accepted Answer

The answer of Job analysis questionnaires are checklists that seek...

Question 17

When analysts use interviews to collect job information, they have the job analysis questionnaire as a guide but can include additional questions if needed.

Accepted Answer

Analysts can use the job analysis questionnaire as a guide, but are also free to include additional questions if necessary to collect comprehensive job information during interviews.

Question 18

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

Accepted Answer

The critical incident method is a performance appraisal technique that involves identifying and describing specific incidents or events where an employee performed exceptionally well or poorly. These incidents are used to evaluate the employee's overall performance and identify areas for improvement.

Question 19

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

Accepted Answer

The analyst will typically talk to both workers and supervisors to gather comprehensive job data.

Question 20

In today's fast-changing environment, the traditional boundaries between firms, suppliers, and customers are no longer distinct.

Accepted Answer

The statement is true. With the rise of digital technology and increased competition, firms, suppliers, and customers are more interconnected than ever before, leading to blurred boundaries and the need for collaboration and cooperation.

Quiz 2: Job Analysis and Design

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

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

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.

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.

When using interviews to collect job data, both jobholders and supervisors are interviewed.

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.

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

The observation method of job analysis data collection faces issues of misunderstood questions, incomplete responses, and low response rates.

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

When a facilitator brings together 5 to 7 experts on a job to discuss the job duties and responsibilities, it is called a brainstorming group.

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.

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

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.

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.

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

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

When analysts use interviews to collect job information, they have the job analysis questionnaire as a guide but can include additional questions if needed.

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

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

In today's fast-changing environment, the traditional boundaries between firms, suppliers, and customers are no longer distinct.