Question 1

After identifying a business process to redesign,the next step in business process reengineering is measuring the performance of the existing process.

Accepted Answer

Business process reengineering means redesigning business processes,usually by combining steps so that small multi-function process teams using information technology do the jobs formerly done by a sequence of departments.After choosing the business process to redesign,the analyst needs to assess the performance of the existing process for the purpose of identifying improvement possibilities.

Question 2

Which of the following terms refers to systematically moving workers from one job to another?
A)Job rotation
B)Job enrichment
C)Job enlargement
D)Job adjustment

Accepted Answer

A) Job rotation refers to systematically moving workers from one job to another.Job enrichment is considered the best way to motivate workers by redesigning jobs to increase worker opportunities.Job enlargement is the process of assigning workers additional same-level activities.

Question 3

Which of the following terms refers to redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility,achievement,growth,and recognition?
A)Job rotation
B)Job enrichment
C)Job reengineering
D)Job enlargement

Accepted Answer

B) Job enrichment refers to redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility,achievement,growth,and recognition.Job enrichment is considered by some experts as the best way to motivate workers through worker empowerment.Job rotation refers to systematically moving workers from one job to another.Job enlargement is the process of assigning workers additional same-level activities.

Question 4

Which of the following questions will most likely be addressed by a manager who is writing a job description based on a competency-based job analysis?
A)What are the typical duties associated with this job?
B)What are the working conditions and safety issues related to this job?
C)What opportunities for advancement are available to an employee in this job?
D)What should the employee be able to do in order to competently perform this job?
E)What machines or equipment is the job holder responsible for operating on a daily basis?

Accepted Answer

D) The focus of a competency-based job analysis is the skills of the worker rather than the duties ,equipment,or working conditions of the job.Traditional job-analysis is more job-focused while competency-based analysis is more worker-focused.

Question 5

A process chart provides relevant background information during the job analysis process by indicating job titles and lines of communication.

Accepted Answer

An organization chart indicates job titles and lines of communication,while a process chart provides a detailed picture of the work flow.A process chart shows the flow of inputs to and outputs from a job being analyzed.

Question 6

Jack is an employee at a Best Western Hotel.Some weeks he works with the catering group,and other weeks he assists the reservations clerk or the parking attendant.This is an example of ________.
A)job enlargement
B)job rotation
C)job enrichment
D)job specialization

Accepted Answer

B) Job rotation refers to systematically moving workers from one job to another,so when Jack moves from department to department he is participating in job rotation.Job enlargement would occur if Jack was given additional same-level activities,such as washing both sheets and towels as part of his housekeeping duties.Job enrichment occurs when a worker's opportunities are increased to enhance feelings of responsibility and recognition.

Question 7

Which of the following describes a job in terms of measurable and observable behaviors that an employee doing the job must exhibit to do the job well?
A)competency-based job analysis
B)Department of Labor procedure
C)functional job analysis
D)high-performance work matrix

Accepted Answer

A) A competency-based job analysis refers to describing a job in terms of measurable,observable,behavioral competencies that an employee doing the job must exhibit to do the job well.This method contrasts with traditional job analysis that describes jobs in terms of job duties and responsibilities.Competency-based analysis is worker-focused.

Question 8

The information gathered during a job analysis is primarily used to ensure that firms are in compliance with the EEO,OSHA,and all state governments.

Accepted Answer

The primary use for information gathered in a job analysis is writing job descriptions and job specifications.Although job analysis is required for EEO compliance,job analysis is not required by the Occupational Safety and Health Administration or all state governments.

Question 9

When a sales job is being filled by an untrained individual,the job specifications list will most likely include ________ as a way to predict which candidate will perform the job well.
A)age and gender
B)past job performance
C)relevant certification
D)personality traits

Accepted Answer

D) When filling jobs with untrained people that the employer intends to train,the employer will most likely specify qualities like physical traits,personality,interests,or sensory skills that imply some potential for performing or for being trained to do the job.Age and gender should not be elements of a job specification list.Certification and past job performance are less likely to predict the success of a person's job performance in an area for which they have never received training.

Question 10

According to research,each of the following work behaviors is considered important in all jobs EXCEPT ________.
A)attendance
B)experience
C)schedule flexibility
D)industriousness

Accepted Answer

B) According to research,industriousness,thoroughness,schedule flexibility,and attendance are job-related behaviors that are important to all jobs.Experience is not a behavior,and in many entry-level jobs,experience is not necessary.

Question 11

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

Accepted Answer

An organization chart shows the organization-wide distribution of work,with titles of each position and interconnecting lines that show who reports to and communicates with whom.During the job analysis process,it is important for a manager to review organization charts to gather background information about a job.

Question 12

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

Accepted Answer

Job analysis should be a joint effort by a human resources specialist,the worker,and the worker's supervisor.The HR manager may observe the worker and then have the supervisor and worker fill out questionnaires.

Question 13

Job ________ means assigning workers additional same-level activities.
A)enrichment
B)assignment
C)enlargement
D)rotation

Accepted Answer

C) Job enlargement refers to assigning workers additional same-level activities.For example,a worker who previously only bolted the seat to the legs of a chair might attach the back as well.Job rotation refers to systematically moving workers from one job to another.Job enrichment refers to redesigning jobs to empower workers and allowing them opportunities to grow and be recognized.

Question 14

Studies suggest that employees are more likely to describe their job duties in the form of simple task statements instead of as ability statements during job analysis interviews.

Accepted Answer

During job analysis interviews,employees are more likely to describe their job duties in the form of ability-based statements,such as "ability to record phone messages" rather than as simple task statements like "record phone messages." The most likely reason is that employees exaggerate their duties and responsibilities during interviews especially if they believe the interview is for the purpose of a compensation change.

Question 15

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)Frederick Taylor
C)Frederick Herzberg
D)Abraham Maslow

Accepted Answer

C) Psychologist Frederick Herzberg argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment.Herzberg said that empowered employees would do their jobs well because they wanted to,so quality and productivity would rise.Smith believed that specialized jobs improved efficiency.

Question 16

The immediate supervisor of a group of workers being interviewed for job analysis purposes is not allowed to attend the session due to concerns about workers failing to provide honest responses to questions.

Accepted Answer

As a rule,the immediate supervisor of a group of workers should attend an interview session for job analysis purposes.If the supervisor is unable to attend,then he or she must be interviewed separately so that the interviewer can gather that person's perspective on the job's duties and responsibilities.

Question 17

In an effective talent management system,an employee's performance appraisal would initiate training and development opportunities.

Accepted Answer

An effective talent management process should integrate the underlying talent management activities such as recruiting,developing,and compensating employees.For example,performance appraisals should trigger the required employee training.

Question 18

Which of the following best supports the argument that jobs should be described in terms of competencies rather than duties?
A)New employees in high-performance work systems receive extensive job skills training for their specific positions.
B)Managers in global firms are empowered to implement job rotation, job enlargement, and job enrichment in order to maximize productivity.
C)In high-performance work systems, employees serve as team members rotating among various jobs.
D)Globalization and telecommuting require workers to be able to self-manage and perform duties without close supervision.

Accepted Answer

C) Competency-based job descriptions are more appropriate than traditional job descriptions when high-performance work systems are the goal.In a HPWS,workers are encouraged to serve as team members and to rotate freely among jobs,so competencies should be the focus rather than a list of specific job duties which might hinder employee flexibility.

Question 19

The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called ________.
A)job redesign
B)reengineering
C)process engineering
D)job enlargement

Accepted Answer

B) Reengineering,or business process reengineering,refers to redesigning a business process so that small multidisciplinary self-managing teams complete a task together.This differs from the typical business process which is similar to a relay race where one person completes a step and then passes the task to another person.

Question 20

Informal interviews provide quantitative job analysis information,which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.

Accepted Answer

Informal interviews with open ended questions provide qualitative rather than quantitative information for a job analysis.Position analysis questionnaires are best for quantifying a job's worth for pay purposes.The two methods are often used together to gather a well-rounded amount of information about a job.

Quiz 4: Job Analysis and the Talent Management Process

After identifying a business process to redesign,the next step in business process reengineering is measuring the performance of the existing process.

Which of the following terms refers to systematically moving workers from one job to another?

Which of the following terms refers to redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility,achievement,growth,and recognition?

Which of the following questions will most likely be addressed by a manager who is writing a job description based on a competency-based job analysis?

A process chart provides relevant background information during the job analysis process by indicating job titles and lines of communication.

Jack is an employee at a Best Western Hotel.Some weeks he works with the catering group,and other weeks he assists the reservations clerk or the parking attendant.This is an example of ________.

Which of the following describes a job in terms of measurable and observable behaviors that an employee doing the job must exhibit to do the job well?

The information gathered during a job analysis is primarily used to ensure that firms are in compliance with the EEO,OSHA,and all state governments.

When a sales job is being filled by an untrained individual,the job specifications list will most likely include ________ as a way to predict which candidate will perform the job well.

According to research,each of the following work behaviors is considered important in all jobs EXCEPT ________.

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

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

Job ________ means assigning workers additional same-level activities.

Studies suggest that employees are more likely to describe their job duties in the form of simple task statements instead of as ability statements during job analysis interviews.

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

The immediate supervisor of a group of workers being interviewed for job analysis purposes is not allowed to attend the session due to concerns about workers failing to provide honest responses to questions.

In an effective talent management system,an employee's performance appraisal would initiate training and development opportunities.

Which of the following best supports the argument that jobs should be described in terms of competencies rather than duties?

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

Informal interviews provide quantitative job analysis information,which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.