Deck 4: Job Analysis

Question 1

The fifth step in conducting a job analysis is .

A)deciding how to use the information
B)reviewing relevant background information
C)verifying the job analysis information
D)collecting data on job activities
E)developing a job description and job specification

Answer 1

C

Question 2

The fourth step in conducting a job analysis is .

A)deciding how to use the information
B)reviewing relevant background information
C)selecting representative positions
D)collecting data on job activities
E)developing a job description and job specification

Answer 2

D

Question 3

Deciding how to use the resulting information is the step in doing a job analysis.

A)first
B)second
C)third
D)fourth
E)fifth

Answer 3

A

Question 4

There are steps in doing a job analysis.

A)three
B)four
C)five
D)six
E)ten

Question 5

Information regarding the quantity or quality levels for each job duty is included in the information about an HR specialist may collect during a job analysis.

A)work activities
B)machines, tools, equipment, and work aids
C)human behaviors
D)performance standards
E)job context

Question 6

Verifying the job analysis information with the worker performing the job and with his or her immediate supervisor is the step in the job analysis process.

A)first
B)second
C)third
D)fourth
E)fifth

Question 7

The third step in conducting a job analysis is .

A)deciding how to use the information
B)reviewing relevant background information
C)selecting representative positions
D)collecting data on job activities
E)developing a job description and job specification

Question 8

Information regarding matters such as physical working conditions and work schedule is included in the information about an HR specialist may collect during a job analysis.

A)machines, tools, equipment, and work aids
B)work activities
C)human behaviors
D)job context
E)performance standards

Question 9

The first step in conducting a job analysis is .

A)deciding how to use the information
B)reviewing relevant background information
C)selecting representative positions
D)collecting data on job activities
E)developing a job description and job specification

Question 10

Developing a job description and job specification is the step in the job analysis process.

A)second
B)third
C)fourth
D)fifth
E)sixth

Question 11

Information regarding how, why, and when a worker performs each activity is included in the information about an HR specialist may collect during a job analysis.

A)job context
B)performance standards
C)work activities
D)human behaviors
E)machines, tools, equipment, and work aids

Question 12

Collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job is the step in the job analysis process.

A)first
B)second
C)third
D)fourth
E)fifth

Question 13

Reviewing relevant background information such as organization charts, process charts, and job descriptions is the step in doing a job analysis.

A)first
B)second
C)third
D)fourth
E)fifth

Question 14

The information resulting from job analysis is used for writing .

A)performance standards
B)job descriptions
C)job context
D)work aids
E)work activities

Question 15

Information regarding job-related knowledge or skills and required personal attributes is included in the information about an HR specialist may collect during a job analysis.

A)human requirements
B)job context
C)performance standards
D)human behaviors
E)work activities

Question 16

Selecting representative positions to use in the job analysis is the step in the process.

A)first
B)second
C)third
D)fourth
E)fifth

Question 17

The second step in conducting a job analysis is .

A)deciding how to use the information
B)reviewing relevant background information
C)selecting representative positions
D)collecting data on job activities
E)developing a job description and job specification

Question 18

is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

A)Job analysis
B)Job context
C)Job description
D)Job specification
E)none of the above

Question 19

Which of the following types of information can be collected via a job analysis?

A)job context
B)performance standards
C)work activities
D)human behaviors
E)all of the above

Question 20

Information regarding job demands such as lifting weights or walking long distances is included in the information about an HR specialist may collect during a job analysis.

A)human behaviors
B)work activities
C)machines, tools, equipment, and work aids
D)job context
E)performance standards

Question 21

Which of the following methods is used to gather job analysis data?

A)questionnaires
B)interviews
C)observation
D)all of the above
E)none of the above

Question 22

For which of the following jobs is direct observation not recommended to collect data used in a job analysis?

A)accounting clerk
B)salesperson
C)engineer
D)receptionist
E)assembly-line worker

Question 23

Which two data collection methods are frequently used together?

A)questionnaires and direct observation
B)interviewing and questionnaires
C)diaries and interviewing
D)direct observation and interviewing
E)most are used individually

Question 24

The average cycle time is a(n).

A)hour
B)minute
C)day
D)week
E)it depends on the specific job

Question 25

A is the time it takes to complete a job.

A)shift
B)work week
C)work cycle
D)job specification
E)none of the above

Question 26

Who is interviewed by managers collecting job analysis data?

A)groups of employees with the same job
B)individual employees
C)supervisors who know the job
D)all of the above
E)none of the above

Question 27

A(n)shows the flow of inputs to and outputs from the job being analyzed.

A)value chain
B)organization chart
C)job description
D)process chart
E)job preview

Question 28

Which of the following is not an advantage of using interviews to collect job analysis data?

A)It can be used to explain need for job analysis.
B)It is simple to use.
C)Some information may be exaggerated or minimized.
D)It is quick to collect information.
E)It can identify uncommon, but important activities.

Question 29

In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the .

A)length of time an employee has held the position
B)order of importance
C)frequency of occurrence
D)all of the above
E)B and C only

Question 30

Which of the following is considered a quantitative approach to job analysis?

A)questionnaires
B)interviews
C)direct observation
D)Department of Labor Job Analysis Procedure
E)diaries

Question 31

A summarizes the personal qualities, traits, skills, and background required for getting the job done.

A)job analysis
B)job context
C)job specification
D)job description
E)job report

Question 32

Which term refers to a written statement that describes the activities and responsibilities of the job?

A)job description
B)job analysis
C)job specification
D)job report
E)job context

Question 33

Which of the following may be included in a job specification?

A)required background
B)traits
C)personal qualities
D)skills
E)all of the above

Question 34

The final step in conducting a job analysis is .

A)deciding how to use the information
B)reviewing relevant background information
C)selecting representative positions
D)collecting data on job activities
E)developing a job description and job specification

Question 35

When a worker changes what he or she would normally do because they are being watched, has occurred.

A)diverting
B)reactivity
C)proactivity
D)cycling
E)none of the above

Question 36

What form of data collection involves recording work activities in a log?

A)interviews
B)direct observation
C)diaries
D)questionnaires
E)none of the above

Question 37

Which of the following is considered a qualitative approach to job analysis?

A)position analysis questionnaire
B)Department of Labor approach
C)interviews
D)functional job analysis
E)all are qualitative approaches

Question 38

Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on .

A)supervisor verification
B)questionnaires
C)interviews
D)direct observation
E)diaries

Question 39

Interviews often include questions about .

A)job duties
B)education
C)supervisory responsibilities
D)experience
E)all of the above

Question 40

Royall & Company emphasizes a desire for detail-oriented, motivated employees with strong social skills. This part of Royall & Company's job .

A)job specification
B)job report
C)job analysis
D)job context
E)job description

Question 41

One uses information from the to write a job specification.

A)job identification
B)job description
C)job summary
D)job advertisement
E)standards for performance

Question 42

means systematically moving workers from one job to another.

A)Job rotation
B)Job enrichment
C)Job assignment
D)Job adjustment
E)Job enlargement

Question 43

Which section of a job description should define the limits of the jobholder's authority, direct supervision of other personnel, and budgetary limitations?

A)responsibilities and duties
B)job summary
C)pay levels
D)job identification
E)relationships

Question 44

FLSA status is located in the section of a job description.

A)job summary
B)relationships
C)job identification
D)responsibilities and duties
E)none of the above

Question 45

Which of the following work behaviors is considered "generic" or important to all jobs?

A)motivation
B)industriousness
C)morality
D)intelligence
E)experience

Question 46

Under the , the individual must have the requisite skills, educational background, and experience to perform the job's essential functions.

A)SOC
B)ADA
C)FCC
D)DOL
E)SIC

Question 47

When filling jobs with untrained people, the job specifications may include .

A)length of previous service
B)quality of training
C)previous job performance
D)physical traits
E)all of the above

Question 48

means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.

A)Job enlargement
B)Job assignment
C)Job rotation
D)Job adjustment
E)Job enrichment

Question 49

The classifies all workers into one of 23 major groups of jobs.

A)Federal Professions Classification System
B)Job analysis
C)Standard Occupational Classification
D)Department of Labor Procedure
E)none of the above

Question 50

Which of the following is included in a functional job analysis?

A)the verbal and language facilities required to perform the task
B)the mathematical ability required to perform the task
C)the extent to which reasoning and judgment are required to perform the task
D)the extent to which specific instructions are necessary to perform the task
E)all of the above

Question 51

Which quantitative job analysis technique can be conducted online?

A)Department of Labor Procedure
B)functional job analysis
C)position analysis questionnaire
D)all of the above
E)none of the above

Question 52

means assigning workers additional same -level activities, thus increasing the number of activities they perform.

A)Job rotation
B)Job enlargement
C)Job adjustment
D)Job enrichment
E)Job assignment

Question 53

When is an employer required to make a "reasonable accommodation" for a disabled individual?

A)employers are only encouraged to make reasonable accommodations
B)when the job function is essential
C)when it would present an undue hardship
D)when a disabled individual has the necessary skills, education, and experience to perform the job, but can't because of the job's current structure
E)any time a disabled individual applies for a position

Question 54

What type of information is contained in the job identification section of a job description?

A)job summary
B)job title
C)relationships statement
D)major functions or activities
E)all of the above

Question 55

The job specification takes the job description and answers the question, ?

A)What human traits and experience are required to do this job well
B)How many other employees are available to perform job functions
C)What are the performance standards for the job
D)What are the four main activities making up this job
E)When will the supervisor be completely satisfied with a worker's work

Question 56

The assigns a quantitative score to each job based on its decision -making, skilled activity, physical activity, equipment operation, and information-processing characteristics.

A)log approach
B)functional job analysis
C)position analysis questionnaire
D)Department of Labor Procedure
E)all of the above

Question 57

Which of the following is not one of the basic activities included in a position analysis questionnaire?

A)performing skilled activities
B)operating equipment
C)being physically active
D)processing information
E)all are included in a position analysis questionnaire

Question 58

All of the following work behaviors are considered "generic" or important to all jobs except .

A)experience
B)industriousness
C)schedule flexibility
D)thoroughness
E)attendance

Question 59

Most job descriptions contain sections that cover .

A)job identification responsibilities
B)working conditions
C)job summary
D)standards of performance
E)all of the above

Question 60

Job duties that employees must be able to perform, with or without reasonable accommodation, are called .

A)work activities
B)job requirements
C)primary job activities
D)essential job functions
E)all of the above

Question 61

Traditional job analysis focuses on .

A)how work is accomplished
B)what is accomplished
C)where the work is accomplished
D)when work is accomplished
E)who accomplishes the work

Question 62

refers to broadening the responsibilities of the company's jobs, and encouraging employees not to limit themselves to what's on their job descriptions.

A)Dejobbing
B)Job rotation
C)Job enrichment
D)Job enlargement
E)Job assignment

Question 63

Conducting the job analysis is the sole responsibility of the HR specialist.

Question 64

Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a .

A)competency-based job analysis
B)SOC classification system
C)Department of Labor Procedure
D)functional job analysis
E)none of the above

Question 65

Job analysis produces information used for writing job descriptions and job specifications.)

Question 66

Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.

Question 67

When a supervisor bases an employee's training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using .

A)competency analysis
B)functional systems management
C)performance management
D)traditional analysis
E)none of the above

Question 68

Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment?

A)Adam Smith
B)Abraham Maslow
C)Frederick Herzberg
D)Frederick Taylor
E)Milton Friedman

Question 69

The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called .

A)outsourcing
B)job redesign
C)reengineering
D)process engineering
E)job enlargement

Question 70

A process chart shows the organization-wide division of work, how the job in question relates to other jobs, and where the job fits in the overall organization.

Question 71

The information gathered during a job analysis is primarily used for listing what jobs entail and what kind of people to hire for the job.

Question 72

Organization charts show the division of work throughout the organization, how the job relates to others, and where the job fits in the organization.

Question 73

Job enrichment can be described as .

A)focusing workers on highly specialized jobs
B)assigning workers additional work at the same level
C)moving workers from one job to another
D)redesigning jobs to increase opportunities for responsibility
E)encouraging employees not to limit themselves to what's on their job descriptions

Question 74

Interviews used for job analysis typically follow an unstructured format.

Question 75

After completing an interview, the data should be verified with the worker's immediate supervisor.

Question 76

Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day.

Question 77

Dejobbing can be described as .

A)encouraging employees not to limit themselves to what's on their job descriptions
B)moving workers from one job to another
C)redesigning jobs to increase opportunities for responsibility
D)focusing workers on highly specialized jobs
E)assigning workers additional work at the same level

Question 78

Competency analysis focuses on .

A)how work is accomplished
B)who accomplishes the work
C)where the work is accomplished
D)what is accomplished
E)when work is accomplished

Question 79

Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of .

A)dejobbing
B)job enrichment
C)job enlargement
D)job rotation
E)job specialization

Question 80

The interview is the most widely used method for identifying job duties and responsibilities.