Question 1

A job specification identifies a job position's required:

Accepted Answer

A job specification typically outlines the Knowledge, Skills, and Abilities (KSA) required for a job position. These are the qualifications and qualities that an employer identifies as necessary for performing the duties of the job.

Question 2

Which of the following is not a component produced by systematic job analysis?

Accepted Answer

Qualified privileges are not a direct product of systematic job analysis. Systematic job analysis typically produces job descriptions, performance standards, and job specifications, which are directly related to understanding and documenting the duties, responsibilities, and qualifications of a job. Qualified privileges, on the other hand, refer to legal protections for certain communications in specific contexts, which is unrelated to the process or outcomes of job analysis.

Question 3

What is the definition of work context?

Accepted Answer

Work context refers to the conditions or environment under which work is performed, including physical, social, and organizational aspects.

Question 4

Job analysis should be done in a __________ manner.

Accepted Answer

Job analysis should be conducted in a systematic manner to ensure accuracy and consistency in understanding job requirements and responsibilities.

Question 5

The __________ focuses on gathering information relating to the actual work activities associated with the job in question.

Accepted Answer

A job description focuses on gathering information related to the actual work activities, responsibilities, and duties associated with a specific job.

Question 6

When a firm recruits to fill new or vacated positions it does so on the basis of:

Accepted Answer

KSA stands for Knowledge, Skills, and Abilities. These are the criteria that firms typically use to evaluate candidates for new or vacated positions.

Question 7

__________ of job analysis focuses on preparation and assures that the process itself is performed in an efficient manner.

Accepted Answer

The answer of __________ of job analysis focuses on preparation...

Question 8

Sometimes job analysis fails because the job specifications may be:

Accepted Answer

Job analysis can fail if the job specifications are either overstated or understated. Overstating can lead to hiring overqualified employees who may become dissatisfied, while understating can result in hiring underqualified employees who cannot perform the job effectively.

Question 9

Systematic job analysis has __________ components.

Accepted Answer

The answer of Systematic job analysis has __________ components.
...

Question 10

__________ is a process by which organizations make a concerted effort to improve organizational efficiency and productivity often by redesigning work to eliminate redundancy and wasted resources.

Accepted Answer

Reengineering is the process aimed at improving organizational efficiency and productivity by redesigning work processes to eliminate redundancy and waste.

Question 11

In systematic job analysis, which phase is the most important?

Accepted Answer

The first phase is crucial as it involves planning and understanding the objectives and scope of the job analysis, setting the foundation for the entire process.

Question 12

Of the components of job analysis, which one has the greatest effect on most management-employee relations?

Accepted Answer

The answer of Of the components of job analysis, which...

Question 13

Systematic job analysis typically proceeds through __________ phases.

Accepted Answer

The answer of Systematic job analysis typically proceeds through __________...

Question 14

Which is not a reason why organizations may do a poor job of job analysis?

Accepted Answer

Job analysis being interesting is not a reason for organizations to do a poor job of it. The other options (cost, time, and expertise required) are common reasons why organizations might struggle with or avoid comprehensive job analysis.

Question 15

If there are no valid __________, then there is no way of showing that the decision was truly based on work-related qualifications.

Accepted Answer

Job specifications detail the qualifications, skills, and experience required for a job, making them essential for demonstrating that decisions are based on work-related qualifications.

Question 16

Which of the following HR activities is often underemphasized in undergraduate programs?

Accepted Answer

The answer of Which of the following HR activities is...

Question 17

Which of the following is a common reason that job analysis may not provide an adequate defense?

Accepted Answer

All of the listed reasons (A, B, and C) are common issues that can make job analysis an inadequate defense. Job specifications not reflecting true qualifications, job descriptions being too broad or too narrow, and job descriptions and specifications becoming outdated can all undermine the effectiveness and accuracy of job analysis.

Question 18

Why is overstating the KSA necessary for a job an issue for employers?

Accepted Answer

Overstating the KSA (Knowledge, Skills, and Abilities) necessary for a job can lead to employers paying a higher salary for qualifications that are not actually required or utilized in the position.

Question 19

__________ is/are absolutely critical for disparate impact analysis.

Accepted Answer

Job specifications are critical for disparate impact analysis as they define the qualifications and criteria necessary for a job, which are used to assess whether employment practices disproportionately affect certain groups.

Question 20

What is the second component of job analysis?

Accepted Answer

The answer of What is the second component of job...

Quiz 14: Job Analysis: the Foundation of Employment Decision Making