Question 1

Job analysis data collection methods can include interviews,questionnaires,and observation.

Accepted Answer

Job analysis data can be collected through interviews, questionnaires, and observation methods.

Question 2

Employee logs are often seen as a nuisance by managers and employees.

Accepted Answer

Employee logs are often perceived as a tedious task by both managers and employees as they require time and effort to maintain accurate records of work hours, tasks completed, and other important information. However, employee logs are crucial for tracking performance, evaluating productivity, and ensuring compliance with labor laws and company policies.

Question 3

Actual working conditions are not a part of a job description.

Accepted Answer

Job descriptions typically include details about the working conditions to give potential employees a clear understanding of the environment they will be working in.

Question 4

Obtaining job data can include only one human and non-human source.

Accepted Answer

Obtaining job data can involve multiple human and non-human sources such as job sites, social media, resumes, application forms, interviews, job analysis, job description etc.

Question 5

Uses of job analysis information include job descriptions,job specifications,and job performance standards.

Accepted Answer

Job analysis information is used to create job descriptions which outline the duties and responsibilities of a job. Job specifications detail the skills, knowledge, and abilities required to perform the job, and job performance standards set expectations for how well the job should be done.

Question 6

The basic source of information about a job is the job incumbent.

Accepted Answer

The job incumbent, or the person currently holding the position, is the best source of information about the responsibilities, duties, and requirements of a job. They have firsthand experience and knowledge of what the job entails, and can provide valuable insights to potential candidates or those considering a career in that field. However, other sources of information may include job descriptions, company websites, professional associations, and industry publications.

Question 7

A job description defines what a job does;a job specification describes what the job demands on employees are.

Accepted Answer

A job description outlines the tasks and responsibilities of a job, while a job specification highlights the necessary qualifications, skills, and abilities that an employee must possess to perform the job successfully.

Question 8

The human characteristics required by the job holder is a key piece of information measured by job analysts.

Accepted Answer

The human characteristics required by the job holder are indeed a key piece of information measured by job analysts. These characteristics can include skills, knowledge, abilities, personality traits, and other factors that are necessary for success in the job. Job analysis typically involves a detailed examination of the tasks and responsibilities associated with a particular job, as well as the qualifications and competencies that are required for effective performance. This information is used to develop job descriptions and qualifications, as well as to identify training and development needs and to inform recruitment and selection processes.

Question 9

As a means of collecting job analysis information,employee logs are popular with both managers and workers,are quick and inexpensive to do,and maintain a high level of accuracy over time.

Accepted Answer

Employee logs can be time-consuming for employees to maintain, may not always be accurate due to subjective reporting, and can be seen as burdensome, making them less popular with both managers and workers.

Question 10

Observation as a job analysis data collection tool tends to be the consistently most accurate means of information gathering.

Accepted Answer

Observation can be subjective and may not capture all aspects of a job, especially those that are not visible or occur infrequently.

Question 11

The best method to collect job analysis information is by utilizing the Critical Incident Method (CIM).

Accepted Answer

While CIM is a valid method for collecting job analysis information, it is not necessarily the "best" method. Other methods, such as structured interviews, questionnaires, and observations, may be more appropriate depending on the specific job and organization. Therefore, the statement is false.

Question 12

Using the same questionnaire across similar jobs prevents analysts from obtaining information that reflects the differences between the jobs.

Accepted Answer

The answer of Using the same questionnaire across similar jobs...

Question 13

Job identity,job summary,and job duties are all parts of a job description.

Accepted Answer

Job identity, job summary and job duties are all key components typically included in a comprehensive job description.

Question 14

Job descriptions are also known as job summaries.

Accepted Answer

Job descriptions and job summaries are not interchangeable terms. Job descriptions provide more detailed information on the duties, responsibilities, and requirements of a job, while job summaries provide a brief overview of the main purpose and objectives of the job.

Question 15

Challenging employees to "do a good job" is an example of setting an effective performance standard.

Accepted Answer

Simply telling employees to "do a good job" is not specific enough to be an effective performance standard. Effective performance standards should be specific, measurable, and achievable, with clearly defined expectations and goals.

Question 16

There is no such thing as a needless job specification as all job requirements service a valid purpose.

Accepted Answer

There can be instances where job specifications can be unnecessary, outdated or vague, leading to ineffective recruitment or mismatched job candidates. This could result in wasted time and resources for both the employer and the job seekers. Therefore, it is important for job specifications to be relevant, up-to-date, and tailored to the specific position and company needs.

Question 17

Most job analysis questionnaires attempt to measure a variety of job characteristics but do not attempt to measure current job performance standards.

Accepted Answer

The answer of Most job analysis questionnaires attempt to measure...

Question 18

Using the same questionnaire on similar jobs tends to produce less useful job analysis data.

Accepted Answer

Using the same questionnaire on similar jobs tends to produce more consistent and comparable job analysis data, as it allows for standardized data collection across similar roles.

Question 19

Most job analysis questionnaires attempt to measure,among other things,duties,working conditions,and performance standards.

Accepted Answer

Most job analysis questionnaires aim to gather information about the duties and responsibilities involved in a job, the working conditions, as well as the performance standards expected from the job holder.

Question 20

The Functional Job Analysis and the Position Analysis Questionnaire are two of the most popular job analysis tools.

Accepted Answer

Both the Functional Job Analysis and the Position Analysis Questionnaire are widely used and popular job analysis tools.

Quiz 2: Job Analysis and Design