Deck 14: Job Analysis: the Foundation of Employment Decision Making

Question 1

Job analysis is a time consuming and often boring task to perform.

Answer 1

True

Question 2

Questionnaires should be written at a level that is a little higher than the reading audience's comprehension level.

Answer 2

False

Question 3

There is nothing that is as important to effective HR planning and practice as job analysis.

Answer 3

True

Question 4

The person collecting the data in job analysis should always be internal, as an external consultant would not be able to identify with the company's needs effectively.

Question 5

If not properly implemented, job analysis will waste time and resources.

Question 6

Unlike interviews, questionnaires never have "double-barreled questions."

Question 7

In many instances organizations fail to establish performance standards during the job analysis process.

Question 8

Recent graduates with degrees in HRM are usually exposed to expert-level job analysis techniques.

Question 9

The job specification identifies the conditions under which work is typically performed.

Question 10

Job specifications are at the very core of minimal qualifications for a job.

Question 11

It is a sound management practice to base hiring decisions on whether candidates possess sufficient KSA to get the job done.

Question 12

If the job descriptions, job specifications, and performance standards do not convey meaningful job information they are worthless.

Question 13

Job specifications do not articulate the minimal qualifications for a job.

Question 14

The results of a job analysis should be formalized in written form.

Question 15

Knowing the TDR of jobs is essential in both the design of jobs and their eventual redesign to gain productivity improvements.

Question 16

Improper job analysis could result in the employer being oblivious to work hazards related to certain job positions.

Question 17

If an employee's performance level falls below the performance standard, that means that the job is not being properly compensated.

Question 18

Competency-based job analysis begins with identifying the TDR.

Question 19

In job analysis the phrase "job description" can mean two things.

Question 20

Job incumbents are more likely to provide information about how the job should be done.

Question 21

A job specification identifies a job position's required:

A)ADA
B)TDR
C)KSA
D)MLB

Question 22

Which of the following is not a component produced by systematic job analysis?

A)qualified privileges
B)job description
C)performance standards
D)job specification

Question 23

What is the definition of work context?

A)The conditions under which work is typically performed.
B)The salary level in which a certain position is classified.
C)The characteristics that an applicant should possess if a job is to be correctly done.
D)None of the above

Question 24

Job analysis should be done in a __________ manner.

A)arbitrary
B)indiscriminate
C)systematic
D)random

Question 25

The __________ focuses on gathering information relating to the actual work activities associated with the job in question.

A)qualified privilege
B)job description
C)performance standard
D)job specification

Question 26

When a firm recruits to fill new or vacated positions it does so on the basis of:

A)TSA
B)KDR
C)TDR
D)KSA

Question 27

__________ of job analysis focuses on preparation and assures that the process itself is performed in an efficient manner.

A)Phase I
B)Phase II
C)Phase III
D)Phase IV

Question 28

Sometimes job analysis fails because the job specifications may be:

A)overstated only, as being understated could not cause a failure
B)understated only, as being overstated could not cause a failure
C)either overstated or understated could cause a failure
D)neither being understated nor overstated could cause a failure

Question 29

Systematic job analysis has __________ components.

A)two
B)three
C)four
D)five

Question 30

__________ is a process by which organizations make a concerted effort to improve organizational efficiency and productivity often by redesigning work to eliminate redundancy and wasted resources.

A)Reengineering
B)Variance
C)Stock Analysis
D)Absolute privilege

Question 31

In systematic job analysis, which phase is the most important?

A)the first phase
B)the second phase
C)the third phase
D)the last phase

Question 32

Of the components of job analysis, which one has the greatest effect on most management-employee relations?

A)Job description
B)Performance standards
C)Job specification
D)They all have an equal effect on management-employee relations

Question 33

Systematic job analysis typically proceeds through __________ phases.

A)two
B)three
C)four
D)five

Question 34

Which is not a reason why organizations may do a poor job of job analysis?

A)Job analysis is costly.
B)Job analysis takes time.
C)Job analysis is interesting.
D)Job analysis requires expertise.

Question 35

If there are no valid __________, then there is no way of showing that the decision was truly based on work-related qualifications.

A)performance standards
B)job specifications
C)variance data
D)countervailing statistics

Question 36

Which of the following HR activities is often underemphasized in undergraduate programs?

A)labor relations
B)classification
C)employment law
D)performance management

Question 37

Which of the following is a common reason that job analysis may not provide an adequate defense?

A)Job specifications fail to reflect the true qualifications
B)Job descriptions are either too broad or too narrow
C)Job descriptions and specifications become out dated
D)all of the above

Question 38

Why is overstating the KSA necessary for a job an issue for employers?

A)the person hired would not have enough education to do the job
B)the employer is going to pay a higher salary for unused KSA
C)the employer is going to pay a lower salary for unused KSA
D)the person hired would need extensive training to do the job

Question 39

__________ is/are absolutely critical for disparate impact analysis.

A)Work context
B)Job specifications
C)Conciliation
D)Permanent standards

Question 40

What is the second component of job analysis?

A)qualified privilege
B)job description
C)performance standard
D)job specification

Question 41

There are __________ sources of concern that require HR professionals and mangers to continually review employment practices.

A)internal
B)external
C)both internal and external
D)none of the above

Question 42

Questionnaires offer the advantage over interviews in that they are:

A)less costly
B)less time consuming
C)both of the above
D)none of the above

Question 43

The phrase "job description" can mean two things.Please elaborate.

Question 44

The __________ document should indicate what the minimum performance expectations are of the job incumbent.

A)stock analysis
B)job description
C)performance standards
D)the variance

Question 45

What are three common reasons listed in the text explaining why a job analysis may not provide an adequate defense? Why would an organization allow job analysis to fail? Explain four causes.

Question 46

Which of the following does not begin with identifying the KSA rather than the TDR?

A)competency-based job analysis
B)work-based job analysis
C)worker-based job analysis
D)behaviorally based job analysis

Question 47

__________ interviews ask a series of questions which are narrowly focused and designed to gather specific information from the individual.

A)Structured
B)Unstructured
C)Spontaneous
D)Amorphous

Question 48

Identify and describe two traditional approaches to job analysis.What is competency-based job analysis and how is it different from the traditional approaches to job analysis?

Question 49

Which of the following is not a question typically asked during a structured interview?

A)Describe the routine duties you perform?
B)In performing your job, what decisions do you regularly make?
C)Tell me about your last job?
D)Describe your working conditions?

Question 50

Job incumbents are more likely to provide information about how the job __________ done.

A)is actually
B)was once
C)should be
D)job incumbents do not participate in job analysis

Question 51

Managers are more likely to provide information about how the job __________ done.

A)is actually
B)was once
C)should be
D)managers do not participate in job analysis

Question 52

When collecting data for a job analysis, __________ or more sources should be tapped.

A)two
B)three
C)four
D)five

Question 53

Company policies and practices can become obsolete through:

A)new EEOC regulations
B)federal court decisions
C)new civil rights legislation
D)any of the above