Question 1

The first step in conducting a job analysis is to ________.
A)get the support of top management
B)communicate the purpose of the job analysis to the job experts
C)collect critical incidents
D)write the job description and person specification

Accepted Answer

The first step in conducting a job analysis is to get the support of top management to ensure the process is aligned with organizational goals and has the necessary resources and backing.

Question 2

21_____are the knowledge,skills and abilities along with personal characteristics that work together to produce outstanding performance in a given area of responsibility.
A)Competencies
B)Skills
C)Specifications
D)Tasks

Accepted Answer

Competencies refer to the combination of knowledge, skills, and personal characteristics that enable an individual to perform a job or task at an outstanding level. Skills are only one component of competencies, which also include traits such as motivation, adaptability, and emotional intelligence. Specifications are detailed descriptions of the requirements for a job or task, and tasks are specific actions that must be performed to achieve a goal.

Question 3

When Mary's Macaroons conducted a ________ on its customer service positions,it found that 35% of the customer service employee's time was being spent on administrative duties,not focusing on customer service.
A)job analysis
B)value chain analysis
C)job rewards analysis
D)competency analysis

Accepted Answer

A job analysis is a process of gathering information about a job and analyzing its tasks and responsibilities. In this scenario, Mary's Macaroons conducted a job analysis on its customer service positions to identify how much time is being spent on administrative duties, which is not related to customer service. The other options, such as value chain analysis, job rewards analysis, and competency analysis, are not relevant to the scenario.

Question 4

Alex and Jane are the best economists that FlexMoney Inc. ,a consulting firm,has.However,FlexMoney is in urgent need to hire more economists and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field.This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire.Which job analysis method is being used by FlexMoney?
A)task inventory method
B)job elements method
C)critical incidents method
D)Position Analysis Questionnaire method

Accepted Answer

The job elements method is being used here, as Alex and Jane are identifying the skills, knowledge, abilities, and other characteristics (KSAOs) needed to perform the job successfully. This method focuses on the attributes of the worker necessary to accomplish the tasks.

Question 5

Phoebe Johnson is a senior HR executive at CarMakers Corp.She has been informed that the company needs to hire five line workers for their Kingston plant.Phoebe decides to go down to the plant to get a better idea of the work.She speaks to the line workers there and gets firsthand information about the important aspects of the job involved.Phoebe is using the ________ method to collect information.
A)job family description
B)entry examination
C)job profiling
D)desk audit

Accepted Answer

The answer of Phoebe Johnson is a senior HR executive...

Question 6

Which of the following is contained in a task statement?
A)the type of people required for the job
B)how to recruit for the given job specifications
C)the physical working conditions of the job
D)identifying the changes anticipated for the position

Accepted Answer

A task statement typically includes details about the physical working conditions of the job, as it describes what the job entails, including the environment in which the tasks are performed.

Question 7

Which of the following are advantages of using structured questionnaires for job analysis?
A)speed and low reading level
B)standardization and low reading level
C)standardization and the ability to capture unique aspects of the job
D)speed and low cost

Accepted Answer

Structured questionnaires for job analysis are advantageous because they can be administered quickly and at a low cost, allowing for efficient data collection across many respondents.

Question 8

In staffing,O*NET is used for ________.
A)background job analysis information
B)legal research
C)job rewards analyses
D)identifying a firm's best business strategy

Accepted Answer

O*NET is a database that provides detailed information on different occupations, such as required skills, knowledge, abilities, and work activities. Staffing professionals can use this information to conduct job analysis and build a profile of the ideal candidate for the job. By comparing a candidate's qualifications and experience to the O*NET database, recruiters can find the best match for the job.

Question 9

A summary of the characteristics of someone able to perform the job well is a ________.
A)job requisition
B)job analysis
C)job description
D)person specification

Accepted Answer

A person specification outlines the necessary skills, knowledge, and abilities required for an individual to excel in a particular job. It is a summary of the characteristics of someone able to perform the job well. A job requisition is a formal request to fill a job opening, a job analysis is a process of gathering information about a job's duties and requirements, and a job description lists the tasks and responsibilities of a job.

Question 10

The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.
A)task inventory method
B)job elements method
C)critical incidents method
D)structured interview method

Accepted Answer

The job elements method uses expert brainstorming sessions to identify the characteristics of successful workers. The other methods listed are task inventory, which involves identifying all the tasks required of a job; critical incidents, which involves collecting specific examples of successful or unsuccessful job performance; and structured interviews, which involve a standardized set of questions asked of all applicants.

Question 11

A job task is a(n)________.
A)observable unit of work with a beginning and an end
B)set of related tasks that are repeated on the job
C)set of KSAOs
D)employee characteristic related to job performance

Accepted Answer

A job task is a specific, observable unit of work that has a distinct start and end point. It is often part of a larger set of related tasks that make up a job, but a task on its own is not a set of related tasks. KSAOs (knowledge, skills, abilities, and other characteristics) and employee characteristics relate to the person performing the task, not the task itself.

Question 12

In analyzing a job of a stenographer that is to be advertised as a vacancy,an employer found that the ________ for the job was rapid typing skills.
A)bona fide occupational qualification
B)employee value proposition
C)desirable criteria
D)essential function

Accepted Answer

The essential function of the stenographer job is rapid typing skills. This means that it is a crucial requirement for the job and without it, the employee will not be able to perform their duties effectively.

Question 13

When the main job duties have already been determined,a(n)________ job analysis would be required.
A)inductive
B)deductive
C)reactive
D)idiosyncratic

Accepted Answer

When the main job duties have already been determined, a deductive job analysis is required. This approach works from the general (established duties) to the specific (analyzing these duties to define the job's parameters).

Question 14

Which of the following arguments about job analysis is most effective in order to gain the support of top managers?
A)Multiple approaches to job analysis can be combined to address the limitations of any single approach.
B)The process will help identify employee characteristics that will augment the firm's business strategy and increase the company's return on its staffing investment.
C)It is not uncommon for the job experts doing the analysis to try to color the job analyst's interpretation of the job to suit their personal goals and needs.
D)By adequately planning and preparing for the job analysis,the results are likely to be more accurate and useful,and the job analysis should take less time and effort.

Accepted Answer

Top managers are likely to be most interested in how a job analysis can benefit the company as a whole. Identifying employee characteristics that can support the firm's business strategy and increase the return on staffing investment is a strong selling point for them. Option A is also a good choice, but may not be as compelling to top managers as it is more focused on the process of job analysis rather than its outcomes. Option C is not effective as it undermines the credibility of the job analysis process. Option D is helpful, but may not be as compelling as options B or A.

Question 15

The degree to which the composition of a reward package matches the needs and preferences of applicants or employees is the package's ________.
A)amount
B)differential
C)stability
D)mix

Accepted Answer

The mix of a reward package refers to the combination of different types of rewards and benefits offered to employees, such as salary, bonuses, healthcare, retirement plans, and other perks. The degree to which the mix of rewards matches the needs and preferences of employees is an important factor in attracting and retaining talent. A well-designed reward package should be balanced and flexible enough to meet the diverse needs of employees. Therefore, D is the correct answer.

Question 16

The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the ________.
A)employee value proposition
B)job's total rewards
C)job's total compensation package
D)work-life balance

Accepted Answer

The employee value proposition refers to the balance between the intrinsic (internal satisfaction, personal growth) and extrinsic (salary, benefits) rewards an employee receives from working for an employer in exchange for their job performance.

Question 17

The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.
A)task inventory method
B)job elements method
C)critical incidents method
D)structured interview method

Accepted Answer

The critical incidents method is a job analysis technique that identifies specific behaviors that lead to extremely effective or extremely ineffective job performance. This technique involves collecting and analyzing work-related incidents that have occurred on the job, and using them to identify the key behaviors and competencies that are essential for success in the job. The task inventory method involves identifying all the tasks associated with a job, while the job elements method involves identifying the knowledge, skills, and abilities required for successful job performance. The structured interview method involves asking job incumbents about their job duties and responsibilities.

Question 18

_____generates a list of 50 to 200 tasks grouped in categories reflecting major functions of the job as the functions relate to selection purposes.
A)Personality assessment
B)Task Inventory
C)Skills Inventory
D)Job Analysis

Accepted Answer

A Task Inventory generates a list of tasks or activities that are relevant to the job in question. These tasks are grouped into categories that reflect the major functions of the job, as they relate to selection purposes. This information can be used to develop selection tests and other assessment tools that target the most important knowledge, skills, and abilities required for success on the job.

Question 19

Which of the following is a disadvantage of using the task inventory job analysis method?
A)inability to distinguish superior from average workers
B)lack of objectivity
C)lack the ability to fit unique needs of the organization
D)relatively small amount of data is collected

Accepted Answer

The task inventory method focuses on listing the tasks and responsibilities of a job, which may not provide insights into the differences in performance levels among workers, hence not distinguishing superior from average workers.

Question 20

________ are more broadly defined components of a successful worker's repertoire of behavior needed to do the job well.
A)Talents
B)Competencies
C)Skills
D)Abilities

Accepted Answer

Competencies are more broadly defined than skills, abilities, or talents. They are a combination of knowledge, skills, abilities, and attitudes that are necessary for successful job performance.

Quiz 4: Strategic Job Analysis and Competency Modeling

The first step in conducting a job analysis is to ________.

21_____are the knowledge,skills and abilities along with personal characteristics that work together to produce outstanding performance in a given area of responsibility.

When Mary's Macaroons conducted a ________ on its customer service positions,it found that 35% of the customer service employee's time was being spent on administrative duties,not focusing on customer service.

Which of the following is contained in a task statement?

Which of the following are advantages of using structured questionnaires for job analysis?

In staffing,O*NET is used for ________.

A summary of the characteristics of someone able to perform the job well is a ________.

The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.

A job task is a(n) ________.

In analyzing a job of a stenographer that is to be advertised as a vacancy,an employer found that the ________ for the job was rapid typing skills.

When the main job duties have already been determined,a(n) ________ job analysis would be required.

Which of the following arguments about job analysis is most effective in order to gain the support of top managers?

The degree to which the composition of a reward package matches the needs and preferences of applicants or employees is the package's ________.

The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the ________.

The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.

_____generates a list of 50 to 200 tasks grouped in categories reflecting major functions of the job as the functions relate to selection purposes.

Which of the following is a disadvantage of using the task inventory job analysis method?

________ are more broadly defined components of a successful worker's repertoire of behavior needed to do the job well.