Question 1

A job description serves several purposes, including providing guidance in the selection and recruitment process.

Accepted Answer

A job description provides key information about the role and qualifications required, which helps in selecting and recruiting candidates who are the best fit for the position.

Question 2

Which of the following statements would NOT describe an appropriate usage of job descriptions?

Accepted Answer

Job descriptions are typically used to provide a clear understanding of the duties and responsibilities of a specific job position. They are not typically used to support the development of business level strategies, as this would require a broader analysis of the organization's goals and objectives, as well as its strengths and weaknesses. The other options, determining necessary employee qualifications, creating questions in the interview process, and developing training plans, are all appropriate usages of job descriptions.

Question 3

Job analysis is derived from job specifications, which in turn are the foundation of all job evaluation systems.

Accepted Answer

Job analysis is the foundation of job specifications and job evaluation systems, not the other way around. Job analysis involves gathering information about the duties, responsibilities, and requirements of a particular job role, which are then used to create job specifications and evaluate the job's value or worth within an organization.

Question 4

Organizations operating in very dynamic environments often find themselves using out-of-date, irrelevant job descriptions to populate job evaluations. Which of the following is the likely cause of this?

Accepted Answer

In very dynamic environments, changes can occur rapidly and it is possible that human resource departments are not aware of these changes. This could cause them to continue using outdated job descriptions for job evaluations. It is important for organizations to regularly review and update job descriptions to ensure they accurately reflect the current roles and responsibilities of employees.

Question 5

There are four main methods of conducting job analysis, which include: interviews, observation, questionnaires, and functional job analysis.

Accepted Answer

This is true, there are four main methods of conducting job analysis which include interviews, observation, questionnaires, and functional job analysis.

Question 6

Of the four main methods used to conduct job analysis, interviews and questionnaires are by far the most effective when dealing with organizations that do not currently have examples of jobs to be reviewed.

Accepted Answer

Interviews and questionnaires rely on existing job examples to gather detailed information, making them less effective in organizations without current job examples. Observations or task inventories might be more adaptable in such contexts.

Question 7

Which of the following statements is an example of a job specification?

Accepted Answer

Possessing a valid driver's license is a specific requirement for the job, making it a job specification. The other options are more general job duties or reporting structure.

Question 8

Which of the following is NOT a valid purpose for conducting job evaluation?

Accepted Answer

Job evaluation is not meant to control employee performance. Its purpose is to assess the relative worth of different jobs within an organization and create a fair and equitable pay structure based on that assessment. Control of employee performance is the responsibility of performance management systems.

Question 9

Which of the following processes is used to determine the relative importance of the employee's job to the organization and the placing of those jobs in the same hierarchy level?

Accepted Answer

Job evaluation is a process used to determine the relative worth of different jobs within an organization and placing them accordingly in the same hierarchy level based on the job's importance. Job analysis is the process of gathering and analyzing information related to a job. Market analysis is the process of examining the external labor market to determine the going rate for similar jobs. Performance appraisal is the process of evaluating an employee's job performance. While all these processes may be used to determine compensation and job placement, job evaluation specifically focuses on determining the relative worth of different jobs within an organization.

Question 10

The "job-to-job" method for pay equity job comparison uses a female job "comparator" to compare differences in pay rates between jobs traditionally held by women in Canada.

Accepted Answer

The answer of The "job-to-job" method for pay equity job...

Question 11

Two methods of job evaluation are ranking/paired comparison and classification/grading.

Accepted Answer

This statement is true.

Question 12

Under Ontario pay equity legislation, going through the pay equity process is unnecessary if your firm has no female job classes.

Accepted Answer

The answer of Under Ontario pay equity legislation, going through...

Question 13

As a human resource professional, you have been asked by your organization to develop a job description for the heavy-duty mechanic role. What are you likely NOT to include in the job description?

Accepted Answer

While pay grades, ranges, and future pay increase scales are definitely important, they belong in a separate document like a compensation plan or policy. The job description should focus on the duties, responsibilities, and qualifications required for the role, rather than compensation.

Question 14

Which of the following concepts best explains why a compensation specialist is likely to earn more money working for a human resources consulting firm than for a food distribution company?

Accepted Answer

Relative value explains that jobs that require more skills and knowledge are paid more than jobs that require less skills and knowledge. Compensation specialists working for human resources consulting firms typically have more skills and knowledge than those working for food distribution companies, so they are likely to earn more money.

Question 15

The Position Analysis Questionnaire uses some 187 "job elements" to describe work activities.

Accepted Answer

The Position Analysis Questionnaire (PAQ) is a standardized job analysis questionnaire that uses 187 job elements to describe work activities.

Question 16

It is strongly suggested that employees in organizations using a human relations management strategy should not actively participate in the development and process associated with job evaluations.

Accepted Answer

In a human relations management strategy, employee participation is encouraged in various aspects of organizational decision-making, including job evaluations. This is seen as a way to increase employee engagement and motivation, and to ensure that job evaluations accurately reflect the work being done by employees. Therefore, employees should actively participate in the development and process associated with job evaluations.

Question 17

The job evaluation process focuses on how to evaluate individual employee performance to produce a solid foundation for a merit pay system.

Accepted Answer

The job evaluation process is focused on evaluating the worth of a particular job, not the performance of individual employees. This information can be used to create a fair compensation system, but not necessarily a merit pay system.

Question 18

The textbook introduces four main approaches to conducting job analysis. Which of the following approaches would you NOT likely use to collect information on the teller role at an existing Canadian bank?

Accepted Answer

Performing a functional job analysis may not be necessary for collecting information on the teller role, especially if the goal is to identify the knowledge, skills, and abilities required for the job. The other three approaches (observation, interviews, and questionnaires) are all appropriate for collecting information on the teller role at an existing Canadian bank.

Question 19

What do job specifications focus on?

Accepted Answer

Job specifications typically focus on the qualifications and skills required for a particular job, rather than the specific job activities, reporting structure or performance.

Question 20

Which process is looked upon as the process of gathering data and information about the characteristics required for specific jobs?

Accepted Answer

Job analysis is the process of gathering data and information about the characteristics required for specific jobs, such as the duties and responsibilities, skills, knowledge, and abilities needed to perform the job successfully. Job evaluation, on the other hand, is the process of determining the relative worth of jobs within an organization. Job description and job specifications are the outcomes of the job analysis process, which describe the job in terms of its duties, responsibilities, and requirements for successful performance.

Quiz 7: Evaluating Jobs: The Job Evaluation Process