Question 1

A written summary of the job as an identifiable organizational unit is called a ________.
A) job analysis
B) job description
C) job specification
D) position analysis

Accepted Answer

A written summary of the job as an identifiable organizational unit is called a job description. Job analysis is the process of collecting information about the job, job specification is the process of identifying the qualifications that employees need to possess to perform the job, and position analysis is a method for analyzing the work performed in a position.

Question 2

Position analysis questionnaires are often filled out by a trained job analyst in order to ensure that the handwriting is legible and consistent.

Accepted Answer

Position analysis questionnaires are typically filled out by employees or supervisors to provide detailed information about a job's duties and requirements, not for the purpose of ensuring legible handwriting.

Question 3

Job analysis provides answers to all of the following questions except:
A) which candidate should be hired for a position.
B) what kind of behaviors are needed to perform a job.
C) how much time is taken to complete a task.
D) which tasks are grouped together and considered a job

Accepted Answer

Job analysis helps identify the tasks, duties, and responsibilities of a job, the knowledge and skills required to perform it, and the conditions under which it is performed. However, it does not directly answer the question of which candidate should be hired for a position. Job analysis can help inform the selection process by providing information about the job requirements and the characteristics that are necessary for successful performance, but the ultimate decision still rests with the hiring manager.

Question 4

Studying and understanding jobs through job analysis is a vital part of any HRM program.

Accepted Answer

Job analysis is the process of studying and understanding the roles and responsibilities of a job. It helps HR managers to identify the skills and qualifications required for a job, develop job descriptions, set performance standards, and determine salary and benefits. Therefore, it is an essential part of any HRM program.

Question 5

A purposeful,systematic process for collecting information on the important work-related aspects of a job is called a ________.
A) job analysis
B) job description
C) job specification
D) position analysis

Accepted Answer

A job analysis is the process of collecting and analyzing information about the important work-related aspects of a job. This includes identifying the tasks and responsibilities associated with the job, as well as the knowledge, skills, and abilities required to perform the job effectively. A job analysis is typically used to develop job descriptions and job specifications, which outline the qualifications and requirements for a particular job.

Question 6

Repetitive,highly specialized work leads to higher levels of absenteeism and turnover.

Accepted Answer

Repetitive, highly specialized work can lead to feelings of boredom and job dissatisfaction, which in turn can contribute to higher levels of absenteeism and turnover.

Question 7

Job analysis provides answers to questions such as ______________.
A) which candidate should be hired for a position
B) what kind of behaviors are needed to perform a job
C) how much should an individual be paid
D) All of the above.

Accepted Answer

Job analysis focuses on understanding the tasks, responsibilities, and behaviors required for a job, rather than hiring decisions or compensation.

Question 8

Many experts agree that interviews can be relied on as the sole data collection method.

Accepted Answer

While interviews can be a valuable data collection method, it is generally recommended to use multiple methods to ensure the validity and reliability of the data. Relying on interviews alone can lead to potential biases and incomplete data.

Question 9

The MPDQ is a checklist of 208 items related to the concerns and responsibilities of manufacturing line employees.

Accepted Answer

The MPDQ (Manufacturing Practices Documentation Questionnaire) does not specifically refer to a checklist of 208 items related to the concerns and responsibilities of manufacturing line employees. The details provided do not match any widely recognized standard questionnaire or checklist in manufacturing practices documentation.

Question 10

The costs of interviewing can be very high.

Accepted Answer

The costs of interviewing can include the time and salary of interviewers, travel expenses for both the interviewers and interviewees, costs of background checks and drug tests, and expenses associated with hosting candidates such as meals, lodging, and transportation. These costs can add up quickly, particularly for larger organizations with numerous open positions.

Question 11

Knowing the skills necessary for jobs is essential to building effective training programs.

Accepted Answer

It is important for training programs to focus on the specific skills needed for a given job in order for them to be effective. Otherwise, employees may not have the necessary knowledge or abilities to perform their job tasks successfully.

Question 12

An advantage of a Functional Job Analysis is that each job is given a quantitative score.Thus,for HRM and compensation purposes,jobs with similar ratings are assumed to be similar.

Accepted Answer

This is true. Functional Job Analysis provides a quantitative score for each job, which allows HRM to compare and evaluate similar jobs based on their ratings for compensation purposes.

Question 13

Precision in the use of job analysis terms is required by federal legislation.

Accepted Answer

The federal legislation, specifically the Uniform Guidelines on Employee Selection Procedures, requires precision in the use of job analysis terms to ensure fairness in hiring practices.

Question 14

A written explanation of the knowledge,skills,abilities,traits,and other characteristics (KSAOs)necessary for effective performance on a given job is called a ________.
A) job analysis
B) job description
C) job specification
D) position analysis

Accepted Answer

A job specification outlines the specific knowledge, skills, abilities, and other characteristics (KSAOs) required for a job, while a job description provides a written summary of the job duties and responsibilities. A job analysis is a process used to gather information about a job, and a position analysis is a similar process used to analyze the requirements of a specific position within an organization. Therefore, the best answer is job specification (C) as it specifically refers to the KSAOs necessary for effective performance on a given job.

Question 15

A process chart presents the relationships among departments and units of the firm.

Accepted Answer

A process chart is a visual representation of the steps involved in a particular process or workflow. It typically includes the sequence of activities, decision points, and inputs and outputs. It does not necessarily depict the relationships among departments and units of the firm.

Question 16

The cornerstone of any organization is the human resources department.

Accepted Answer

The cornerstone of an organization can vary depending on its nature and structure; it might be its product, technology, strategy, or leadership, not necessarily the human resources department.

Question 17

With job enrichment,employees are given responsibility that might have previously been part of a supervisor's job.

Accepted Answer

Job enrichment involves giving employees more responsibilities and autonomy, which may have previously been performed by a supervisor. This helps promote employee growth and development, and can also improve job satisfaction and motivation.

Question 18

Differences among job incumbents should be disregarded during the analysis of JAIF information.

Accepted Answer

Differences among job incumbents should be taken into consideration during the analysis of JAIF information, as they can provide valuable insights into the unique aspects of the job and its requirements. Ignoring these differences can lead to inaccurate job descriptions and ineffective HR practices.

Question 19

How workers' responsibilities and duties are segmented helps shape and determine virtually all other facets of organizational functioning.

Accepted Answer

The way responsibilities and duties of workers are segmented affects how tasks are assigned, how communication takes place, the level of accountability, and the overall structure and culture of the organization. It also impacts employee morale and motivation, which in turn influences productivity and performance.

Question 20

The Uniform Guidelines on Employee Selection Procedures is a set of policies designed to minimize or prevent workplace sexual harassment.

Accepted Answer

The Uniform Guidelines on Employee Selection Procedures (UGESP) is a set of policies designed to ensure fair and unbiased hiring and promotion practices, not specifically to address sexual harassment in the workplace.

Quiz 6: Job Analysis and Design

A written summary of the job as an identifiable organizational unit is called a ________.