Question 1

There are three main differences between competency-based job analyses and other forms of job analyses. Which of the following is one of these differences?
A) Competencies are job specific, contributing to success in only one job within the organization
B) Competencies are uniform across job roles
C) Competencies do not support the firm's vision, strategic direction, or values
D) Competencies contribute to both job performance and organizational success
E) Competencies need to be enacted the same way to ensure strong performance

Accepted Answer

Competencies in competency-based job analyses are defined not just by their contribution to individual job performance but also by how they support broader organizational success. This approach integrates individual roles into the larger strategic goals of the company, distinguishing it from other forms of job analyses that might focus more narrowly on the tasks and responsibilities specific to a single job.

Question 2

Job analysis consists of three phases: preparation, collection of job information, and use of job information for improving organizational effectiveness. Which of the following is NOT part of the "use of job analysis" phase?
A) Job specification
B) Determining sources of job data
C) Job performance standards
D) Designing HRIS
E) Organization change

Accepted Answer

Determining sources of job data is part of the preparation phase, not the use of job analysis phase.

Question 3

Job analysis information is usually sufficient for jobs with which of the following features?
A) Performance that requires substantial interpretation
B) Performance that is supported by multiple certificates and diplomas
C) Performance standards that are only fully understood by supervisors
D) Performance that is difficult to measure
E) Performance that is quantified

Accepted Answer

Job analysis information is usually more sufficient for jobs with performance that is quantified, as it can be more easily measured and assessed. Jobs with performance that requires substantial interpretation or standards that are only fully understood by supervisors may require additional information to fully understand the job requirements. Jobs supported by multiple certificates and diplomas may also require additional information to fully assess the knowledge and skills required for the job. Jobs with performance that is difficult to measure may also require additional information to fully understand and evaluate job performance.

Question 4

Industrial engineers study work cycles to determine which job elements can be combined, modified, or eliminated to reduce the overall time needed to perform the task. Task specialization was suggested as a key strategy to improve efficiency. Which of the following industries is best-suited to task specialization?
A) Manufacturing
B) Teaching
C) Nursing
D) Parenting
E) Social work

Accepted Answer

Manufacturing is best-suited for task specialization as the processes involved in manufacturing are often repetitive and standardized, allowing for job elements to be easily combined or eliminated to improve efficiency. Teaching, nursing, parenting, and social work involve more complex and varied tasks that may not be as easily amenable to task specialization.

Question 5

When conducting an interview to collect data, a structured checklist should be used. The checklist should collect information on a variety of matters including:
A) Physical demands, working conditions, and safety and health issues
B) Current performance standards and improvements needed
C) Education, skills, competencies, and experience levels needed
D) Major duties and percentage of time spent on each
E) All of the choices

Accepted Answer

All of the choices are important areas to collect information on during an interview to gather comprehensive data about the job being studied. Physical demands, working conditions, and safety and health issues are essential to ensure the job is safe and sustainable for the worker. Current performance standards and improvements needed are crucial for identifying areas of improvement and determining expectations for the role. Education, skills, competencies, and experience levels needed are important for identifying qualifications for the job. Major duties and percentage of time spent on each provide a clear understanding of the workload and responsibilities of the job.

Question 6

Which of the following is a disadvantage of using direct observation as a means of collecting job- and performance-related information?
A) Workers may perform differently when they know they are being watched
B) It cannot confirm data collected using other methods
C) It cannot be used when language barriers exist
D) When analysts question data from other techniques, it cannot remove doubts
E) It only captures irregularly occurring activities

Accepted Answer

One disadvantage of using direct observation is that workers may modify their behavior when they know they are being watched, leading to a distorted view of their actual job performance.

Question 7

In the context of human resources, what does the acronym NOC stand for?
A) National Organization of Cosmetologists
B) National Optometrists Conference
C) Norwegian Organic Commission
D) National Organizational Classification
E) National Occupational Classification

Accepted Answer

NOC stands for National Occupational Classification, which is a standardized system used to classify and analyze jobs and occupations in Canada.

Question 8

Which of the following elements is NOT a key consideration when designing jobs?
A) Employee considerations
B) Organizational considerations
C) Environmental considerations
D) Job specialization considerations
E) Social considerations

Accepted Answer

Social considerations are not typically categorized as a key element in job design. Job design primarily focuses on aligning job responsibilities with organizational goals (Organizational considerations), fitting the job to the capabilities and interests of the worker (Employee considerations), adapting to the influences of the external environment (Environmental considerations), and determining the degree of specialization or variety in job tasks (Job specialization considerations). Social considerations, while important in broader organizational culture and employee relations, are not a direct focus in the structural design of individual jobs.

Question 9

Which of the following is a nonhuman source of job data?
A) Job incumbent
B) Subordinates
C) Job experts
D) Videos/films supplied by appliance/machine manufacturers
E) Supervisors

Accepted Answer

Videos/films supplied by appliance/machine manufacturers can provide job data for positions that involve operating or maintaining equipment or machinery. Other options (A, B, C, E) all involve human sources of job data.

Question 10

When creating a job analysis questionnaire, which of the following may be considered under the category of working conditions?
A) Education and training
B) Outline of the equipment used
C) Necessary skills and attributes
D) A description of how performance is measured
E) Physical surroundings encountered on the job

Accepted Answer

Working conditions typically refer to the physical environment in which a job is performed. This may include factors such as temperature, noise level, lighting, and other physical surroundings encountered on the job. Education and training, necessary skills and attributes, and the equipment used may be categorized under other sections of the job analysis questionnaire. A description of how performance is measured may be included in a separate section on performance expectations.

Question 11

To improve the work experience in routine jobs, human resource departments often use a combination of job rotation, job enlargement, job enrichment, employee involvement, and work teams. What is the definition of job enrichment?
A) Adding more responsibilities and autonomy to a job
B) Increasing the number of tasks to a job to increase the job cycle
C) Moving employees from one job to another
D) Work that is organized around teams and processes
E) Providing more autonomy, feedback, and task significance to workers

Accepted Answer

Job enrichment refers to adding more responsibilities and autonomy to a job, giving employees a greater sense of control and ownership over their work. This can include tasks such as setting their own work schedule, identifying and solving problems, and participating in decision-making processes. By providing workers with more autonomy, feedback, and task significance, job enrichment can lead to higher job satisfaction and motivation.

Question 12

What is the definition of a competency?
A) The specific tasks and responsibilities to be performed by an individual
B) A set of characters which make an employee competitive
C) Knowledge, skill, ability, or behaviour associated with successful job performance
D) Communication skills making an employee a strong leader
E) A group of leaders within the organization

Accepted Answer

A competency is defined as a combination of knowledge, skills, abilities, and behaviors that are required for successful job performance. It encompasses all aspects of an individual's ability to perform a job effectively.

Question 13

Which of the following is a strong reason why employee logs are NOT a popular choice for collecting job- and performance-related information?
A) Employees are often untruthful about the information they include in the log
B) After the novelty wears off, employees typically only report infrequently performed tasks
C) Asking employees to log job- and performance-related information is an invasion of their privacy
D) Employees may be lacking in key-boarding skills or have poor penmanship
E) Maintaining employee logs is time-consuming and costly for jobholders and human resource specialists

Accepted Answer

Maintaining employee logs is time-consuming and costly for both jobholders and human resource specialists, which makes it a less popular choice for collecting job- and performance-related information.

Question 14

Likely targets of job analysis are jobs:
A) For which the work environment has not been recently altered
B) That are easy to learn or perform
C) For which the firm rarely hires
D) That have existed since the organization began
E) That are affected by new technology

Accepted Answer

Job analysis is often targeted at jobs that are affected by new technology because the introduction of new technology can significantly alter the tasks and skills required for the job, necessitating an updated analysis to ensure job descriptions and qualifications are current.

Question 15

In the past, many Canadians were willing to work for long hours doing difficult jobs such as laying rail lines. However, today industrial workers are more highly educated and expect a higher quality of work life. This example highlights the importance of considering which of the following factors when designing jobs?
A) Work practices
B) Social expectations
C) Environmental considerations
D) Task significance
E) Job specifications

Accepted Answer

The example given highlights the shift in social expectations of industrial workers, from being willing to work long hours in difficult jobs to expecting a higher quality of work life. This suggests the importance of considering social expectations when designing jobs.

Question 16

Which of the following is a key consideration when designing jobs?
A) Financial considerations
B) Societal considerations
C) Organizational considerations
D) Economic considerations
E) All of the choices

Accepted Answer

The answer of Which of the following is a key...

Question 17

Which of the following may NOT occur as a result of job rotation?
A) A break in the monotony of highly specialized work
B) The worker becomes competent in several jobs
C) Employee's self-image and personal growth improves
D) Expansion of the number of related tasks in the job
E) Increases to training costs

Accepted Answer

Job rotation involves moving employees among several different jobs to increase engagement and reduce monotony, but it does not inherently involve expanding the number of tasks in any single job, which is more related to job enlargement.

Question 18

Which of the following are the 3 most popular methods of collecting job- and performance-related information?
A) Interviews, questionnaires, and observation
B) Interviews, focus groups, and questionnaires
C) Observation, focus groups, and employee logs
D) Employee logs, interviews, and focus groups
E) Questionnaires, employee logs, and observation

Accepted Answer

Interviews, questionnaires, and observation are the most popular methods for collecting job- and performance-related information. Interviews allow for in-depth exploration of an individual's experiences and perspectives, questionnaires allow for standardized and efficient data collection, and observation provides direct observation of behaviors and job performance. These methods are commonly used in a variety of industries and settings to gather information for performance evaluations, training and development, and other HR-related purposes.

Question 19

Which of the following major Human Resource Management activities does NOT rely on job analysis information?
A) Elimination of unnecessary job requirements that can cause discrimination in employment
B) Matching of job applicants to job requirements
C) Fair and equitable compensation of employees
D) Planning of future human resource requirements
E) Determining employee career paths

Accepted Answer

Determining employee career paths is more focused on individual development and career planning rather than the specific job requirements and duties that job analysis provides.

Question 20

According to the Job Characteristics Model, which of the following outcomes occurs when employees do meaningful work, have high levels of responsibility, and are knowledgeable about the outcomes of their work?
A) Low motivation
B) High absenteeism
C) Low Satisfaction
D) High Turnover
E) High performance

Accepted Answer

According to the Job Characteristics Model, when employees have meaningful work, high responsibility, and knowledge of the outcomes of their work, they are more likely to feel a sense of satisfaction and motivation, leading to high performance. Therefore, the correct answer is E) High performance.

Quiz 2: Job Analysis and Design

There are three main differences between competency-based job analyses and other forms of job analyses. Which of the following is one of these differences?

Job analysis consists of three phases: preparation, collection of job information, and use of job information for improving organizational effectiveness. Which of the following is NOT part of the "use of job analysis" phase?

Job analysis information is usually sufficient for jobs with which of the following features?

When conducting an interview to collect data, a structured checklist should be used. The checklist should collect information on a variety of matters including:

Which of the following is a disadvantage of using direct observation as a means of collecting job- and performance-related information?

In the context of human resources, what does the acronym NOC stand for?

Which of the following elements is NOT a key consideration when designing jobs?

Which of the following is a nonhuman source of job data?

When creating a job analysis questionnaire, which of the following may be considered under the category of working conditions?

To improve the work experience in routine jobs, human resource departments often use a combination of job rotation, job enlargement, job enrichment, employee involvement, and work teams. What is the definition of job enrichment?

What is the definition of a competency?

Which of the following is a strong reason why employee logs are NOT a popular choice for collecting job- and performance-related information?

Likely targets of job analysis are jobs:

Which of the following is a key consideration when designing jobs?

Which of the following may NOT occur as a result of job rotation?

Which of the following are the 3 most popular methods of collecting job- and performance-related information?

Which of the following major Human Resource Management activities does NOT rely on job analysis information?

According to the Job Characteristics Model, which of the following outcomes occurs when employees do meaningful work, have high levels of responsibility, and are knowledgeable about the outcomes of their work?