Question 1

All of the following are typical objectives of job analysis EXCEPT:
A) the identification of jobs to be eliminated
B) provide accurate job descriptions
C) forecasting of labor needs
D) developing new selection tools
E) developing ways to measure job performance

Accepted Answer

C

Question 2

Which of the following statements about job descriptions is true?
A) A job description is the primary tool used to describe and record information about job behaviors and activities.
B) Job descriptions are instrumental in the writing of job analyses.
C) Supervisors use job descriptions to evaluate performance and provide feedback to subordinates.
D) The job description lists the purpose of the job, the major duties it requires, and the conditions under which the job is performed.
E) All of the above statements about job descriptions are true.

Accepted Answer

C

Question 3

Job analysis is the process of describing and recording information about job behaviors and activities. Typically, the information described and recorded includes:
A) reasons why an employee at a particular job can be fired
B) results of previous job performance appraisals
C) competencies that enable and enhance the job performance
D) forecast of hiring needs for specific positions within the organization
E) all of the above

Accepted Answer

Job analysis involves identifying the competencies required to successfully perform a job. It does not typically involve reasons for termination, performance appraisals, or hiring forecasts, although this information may be used in conjunction with job analysis. Therefore, the best answer is C - competencies that enable and enhance job performance.

Question 4

The American With Disabilities Act of 1990 (ADA):
A) requires employers to develop a job description from the specified method of essential function analysis (EFA)
B) was the first legislation that required annual job analyses
C) requires job analysis to identify the essential functions of jobs
D) requires that all work-related promotions be based on objective standards
E) lists the steps for conducting appropriate job analysis for legal compliance

Accepted Answer

The ADA requires job analysis to identify the essential functions of jobs in order to determine if a person with disabilities can perform the job with or without reasonable accommodation. It does not require annual job analyses or specify a method of essential function analysis (EFA), nor does it address work-related promotions or provide steps for conducting job analysis.

Question 5

Lucy has a one-person business called Office Expert. She specializes in helping her clients, usually new businesses, set up their office and secretarial functions. She selects office software, sets up administrative procedures and even selects proper office furnishings. As an expert in secretarial and office skills, she will train the new staff, if requested. One of her recent clients has asked her to continue her services by working for it three days a week with a job title of "executive secretary." Lucy would be on the premises from 9 a.m. to 5 p.m., Mondays, Wednesdays and Fridays. She would report directly to the President, who would direct her work. Which of the following statements is true?
A) Lucy would be an employee of the firm if she agreed to this arrangement.
B) Lucy would be an independent contractor if she agreed to this arrangement.
C) Lucy is currently an employee of the firm, so this new arrangement would not change her relationship with the firm.
D) Whether Lucy is an employee or an independent contractor has no bearing on her compensation.
E) None of the above statements are true.

Accepted Answer

Lucy would be considered an employee under this new arrangement because she would be working on the premises at specific times, reporting directly to the President, and having her work directed by him, which are characteristics of an employment relationship.

Question 6

Job descriptions typically include ALL of the following EXCEPT:
A) Job Title
B) Supervision
C) Work Performed
D) Job Context
E) Salary Range

Accepted Answer

While salary range may be included in some job descriptions, it is not a required component. The other options (job title, supervision, work performed, and job context) are typically found in standard job descriptions.

Question 7

Have you ever called a customer service number and been told that your call was being monitored in order to improve the efficiency provided the individual customer? If that monitoring were by a trained job analyst engaged in a job and organizational analysis, the analyst would be using which of the following techniques?
A) observation
B) experimentation
C) primary research
D) questionnaire
E) survey sampling

Accepted Answer

Monitoring customer service calls would involve observing the interactions between the customer and the representative. This falls under the technique of observation within the context of job and organizational analysis.

Question 8

Roy, Harry, and Ian work for Hartley Construction Company, a large firm in the southwestern United States. All are carpenters, yet all perform slightly different tasks. Roy builds the structure; he is responsible for making sure each room is square, and each window and door fits. Ian does finishing work; he is responsible for molding, cabinetry, and other more delicate work. Harry is an all-round carpenter and fills in where he is needed. Administratively, the three carpenters are all part of a(n):
A) autonomous group
B) occupation
C) task hierarchy
D) job class
E) task order

Accepted Answer

All three carpenters share the same occupation as they are all carpenters, despite having different specific tasks.

Question 9

At the dawn of the industrial revolution, _____ used the newly invented motion picture camera to study the motions of workers and make recommendations for how their work could be carried out with fewer movements that required less physical effort.
A) Max Weber.
B) Fredrick Taylor
C) William Gantt
D) Frank and Lillian Gilbreth
E) Chester Barnard

Accepted Answer

The use of motion picture camera to study worker motions and improve efficiency is associated with the work of Frank and Lillian Gilbreth, who were pioneers in the field of time and motion study during the early 20th century. Max Weber is known for his work on bureaucracy, Fredrick Taylor for his scientific management approach, William Gantt for his development of the Gantt chart, and Chester Barnard for his contributions to organizational theory.

Question 10

_____ describes the skills, knowledge, abilities, values, interests and personalities of successful employees.
A) Traditional job analysis
B) Competency modeling
C) Trait-based projection
D) Person-job fit analysis
E) Contingency modeling

Accepted Answer

Competency modeling is a process that identifies the specific competencies (i.e. skills, knowledge, abilities, values, interests, and personalities) that successful employees possess in order to perform their job effectively. This helps organizations understand what they need to look for when hiring, promoting, or developing employees, in order to ensure a good person-job fit. Traditional job analysis focuses more on the tasks and duties associated with a job, while trait-based projection and contingency modeling are not as widely used in HR. Person-job fit analysis is related to competency modeling, but is more focused on identifying the fit between an individual's attributes and the requirements of a particular job.

Question 11

_____ involves identifying and measuring a worker's physical movements when performing tasks and then analyzing the results to determine whether some motions can be eliminated or performed more efficiently.
A) Time-and-motion study
B) The standardized job analysis questionnaire
C) The integrated approach to job analysis
D) A customized task inventory
E) A functional job analysis

Accepted Answer

Time-and-motion study is a systematic observation and analysis of workers' physical movements to improve efficiency, eliminate wasteful motions, and redesign processes to boost productivity. It involves breaking down complex tasks into smaller components and measuring the time it takes to perform each step, as well as identifying areas of potential improvement. The results can be used to develop standards and procedures that reduce errors, prevent accidents, and enhance work quality.

Question 12

All of the following are common ways to collect information for job and organizational analyses EXCEPT:
A) observation
B) group interviews
C) questionnaires
D) experimentation
E) individual interviews

Accepted Answer

Experimentation is not a common way to collect information for job and organizational analyses. The other options listed (observation, group interviews, questionnaires, individual interviews) are commonly used methods for collecting data during job and organizational analyses.

Question 13

Nigel is applying for a new job as a flight attendant for Gung-Ho Air Service, which specializes in flying into third-world locations. He asks for a job description, and it includes phrases such as: the ability to operate inflatable life rafts, the ability to perform advanced first aid, such as field dressing of broken limbs, ability to accurately operate small firearms, holding a bartender's license, the ability to operate a global positioning device, fluency in three languages, and a degree in abnormal psychology. This job description was probably based on _____.
A) a job analysis by an HR director who has read too many spy novels
B) a time and motion study
C) a task-oriented job analysis
D) a worker-focused job analysis
E) a results-oriented job analysis

Accepted Answer

The answer of Nigel is applying for a new job...

Question 14

Following the collapse of Enron, its beleaguered auditor, the major accounting firm Arthur Andersen (AA), had to sell off parts of its practice to former competitors. The HR professionals at the acquiring firms would use job analysis to achieve all but which of the following goals?
A) compare job content of AA jobs with the content of their firm's jobs
B) identifying which jobs with identical content should be compensated differently
C) identify the competencies needed to perform the jobs
D) identifying redundant jobs that could be eliminated
E) all of the above are functions of job analysis in a merger and acquisition context.

Accepted Answer

Job analysis is used to understand job content, identify competencies, and recognize redundant positions, not to determine compensation differences for identical job content.

Question 15

The _____ can be used to insure that an organization's entire system for managing people is internally consistent and appropriate for the organization's context. It is the foundation upon which the HR system is built.
A) job analysis
B) mission statement
C) organizational strategic plan
D) organizational functional objectives
E) organizational chart

Accepted Answer

Job analysis is the foundation for the HR system as it ensures internal consistency and appropriateness by defining roles, responsibilities, and requirements for each position within the organization.

Question 16

Subject matter experts include which of the following
A) job incumbents
B) supervisors
C) trained job analysts
D) customers
E) all of the above

Accepted Answer

Subject matter experts can come from various sources including job incumbents, supervisors, trained job analysts, and even customers. Therefore, option E, "all of the above," is the best choice as it includes all the possible sources of subject matter experts.

Question 17

A large furniture manufacturer in North Carolina wants to conduct a comprehensive job analysis, so the organization's HR director should survey or interview:
A) job incumbents, supervisors, trained job analysts, and customers
B) job incumbents, job applicants, and supervisors
C) job incumbents, supervisors, and HR personnel
D) job incumbents, job applicants, human resource personnel, and managers
E) job incumbents, job applicants, supervisors, and employees at similar positions in other organizations

Accepted Answer

Job analysis involves gathering information about job duties, responsibilities, and requirements. Job incumbents are the individuals who are currently performing the job, and they would be the best source of information about the job. Supervisors would be able to provide input on the performance standards set for the job, while trained job analysts can add value to the process and ensure an objective approach. Customers can provide insight into the job requirements from an external perspective. Therefore, a comprehensive job analysis should include job incumbents, supervisors, trained job analysts, and customers.

Question 18

The objective of human factors approach to job analysis is to:
A) speed up the way workers do their jobs
B) minimize amount of stress and fatigue experienced on the job
C) reduce the amount of break time required
D) enable employers to hire younger workers
E) All of the above

Accepted Answer

The objective of human factors approach to job analysis is to identify and minimize the physical and psychological demands of a job on workers, thereby reducing stress and fatigue experienced on the job. This approach does not aim to speed up the way workers do their jobs or reduce break time. It also does not aim to enable employers to hire younger workers.

Question 19

At the major accounting firms, newly hired accountants typically begin as junior staff accountants. If successful, they are promoted to senior staff accountants, then to managers, then to partners. This is called _____.
A) career stage movement
B) a functional silo
C) lateral transfers
D) a career path
E) promotion progression

Accepted Answer

The given scenario describes the typical progression of a career path in accounting firms, where employees are promoted through a hierarchy of junior and senior roles. Therefore, the best choice is D, which refers to a career path.

Question 20

A small publishing company wants to conduct job analyses, but it wants to keep the cost of the process as low as possible. Which method for gathering information would be best in this situation?
A) observation
B) questionnaires
C) group interviews
D) experimentation
E) individual interviews

Accepted Answer

Questionnaires are the most cost-effective method for gathering job analysis information as they can be distributed easily to a large number of individuals simultaneously without requiring the presence of a facilitator. This allows the small publishing company to gather information from a variety of sources while keeping the cost low.

Quiz 5: Using Job Analysis and Competency Modeling

All of the following are typical objectives of job analysis EXCEPT:

Which of the following statements about job descriptions is true?

Job analysis is the process of describing and recording information about job behaviors and activities. Typically, the information described and recorded includes:

The American With Disabilities Act of 1990 (ADA) :

Job descriptions typically include ALL of the following EXCEPT:

At the dawn of the industrial revolution, _____ used the newly invented motion picture camera to study the motions of workers and make recommendations for how their work could be carried out with fewer movements that required less physical effort.

_____ describes the skills, knowledge, abilities, values, interests and personalities of successful employees.

_____ involves identifying and measuring a worker's physical movements when performing tasks and then analyzing the results to determine whether some motions can be eliminated or performed more efficiently.

All of the following are common ways to collect information for job and organizational analyses EXCEPT:

Following the collapse of Enron, its beleaguered auditor, the major accounting firm Arthur Andersen (AA) , had to sell off parts of its practice to former competitors. The HR professionals at the acquiring firms would use job analysis to achieve all but which of the following goals?

The _____ can be used to insure that an organization's entire system for managing people is internally consistent and appropriate for the organization's context. It is the foundation upon which the HR system is built.

Subject matter experts include which of the following

A large furniture manufacturer in North Carolina wants to conduct a comprehensive job analysis, so the organization's HR director should survey or interview:

The objective of human factors approach to job analysis is to:

At the major accounting firms, newly hired accountants typically begin as junior staff accountants. If successful, they are promoted to senior staff accountants, then to managers, then to partners. This is called _____.

A small publishing company wants to conduct job analyses, but it wants to keep the cost of the process as low as possible. Which method for gathering information would be best in this situation?