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

Accepted Answer

A job family is a set of related jobs that rely on the same knowledge, skills, abilities and other attributes. These jobs may have different titles and different tasks, but the skills required to perform them are similar, making them part of the same family.

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

Accepted Answer

Organizational analysis and performance standards are not direct outcomes of job analysis, although they may be influenced by the information gathered in the job analysis process. The other options listed (job descriptions, job design, job evaluation, performance measures, person-job fit, and person-organization fit) are all potential outcomes of job analysis.

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

Accepted Answer

Work analysis is defined as the systematic process for gathering, documenting, and analyzing data about the work required for a job. This involves breaking down the job into its constituent parts, and examining the knowledge, skills, and abilities that are necessary for successful job performance. Work analysis is used for a variety of purposes, including job design, job evaluation, and training and development.

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

Accepted Answer

Job analysis is a systematic process of gathering information about a job to determine an employee's role, responsibilities, tasks, and requirements. It includes data on job tasks, duties, responsibilities, knowledge, skills, and abilities required for performing the job. However, performance data is not typically used as a source of data for a job analysis. Performance data are used to evaluate an employee's job performance after the job analysis is completed.

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

Accepted Answer

Job analysis is the systematic process of gathering information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. It can be used for a variety of purposes, including job postings, performance evaluations, and training development. Organizational analysis, work analysis, and needs analysis are related but distinct concepts that refer to different aspects of the process of creating and maintaining effective organizations.

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.

Accepted Answer

Subject-matter experts have the most knowledge and expertise about a job and how it is currently performed, making them valuable sources of information during a job analysis. While they may not be the cheapest source of information, their input is important in accurately identifying the skills, knowledge, and abilities needed for a given job. While external comparisons to other organizations may be useful in certain contexts, they are not the primary reason why subject-matter experts are used during the job analysis process. Additionally, while job incumbents and supervisors may have some knowledge about a job, subject-matter experts are typically considered to provide the most accurate and complete information.

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

Accepted Answer

The job requirements section should outline the knowledge, skills, abilities, or other attributes or competencies that employees must possess to perform the duties and responsibilities effectively.

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?

Accepted Answer

The answer of You are the HR person for a...

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

Accepted Answer

The answer of What is the definition of a job?
A)...

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.

Accepted Answer

Prioritizing and weighting duties is a normal part of creating a job description and is not a problem.

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

Accepted Answer

Job specifications refer to the specific qualifications and requirements needed for a particular job, including the knowledge, skills, abilities, and other attributes that an employee must possess in order to perform the work successfully. This includes education, experience, certifications, physical abilities, and other factors that are necessary to perform the job duties effectively. This information is often included in job descriptions and is used to evaluate candidates for the position. A and D are incorrect because they refer to job activities and duties, which are different from the qualifications and requirements for the job. B is incorrect because it only refers to one employee's duties and responsibilities, rather than the requirements for a particular job.

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.

Accepted Answer

The job specifications should not be linked to the incumbent's knowledge, skills and abilities, but to the requirements of the job itself.

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

Accepted Answer

The answer of According to Diedorff and Wilson, which group...

Question 14

What source of data is NOT typically used in a job analysis?
A) employees
B) managers
C) shareholders
D) supervisors

Accepted Answer

Shareholders are typically not involved in the job analysis process as they do not have direct knowledge or experience with the specific job duties and responsibilities. The other options (employees, managers, supervisors) are typically involved in providing data for a job analysis.

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.

Accepted Answer

The statement " A job analysis refers to a single methodology" is incorrect as a job analysis can use a range of techniques, such as interviews, observations, and questionnaires, to gather information about a job. The three key considerations in job analysis are that it is a formal, structured process carried out under a set of guidelines established in advance, it breaks down a job into its constituent parts, and it 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

Accepted Answer

A job description is a written document that outlines the key responsibilities, tasks, and duties of a particular job, as well as information about the work environment, necessary skills, and educational requirements. It also provides information about how the job fits into the organization and its goals.

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

Accepted Answer

The answer of Which country has NOT been strongly influenced...

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

Accepted Answer

The answer of A hospital employs a variety of individuals...

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.

Accepted Answer

The answer of Why is a job analysis important for...

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

Accepted Answer

A job position refers to the specific duties and responsibilities performed by one employee, distinguishing it from broader job classifications or the general requirements needed to perform work.

Quiz 4: Job Analysis and Competency Models

What is the meaning of job family?

What are NOT potential outcomes of the job analysis process?

Which of the following best defines work analysis?

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

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

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

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

What is the definition of a job?

What is NOT a problem associated with job descriptions?

What is the definition of job specifications?

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

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?

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

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

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?

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

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

Why is a job analysis important for recruitment and selection?

Which of the following best defines a job position?