Deck 4: Work Analysis and Design

Question 1

CIT as a method used for job analysis,is a good source of data to develop performance appraisal instruments.

Answer 1

True

Question 2

Unlike some HRM functions,job analysis methodology and outcomes such as job descriptions and the level of detail necessary are the same from one county to another.

Answer 2

False

Question 3

Standardization of analysis is one of the dimensions on which work analysis may vary.

Answer 3

True

Question 4

The data and products of work analysis provide the foundation for all activities within HRM.

Question 5

The mental processes category under PAQ contains information on the reasoning,planning,decision-making,or information-processing activities are necessary to perform the activities?

Question 6

Job analysis work can be used to justify the use of particular selection tests and related cut off scores.

Question 7

Position Analysis Questionnaire (PAQ)is considered to be trait-oriented approach.

Question 8

In the qualitative method,job is described in a descriptive,nonnumerical manner.

Question 9

An advantage of the observation method of work analysis is that it allows you to capture all aspects of complex jobs at the top of the organization.

Question 10

If a selection test results in adverse impact one of the means of defense for the organization is to present valid job analysis data that shows the test is related to successful performance on the job.

Question 11

In order for a company to be able to use job relatedness as a defense the information needs to be both verifiable and reliable.

Question 12

Job specifications define the job in terms of its content and scope.

Question 13

The critical incident technique (CIT)is an example of a quantitative method.

Question 14

Information collected for job analysis with the goal to develop a job description,should focus on gathering information related to the skill required to do the job at the entry level versus the skills possessed by any particular individual performing the job.

Question 15

Smaller businesses are more likely to use formal approaches for conducting job analyses.

Question 16

The data derived from job analysis is static and once the criteria for success are identified and correlated to job performance for a particular position,there is no need to revisit that job in the future.

Question 17

Work analysis information can be presented only in the qualitative form.

Question 18

MPDQ results provide information on whether a particular job specification is necessary for any given position.

Question 19

The trait approach is better suited for performance appraisal development than the job oriented and worker oriented approaches.

Question 20

When conducting job analysis,only one source of data should be used to increase the validity of the data.

Question 21

Which of the following is true concerning sources of information for work analysis?

A)Multiple sources should be avoided as often as possible
B)Never include both incumbents and supervisors in the process C )There is no single best source to use when conducting work analysis
D)Observing incumbents does not influence their on the job performance
E)Establishing validity becomes difficult when there is data from more than one source

Question 22

_____ provides an database for downloading job descriptions.

A)JCQ
B)PAQ
C)O*Net
D)DOT
E)KSA

Question 23

The _____ was designed as a work analysis method to be used primarily in the development of personnel selection instruments.

A)Critical Incident Technique (CIT)
B)Job Diagnostic Survey (JDS)
C)Job Compatibility Questionnaire (JCQ)
D)Position Analysis Questionnaire (PAQ)
E)Management Position Description Questionnaire (MPDQ)

Question 24

Which of the following is a basic principle of work analysis?

A)The analysis should be limited to observation and a review of work samples
B)The resultant documents should include every skill a manager would like employees to demonstrate
C)The analysis needs to focus on the job, not the person doing the job
D)The analysis should focus on data that is unique and difficult to verify through the use of multiple sources
E)The analysis should focus on the person currently in the job, not the job

Question 25

Competency models focus on:

A)a systematic process of gathering information about work.
B)defining a job in terms of its content and scope.
C)the KASOCs needed to carry out the job tasks and duties.
D)narratives of good and poor work behavior.
E)how objectives are accomplished rather than what is accomplished.

Question 26

_____ is a systematic process of gathering information about work,jobs,and the relationships among jobs.

A)Job description
B)Job evaluation
C)Job specification
D)Work analysis
E)Job classification

Question 27

Work analysis is relevant to ADA because

A)Work analysis never refers to physical characteristic or abilities. It is simply focused on mental abilities.
B)Work analysis has been used a means to determine if physical requirements are in fact job related or tied to business necessity.
C)Job descriptions are a product of work analysis and those descriptions provide information related to compensation the comparable worth of jobs.
D)Job descriptions can be subpoenaed and used by the plaintiff to support their prima facie case by proving that physical activity is necessary to job performance.
E)The attitude of judges towards the lack of validity in work analysis has lead to an increase in the number of cases companies lose.

Question 28

The observation method of work analysis:

A)Is helpful when you need to collect information on the mental tasks performed on a job
B)Is the preferred method to collect information for complex senior level jobs
C)Allows for the collection of information related to infrequently performed tasks
D)Uses the job compatibility index to set the baseline for the tasks and behaviors to monitor
E)Enables the analyst to gain a deeper understanding of the job and is useful when used in combination with other methods

Question 29

A primary outcome of work analysis will be the ability to

A)identify candidates for promotion
B)determine the activities that make up a job
C)identify the key elements of the corporate culture
D)Test the organization's compensation practices
E)Investigate and document individual employee competencies

Question 30

The competence to perform an observable behavior is known as _____.

A)ability
B)knowledge
C)tasks
D)skill
E)attitude

Question 31

Competency modeling has proven to be most useful for providing

A)valid indisputable evidence of job-relatedness in disparate impact cases
B)data to be used in the creation of performance appraisal forms
C)a means to document the physical requirements necessary for a job
D)data and support of outcomes associated with classifications of job
E)information that is useful for the creation of customer service surveys

Question 32

Which one of the following is NOT a domain of the O*Net content model?

A)Experience Requirements
B)Occupation-Specific Requirements
C)Worker Characteristics
D)Occupation Characteristics
E)Compatibility Requirements

Question 33

Which of the following approaches is used to obtain specific behavioral descriptions of a job?

A)O*Net
B)Critical Incident Technique (CIT)
C)Managerial Position Description Questionnaire (MPDQ)
D)Position Analysis Questionnaire (PAQ)
E)Job Compatibility Questionnaire (JCQ)

Question 34

_____ is used to describe how well individuals perform their jobs.

A)Performance appraisal
B)Traits analysis
C)Job context
D)Work analysis
E)Observation

Question 35

The questionnaire method for obtaining work analysis information:

A)Can be less expensive and quicker to use.
B)Is the best technique for collecting performance appraisal information.
C)Is good for collecting information on infrequently performed activities.
D)Provides a deeper understanding of job duties than relying on incumbents' descriptions.
E)Is time-consuming and therefore typically regarded as the most expensive method.

Question 36

A _____ should contain job identification information,a job summary,the job duties,accountabilities,and job specification or employment standards information.

A)job classification
B)job specification
C)job description
D)job evaluation
E)job summary

Question 37

Types of information assessed by using the Position Analysis Questionnaire (PAQ)include all of the following EXCEPT:

A)Mental processes
B)Information input
C)Relationships with other people
D)Traits analysis
E)Job context

Question 38

Which of the following is NOT a characteristic of critical incident?

A)Specific
B)Observable
C)Context
D)Consequences
E)Knowledge

Question 39

Effective teams and flexible,cross-functional work is increasingly important to the success of organizations.This is causing companies in the U.S.to

A)Abandon work analysis altogether and let employees direct their own work on a day-to-day basis.
B)Have dual job descriptions, one that is a valid representation of the work, and the other that is used if the company is sued.
C)Become entrenched and create job descriptions that are even more detailed and specific in terms of skills and tasks for a particular job.
D)Complete work analysis and consider aggregating the information at the unit or functional level
E)Utilize the data derived from work analysis to develop a compensation system, however, the data is not used to communicate to employees.

Question 40

You are a management consultant who has recently been hired by a large utility company to redesign their compensation system.Which of the following job analysis methods would be best suited for this purpose?

A)JDS: because it is very well researched as a method
B)PAQ: because it presents job evaluation information
C)CIT because the incidents observed will help define performance for future employees
D)JCQ because it is the only method to provide information related to job compatability
E)PAQ: because it provides an analysis of skills and related selection tests

Question 41

Explain three products of job analysis information.

Question 42

List a few disadvantages to using diaries as a form of work analysis data collection method.

Question 43

How might work analysis data vary?

Question 44

What do critical incidents describe?

Question 45

Discuss three methods for collecting job analysis information.Be sure to discuss some advantages and disadvantages to using each method.

Question 46

List the chronological steps in effective work analysis.

Question 47

Explain why work analysis is important to an organization and especially to the HR manager.Use examples to illustrate.

Question 48

Compare and contrast the Position Analysis Questionnaire (PAQ)and Competency Modeling.

Question 49

Describe the Job Characteristics Model.

Question 50

List the seven general style categories into which O*NET classifies jobs.