Question 1

Other than the physical effort involved in a job, the physical demands analysis identifies

Accepted Answer

The physical demands analysis identifies the senses used in a job, in addition to physical effort.

Question 2

The job analysis method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as

Accepted Answer

The method that rates each job in terms of the incumbent's responsibilities pertaining to data, people, and things is known as functional job analysis. This method breaks down the job into three components: data (the knowledge, facts, or policies the job requires), people (the contact the job requires with other individuals and groups), and things (the tools, equipment, or materials used on the job).

Question 3

If an employee is unable to perform one or more of the essential duties of the job due to reasons such as physical disability or religious restrictions, accommodation is not required.

Accepted Answer

Employers are required to make reasonable accommodations for employees with disabilities or religious restrictions, as long as it does not cause undue hardship for the employer.

Question 4

Designing an organizational structure depends on the strategic goals of the company.

Accepted Answer

Designing an organizational structure should align with the strategic goals of the company to ensure efficiency and effectiveness in achieving those goals.

Question 5

The job identification section of a job description includes which of the following?

Accepted Answer

The job identification section typically includes the position title, which is an essential piece of information that identifies the specific job being described. Working conditions, performance standards, job summary, and relationships are typically included in other sections of the job description.

Question 6

The subsection of the job description that describes contact with others inside and outside the organization and both directly and indirectly is titled

Accepted Answer

The subsection of a job description that details how an employee will interact with others inside and outside the organization is typically titled "relationships." This section outlines the nature and extent of these interactions.

Question 7

Work simplification can increase operating efficiency in a stable environment.

Accepted Answer

Work simplification involves analyzing work processes and identifying ways to eliminate unnecessary steps and reduce waste. This can improve productivity and efficiency in a stable environment where the workflow is consistent and predictable. However, in a dynamic and constantly changing environment, work simplification may not be as effective due to the need for flexibility and adaptability.

Question 8

Peter is promoted from a first line manager to a middle manager. He is reviewing his job description and in particular the level of expenditure in his budget. Which section of the job description is Peter reading?

Accepted Answer

The section about "Authority" in a job description typically outlines the level of decision-making power the role has, including financial decisions and budget management. Since Peter is reviewing the level of expenditure in his budget, he is looking at the "Authority" section to understand his financial authority and responsibilities.

Question 9

Jim was recently hired as an HR assistant. As his first project, his supervisor requested that he put forward a proposal to develop job descriptions for some of the key positions within the organization. What do you think Jim would have proposed as the most common areas to be included in a job description?

Accepted Answer

The answer of Jim was recently hired as an HR...

Question 10

Job analysis is defined as the process of listing duties, responsibilities, reporting relationships, and working conditions of a job.

Accepted Answer

The answer of Job analysis is defined as the process...

Question 11

The National Occupational Classification is a reference tool for writing job descriptions and job specifications. It classifies occupations based on two key dimensions which are skill level and skill type.

Accepted Answer

The statement is correct. The National Occupational Classification categorizes occupations based on skill level and skill type, making it a useful tool for developing job descriptions and job specifications.

Question 12

An organizational chart identifies the employee, his or her position, and salary in relation to other employees.

Accepted Answer

While an organizational chart identifies the employee and their position within the organization, it typically does not include salary information.

Question 13

Jobs have become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

Accepted Answer

As stated in the sentence, jobs have indeed become more cognitively complex, more team based, and more time pressured, which has led some organizations to focus on personal competencies and skills in job analysis, rather than specific duties and skills.

Question 14

"No more than three posting errors per month can occur on average." Which component of the job description would this statement belong to?

Accepted Answer

This statement belongs to the performance standards component of the job description, which outlines the expectations and requirements for job performance.

Question 15

The document that results from an examination of the duties and responsibilities and answering the question, "What human traits and experience are required to do this job?" is the

Accepted Answer

A job specification is a document that outlines the knowledge, skills, abilities, and other characteristics (KSAOs) required for a job. It is created through an examination of the duties and responsibilities of the position, as well as an analysis of the traits and experience needed to perform those duties. Therefore, option A is the most appropriate answer.

Question 16

Kyla is a new graduate of a college HR program and working for firm that is growing quickly. She is given the responsibility of creating job descriptions for positions that the company will need to fulfill. What resource will be most helpful for Kyle to develop these job descriptions?

Accepted Answer

The National Occupational Classification (NOC) is a comprehensive resource that classifies and describes occupations in Canada. It provides detailed information on job duties, required skills and qualifications, and other relevant information that can be used to develop accurate and effective job descriptions. Additionally, the NOC is regularly updated to reflect changes in the labour market, making it a reliable resource for keeping job descriptions up-to-date. The other resources listed may also be helpful, but the NOC is the most comprehensive and up-to-date.

Question 17

Once a job analysis is completed it should be rigid so that the employee clearly understands the responsibilities and expectations.

Accepted Answer

A job analysis should not be rigid, but rather should be flexible and allow for changes as the job and company evolve over time. It should be used as a framework for understanding the core responsibilities and expectations, but should also be adaptable to variations in tasks and duties.

Question 18

Taking only industrial engineering concerns into consideration in job design is sufficient because research does not support the view that human considerations are also critical.

Accepted Answer

Research shows that taking only industrial engineering concerns into consideration in job design is not sufficient because human considerations, such as job satisfaction, motivation, and well-being, also have a critical impact on job design and job performance. Ignoring these factors can lead to lower productivity, higher turnover, and lower employee morale.

Question 19

The section of the job description in which the major functions or activities are briefly identified is the

Accepted Answer

The major functions or activities of the job are briefly identified in the job summary section of the job description. The job summary provides an overview of the position and highlights the most important responsibilities and duties.

Question 20

Job analysis is called the cornerstone of human resources management because information gathered through job analysis forms the basis for a number of interrelated HRM activities.

Accepted Answer

Job analysis provides crucial information about the duties, responsibilities, qualifications, and skills required for a job. This information is used for developing job descriptions, determining job specifications, setting compensation, identifying training needs, and conducting performance evaluations, among other HRM activities. Hence, it is considered the cornerstone of HRM.

Quiz 4: Designing and Analyzing Jobs