Deck 5: External Recruitment

Question 1

Job spanning KSAOs do not include skills such as flexibility and adaptability.

Answer 1

False

Question 2

The job requirements matrix is composed of two components: tasks and KSAOs.

Answer 2

False

Question 3

Flexible jobs are usually characterized by narrow job titles.

Answer 3

False

Question 4

The job requirements approach to job analysis is guided by the job requirements matrix.

Question 5

When developing groupings for task statements and task dimensions,the goal is to have each task statement assigned to only one task dimension.

Question 6

Having two or more people independently develop task statements for a given job isa way to enhance content validity and assess reliability.

Question 7

Sentence analysis is used to develop job context descriptions.

Question 8

Research and development teams are an example of an action/negotiation team.

Question 9

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

Question 10

Job task statements are usually evaluated against studies external to the organization to ensure objectivity.

Question 11

The KSAO portion of a job requirements matrix is often converted to a job description.

Question 12

Team-based jobs lend themselves particularly well to job analysis.

Question 13

Job Analysis is critically assessed when there are court cases involving the job relatedness of staffing decisions.

Question 14

Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

Question 15

Job analysis is a primary input and support activity for most functional staffing activities.

Question 16

Traditional jobs have frequently changing task and KSAO requirements.

Question 17

Former politicians and high-level government officials are often hired into idiosyncratic jobs.

Question 18

The smallest element into which work can be divided without analyzing separate motions,movements and mental processes is the task.

Question 19

Evolving jobs are often due to technological and workload changes.

Question 20

Job Analysis is important because staffing and selection decisions need to be based on subjective criteria.

Question 21

In general,there are few,if any,sources of job information external to the organization where the job is performed.

Question 22

In organizing a job analysis,it is advisable to hire an outside consultant as project manager if the project budget is sufficient to cover the cost of the consultant.

Question 23

Doing job analysis in writing helps the organization protects the organization in a legal sense.

Question 24

Using managers in a job analysis lends both expertise and neutrality to the process.

Question 25

Direct observation is a source for job information that is well suited for jobs with physical components,and relatively short cycle times for job tasks.

Question 26

When a job analysis is likely to be legally,technically or politically scrutinized,it is best to use an internal person to do the analysis,rather than an external consultant.

Question 27

The smallest unit into which work can be divided without analyzing separate motions,movements and mental processes is the best description of a(n)___________.

A)job family
B)position
C)job task
D)job element

Question 28

Subject matter experts may include previous jobholders,private consultants,and customers/clients.

Question 29

Essential job functions may be considered essential if the function is highly specialized.

Question 30

Little research has been done to identify particular job- related skills.

Question 31

A job description is best defined as ____.

A)the organization's framework for employment standards compliance
B)the organization's indicator of tasks required for each job
C)the organizations principle job training tool
D)the organization's performance appraisal instrument

Question 32

The work experience of past job incumbents in the job is not evidence of what constitutes essential functions in jobs.

Question 33

A function may be essential because the reason the position exists is to perform that function.

Question 34

A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

Question 35

A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements.

Question 36

The factors of physical demands and environmental conditions are associated with a job's "context."

Question 37

The choice of a job analysis method has important implications for both recruitment and selection.

Question 38

Competencies contribute to job performance,but not to organizational success.

Question 39

It is possible to weight task dimensions using either relative time spent,percentage of time spent,or importance to overall job performance.

Question 40

The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

Question 41

Identify a team-based job situation.What are examples of job-spanning KSAOs required in that situation?

Question 42

Which of the following is a component of a job requirements matrix?

A)Job tenure
B)Job pay
C)Job context
D)Job appraisal

Question 43

It can be accurately said of the "task dimension" component of a job description that it __________.

A)provides a rating of task importance
B)is a grouping of similar tasks
C)indicates appropriate KSAOs
D)indicates the nature of KSAOs

Question 44

A limitation of observation as a means of gathering job information would be ______________.

A)access to job context
B)short job cycle
C)access to KSAOs
D)observer expertise

Question 45

If tasks/dimensions are not weighted formally,then _______.

A)the job description has no value
B)a non-compliance will result
C)all tasks/dimensions are assessed as equally important by default
D)pay scales cannot be developed

Question 46

The principle reason for having the manager participate as a job analyst is to _________.

A)provide acceptance of job statements to guide performance on the job
B)verify statements are inclusive and accurate
C)control incumbent responses on job analysis questionnaires
D)establish pay scales

Question 47

The job context component of a job description does not _________.

A)encompass both tasks and KSAOs
B)describe physical demands
C)describe environmental characteristics
D)address pay scales

Question 48

Which of the following is an advantage of using job task questionnaires?

A)Use with large numbers of people
B)Highly diverse job content and formats
C)Working with top management positions
D)Working with newly created jobs

Question 49

Which of the following types of jobs are most suitable for a job analysis?

A)idiosyncratic jobs
B)traditional jobs
C)flexible jobs
D)team-based jobs

Question 50

The type of jobs in which "there are clear lines of demarcation between jobs in terms of both tasks and KSAOs and there is little overlap between jobs on either basis" is called a(n)______________.

A)traditional job
B)evolving job
C)flexible job
D)team-based job

Question 51

Which of the following is not a good reason for using an outside consultant for job analysis?

A)Technical innovativeness is critical
B)Legal scrutiny of project output/processes is high
C)Knowledge of organization culture is critical
D)Data collection involves specialized statistical methods

Question 52

One reason for using multiple analysts to write job task statements is to be able to assess _________.

A)speed in completing the statements
B)statistical significance
C)reliability of measurement
D)affirmative action

Question 53

How should task statements be written,and what sorts of problems might you encounter,in asking a job incumbent to write these statements?

Question 54

Job Analysis is important for all of the following except ______

A)to protect the organization in court cases
B)the law requires organizations to do job analysis
C)to provided objective criteria to ensure good staffing decisions
D)saves the organization from chaos

Question 55

The NOC is all of the following except _______

A)based on the American data base,O*Net
B)a standardized method for organizing job classifications
C)classifies occupations with four digit code
D)organizes 30,000 job titles into 520 job occupation group descriptions

Question 56

Which of the following could harm an organization's legal defence in human rights case?

A)Written job descriptions
B)Large sample sizes employed in job analysis
C)Emphasis mostly on primary tasks
D)Emphasis mostly on non essential tasks

Question 57

The KSAO portion of a job requirements matrix may be ________.

A)converted to a job specification
B)converted to a job description
C)converted to a job evaluation
D)converted into a job pay scale

Question 58

The type of job which changes due to technological and workload changes is called a(n)__________.

A)traditional job
B)flexible job
C)evolving job
D)idiosyncratic job

Question 59

In defining essential job functions for the purposes of defending against a human rights complaint,which of the following does not convey the meaning "essential?"

A)Compensation for the function is above average
B)Position exists to perform the function
C)Incumbent expertise required to perform the function
D)There are limited numbers of employees among whom performance of the function can be distributed

Question 60

Skills contained in O*Net include ____________.

A)basic skills
B)cross-functional skills
C)sensory abilities
D)all of the above

Question 61

What are the advantages and disadvantages of identifying and using general competencies to guide staffing activities?

Question 62

Would it be better to first identify task dimensions and then create specific task statements for each dimension,or should task statements be identified first and then used to create task dimensions?

Question 63

What would you consider when trying to decide what criteria e.g. ,percentage of time spent to use for gathering indications about task importance?

Question 64

Why do you think HR professionals are not able to very accurately predict the importance of many rewards to employees? What are the implications for creating the employee value proposition?

Question 65

What are the advantages and disadvantages to using multiple methods of job analysis for a particular job? Multiple sources?