HR ch.4

Janice, a department store manager, is in the process of writing job descriptions using O*NET. Janice has already reviewed the company's business plan, so what should be her next step? A) interview employees B) compose a list of job duties C) develop an organization chart D) observe employees performing their duties

C) develop an organization chart

The fourth step in conducting a job analysis most likely involves collecting data about all of the following EXCEPT ________. A) required employee abilities B) typical working conditions C) employee turnover rates D) specific job activities

C) employee turnover rates

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

C) enlargement

Jerome, a manager at an electronics company, needs to gather job analysis information from a large number of employees who perform similar work. Which of the following would be most appropriate for Jerome? A) observing all employees B) interviewing the HR manager C) holding a group interview with a supervisor D) conducting telephone surveys of all employees

C) holding a group interview with a supervisor

Allison, a manager at a large clothing retail store, needs to determine essential duties that have not been assigned to specific employees. Which of the following would most likely provide Allison with this information? A) work activities B) job context C) job analysis D) performance standards

C) job analysis

Which of the following terms refers to the procedure used to determine the duties associated with job positions and the characteristics of the people to hire for those positions? A) job description B) job specification C) job analysis D) job context

C) job analysis

Which of the following is a written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job? A) job specification B) job analysis C) job description D) job context

C) job description

Which of the following indicates the division of work within a firm and the lines of authority and communication? A) process chart B) employee matrix C) organization chart D) corporate overview

C) organization chart

A(n) ________ is used to collect quantifiable data concerning the duties and responsibilities of various jobs. A) electronic diary/log B) group interview C) position analysis questionnaire D) Internet-based survey

C) position analysis questionnaire

One of the problems with direct observation is ________, which is when workers alter their normal activities because they are being watched. A) flexibility B) falsification C) reactivity D) diversion

C) reactivity

During the job analysis process, it is important to ________ before collecting data about specific job duties and working conditions. A) test job questionnaires on a small group of workers B) confirm the job activity list with employees C) select a sample of similar jobs to analyze D) assemble the job specifications list

C) select a sample of similar jobs to analyze

In order for Hollis Construction to be in full compliance with the Americans with Disabilities Act, the manager needs a ________ for each position to validate all human resource activities. A) performance appraisal B) compensation schedule C) workflow system D) job analysis

D) job analysis

The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job. A) organization chart B) job analysis C) work aid D) job description

D) job description

Which of the following requires workers to make daily listings of the activities in which they engage as well as the amount of time each activity takes? A) flowchart B) agenda C) outline D) log

D) log

Which of the following Web sites was developed by the U.S. Department of Labor and serves as a source for managers who need to write job descriptions? A) bls.gov B) opm.gov C) usajobs.gov D) onetcenter.org

D) onetcenter.org

Interviews for the purpose of collecting job analysis data will most likely address all of the following topics EXCEPT ________. A) hazardous conditions B) primary work duties C) required education D) personal hobbies

D) personal hobbies

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

D) personality traits

Which method for collecting job analysis information is considered best for quantifying the relative worth of a job for compensation purposes? A) electronic log B) worker diary C) observation D) position analysis questionnaire

D) position analysis questionnaire

Most job descriptions contain sections that cover all of the following EXCEPT ________. A) performance standards B) working conditions C) responsibilities D) required overtime

D) required overtime

Which term refers to the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees? A) job analysis B) HR alignment C) strategic planning D) talent management

D) talent management

While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________. A) EEOC representative B) HR manager C) legal department D) worker

D) worker

All of the following requirements are typically addressed in job specifications EXCEPT ________. A) desired personality traits B) required education levels C) necessary experience D) working conditions

D) working conditions

A conventional job description provides managers with a more comprehensive picture of worker activities than a job requirement matrix, which fails to address how and why workers perform specific job activities. T or F

False

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

False

Conducting the job analysis is the sole responsibility of the HR specialist. T or F

False

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. T or F

False

Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement. T or F

False

O*NET has become an increasingly popular Web tool for creating and distributing position analysis questionnaires to employees who are located throughout the world. T or F

False

Questionnaires developed for the purpose of job analysis are always structured in the form of checklists so that the information can easily be entered into a database. T or F

False

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. T or F

False

The Americans with Disabilities Act (ADA) requires that organizations have job descriptions that list the essential functions of all jobs. T or F

False

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. T or F

False

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. T or F

False

What are the advantages and disadvantages of using interviews to collect job analysis data?

Interviews are a relatively simple and quick way to collect data. Skilled interviewers can gather information that might otherwise go undiscovered. Some activities might occur only occasionally or be more informal in nature. Interviews can discover these types of activities. The interview also offers an opportunity to explain the need for a job analysis. The biggest drawback is the chance for information to be distorted either to outright falsification or honest misunderstanding.

What time-saving options are available to a busy manager who needs to conduct a job analysis and write job descriptions? Explain your answer in a brief essay.

Job analysis can be a time-consuming process. Managers can save time by holding group interviews with groups of employees who have the same job. Managers use group interviews when a large number of employees are performing similar or identical work, since this can be a quick and inexpensive way to gather information. Busy managers often turn to the Internet for help writing job descriptions because the process can save a great amount of time. Sites like O*NET and www.jobdescription.com provide managers with important characteristics of various occupations, as well as the experience, education, and knowledge needed to do each job well.

How has modern technology, such as the Internet, changed job analysis methods? How has the Internet improved the ability of managers to write job descriptions?

Rhe human resource department can distribute standardized job analysis questionnaires to geographically disbursed employees via their company intranets, with instructions to complete the forms and return them by a particular date.

Which of the following describes a job in terms of measurable and observable behaviors that an employee 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

A) competency-based job analysis

During the job analysis process, the primary purpose of having workers review and modify data collected about their current positions is to ________. A) confirm that the information is correct and complete B) provide a legal benchmark for employer lawsuits C) encourage employees to seek additional job training D) validate the job specification list provided by HR

A) confirm that the information is correct and complete

Connor, a manager at a boat manufacturing firm, takes a talent management approach to his duties. Which of the following would Connor most likely do? A) coordinate recruitment and compensation activities B) use different competencies for recruitment and development C) rely primarily on applicant testing results for hiring decisions D) manage employees based on their experience with the organization

A) coordinate recruitment and compensation activities

Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis. What should be Jennifer's first step in the process? A) deciding how the gathered information will be used B) collecting data on job activities and working conditions C) selecting representative job positions to assess D) reviewing relevant background information

A) deciding how the gathered information will be used

Joaquin records every activity in which he participates at work along with the time it takes him to complete each activity. Which of the following approaches to job analysis data collection is most likely being used at Joaquin's workplace? A) diaries B) interviews C) observations D) questionnaires

A) diaries

Which of the following most likely depends on a job's required skills, education level, safety hazards, and degree of responsibility? A) employee compensation B) organizational culture C) annual training requirements D) OSHA and EEO compliance

A) employee compensation

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

B) experience

Which of the following data collection techniques would be most useful when writing a job description for a software engineer? A) distributing position analysis questionnaires B) interviewing employees C) analyzing organization charts D) developing a job process chart

B) interviewing employees

Which of the following is the primary source of information an employer uses to write a job specification? A) job summary B) job description C) performance standards D) personnel replacement charts

B) job description

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

B) job enrichment

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

B) job rotation

A(n) ________ shows the flow of inputs to and outputs from a job being analyzed. A) organization chart B) process chart C) job analysis D) job description

B) process chart

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

B) reengineering

Which of the following is identified by the FLSA status section of a job description? A) whether the employer is a non-profit organization B) whether a job is exempt or nonexempt C) whether the employer is a private or public firm D) whether a job requires a college degree

B) whether a job is exempt or nonexempt

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

True

Some employers collecting job analysis information provide employees with pocket dictating machines and pagers to record activities at random times of the work day. T or F

True

The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions. T or F

True

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

C) Frederick Herzberg

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.

C) In high-performance work systems, employees serve as team members rotating among various jobs.

The ________ classifies all workers into one of 23 major groups of jobs that are subdivided into minor groups of jobs and detailed occupations. A) Department of Labor Procedure B) Position Analysis Questionnaire C) Standard Occupational Classification D) Dictionary of Occupational Titles

C) Standard Occupational Classification

Purrfect Pets is a local pet supply store with a following of loyal customers who appreciate the personal service the store's employees provide. After a very profitable year, Purrfect Pets is expanding by opening two more stores. Before hiring employees for the new stores, the manager is considering the idea of conducting a job analysis for each position. Which of the following, if true, undermines the argument that the Purrfect Pets manager should observe workers in order to gather job analysis information? A) Purrfect Pets lacks the technology to perform quantitative job assessments. B) Part-time and seasonal workers fill most of the positions at Purrfect Pets. C) The tasks of most Purrfect Pets employees vary widely from day to day. D) During the morning, business at Purrfect Pets typically slows down.

C) The tasks of most Purrfect Pets employees vary widely from day to day.

A workflow analyst would most likely focus on which of the following? A) methods used by the firm to accomplish tasks B) behaviors needed to complete specific work C) a single, identifiable work process D) a quantifiable worker skill

C) a single, identifiable work process

The primary drawback of performing a job analysis regards the ________. A) unverifiable data a job analysis typically provides B) certification required to conduct a job analysis C) amount of time a job analysis takes to complete D) redundant information gathered during a job analysis

C) amount of time a job analysis takes to complete

For which of the following jobs is direct observation NOT a recommended method for collecting job analysis data? A) assembly-line worker B) accounting clerk C) attorney D) nurse

C) attorney

What is the primary benefit of using a position analysis questionnaire to gather data for a job analysis? A) providing the opportunity for employees to vent job frustrations B) sorting information for government statistics and records C) classifying jobs for the purpose of assigning salaries D) uncovering important yet infrequent job tasks

C) classifying jobs for the purpose of assigning salaries

What are the three main categories used in the Dictionary of Occupational Titles to rate, classify, and compare different jobs? A) reasoning, language, mathematics B) skills, communication, education C) data, people, things D) people, skills, reasoning

C) data, people, things

The statistical analysis method for developing job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that a firm cannot prove distinguish between high and low job performers. T or F

True

ABC Widgets, Inc. wants to develop a high-performance work system, so its HR department should most likely develop traditional job descriptions rather than competency-based job descriptions. t or f

false

Competencies are observable and measurable behaviors, and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor. t or f

false

Writing a competencies-based job description typically involves compiling a list of job duties. t or f

false

British Petroleum implemented a competency-based skills matrix for its employees. As a result, employee training, appraisals, and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm. t or f

true

Competency-based job analysis focuses on the knowledge, skills, and behavior of a worker rather than the tasks associated with a particular job. t or f

true

Competency-based job analysis is more worker-focused than traditional job analysis. t or f

true

Effective talent management focuses on developing employee competencies that align with strategic goals. True or False

true

In reengineered business processes, workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks. true or false

true

Many job analysts and employers assert that in today's work environment, job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need. t or f

true

Quantitative approaches for collecting job analysis data are more appropriate than qualitative approaches when a manager seeks to compare jobs for pay purposes. t or f

true

An employer is required to make a "reasonable accommodation" for a disabled individual in which of the following situations? A) if a disabled person has the necessary skills, education, and experience to perform the job but is prevented by the job's current structure B) when an employer fails to provide a job description for a position that a disabled person would most likely be able to perform C) if making changes would present the employer with an undue hardship D) each time that a disabled individual applies for a position

A) if a disabled person has the necessary skills, education, and experience to perform the job but is prevented by the job's current structure

Which data collection method is most frequently used in conjunction with direct observation? A) interview B) questionnaire C) electronic log D) survey

A) interview

The information resulting from a job analysis is used for writing ________. A) job descriptions B) corporate objectives C) personnel questionnaires D) training requirements

A) job descriptions

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

A) job rotation

Which of the following refers to the human requirements needed for a job, such as education, skills, and personality? A) job specifications B) job analysis C) job placement D) job descriptions

A) job specifications

What type of information is contained in the job identification section of a job description? A) job title B) job summary C) major functions or activities D) standards of performance

A) job title

The most important consideration when developing an online job analysis is to ________. A) make questions and the process as clear as possible B) provide monetary rewards for timely completion C) limit the number of questions to less than twenty D) ask open-ended questions to ensure honest responses

A) make questions and the process as clear as possible

Murray, Inc. emphasizes a desire for detail-oriented, motivated employees with strong social skills as indicated in the firm's job ________. A) specifications B) analysis C) reports D) descriptions

A) specifications

Job analysts collecting information through observations and interviews benefit from the use of a(n) ________ to guide the process and ensure consistency. A) structured list B) electronic diary C) job description D) organization chart

A) structured list

Which of the following is an example of business process reengineering? A) using computerized systems to combine separate tasks B) creating a visual chart for work flow procedures C) assigning additional activities to new employees D) developing employee skills and behaviors

A) using computerized systems to combine separate tasks

A ________ is the time it takes to complete a job. A) work cycle B) work week C) shift D) duty

A) work cycle

The Department of Labor procedure uses a set of standard basic activities known as ________ to describe what a worker must do with respect to data, people, and things. A) worker functions B) employee duties C) job procedures D) job requirements

A) worker functions

What is the final step in conducting a job analysis? A) writing a job description and job specifications B) validating all of the collected job data C) collecting data on specific job activities D) reviewing relevant background information

A) writing a job description and job specifications

According to the ADA, job duties that employees must be able to perform, with or without reasonable accommodation, are called ________. A) job requirements B) essential job functions C) work activities D) job specifications

B) essential job functions

According to the ________, an individual must have the requisite skills, educational background, and experience to perform a job's essential functions. A) DOL B) ADA C) FCC D) SIC

B) ADA

What has been the most significant impact of modern technology on job analysis methods? A) Extensive use of the Internet by HR managers enables more people to telecommute from locations far from corporate headquarters. B) Corporate use of the Internet and intranet has enabled HR managers to distribute and collect job analysis surveys to employees in multiple geographic locations. C) Worker functions have changed as a result of modern technology, so the DOL procedure for data collection has been modified and categories have been altered. D) The ability to falsify information on Internet surveys has led to an increase in interviews and observations by HR managers to collect accurate job analysis information.

B) Corporate use of the Internet and intranet has enabled HR managers to distribute and collect job analysis surveys to employees in multiple geographic locations.

Experts at the ________ performed the earliest form of job analysis and published the Dictionary of Occupational Titles. A) EEOC B) DOL C) BLS D) DHS

B) DOL

Which of the following is the primary disadvantage of using interviews to collect job analysis data? A) Interviews are a complicated method for collecting information. B) Employees may exaggerate or minimize some information. C) Interviews provide only general information about a worker's duties. D) Interviews may require managers to reveal the job analysis function.

B) Employees may exaggerate or minimize some information.

Purrfect Pets is a local pet supply store with a following of loyal customers who appreciate the personal service the store's employees provide. After a very profitable year, Purrfect Pets is expanding by opening two more stores. Before hiring employees for the new stores, the manager is considering the idea of conducting a job analysis for each position. Which of the following, if true, would best support the argument that the manager should use a position analysis questionnaire to collect job analysis information? A) Compliance with EEO laws requires businesses to compile quantitative data. B) Management wants to develop a pay scale for all employees at Purrfect Pets. C) Purrfect Pets managers are unfamiliar with the typical routines of most employees. D) Managers believe that some Purrfect Pets employees are overlooking important daily tasks.

B) Management wants to develop a pay scale for all employees at Purrfect Pets.

A manager uses the information in a job analysis for all of the following EXCEPT ________. A) assessing training requirements B) complying with FCC regulations C) determining appropriate compensation D) providing accurate performance appraisals

B) complying with FCC regulations

Pocket dictating machines and pagers have replaced traditional diary/log methods in many firms. Which of the following problems have the modern methods most likely eliminated? A) work time required to fill out forms and surveys B) employee forgetfulness regarding daily activities C) costs associated with copying and filing paperwork D) employee frustration towards bureaucratic requirements

B) employee forgetfulness regarding daily activities

How does the ADA affect hiring practices? How does an HR manager determine whether or not a job description complies with the ADA?

Congress enacted the Americans with Disabilities Act (ADA) to reduce or eliminate serious problems of discrimination against disabled individuals. Under the ADA, the individual must have the requisite skills, educational background, and experience to perform the job's essential functions. A job function is essential when it is the reason the position exists or when the function is so specialized that the firm hired the person doing the job for his or her expertise or ability to perform that particular function. If the disabled individual can't perform the job as currently structured, the employer is required to make a "reasonable accommodation," unless doing so would present an "undue hardship." The ADA does not require job descriptions, but it's probably advisable to have them. Virtually all ADA legal actions will revolve around the question, "What are the essential functions of the job?" Without a job description that lists such functions, it will be hard to convince a court that the functions are essential to the job.

Which of the following is the primary disadvantage of using questionnaires to gather job analysis information? A) Questionnaires are the most expensive method of collecting data. B) Supervisors are required to verify all collected questionnaire data. C) Questionnaires are too open-ended for statistical information. D) Developing and testing questionnaires is time-consuming.

D) Developing and testing questionnaires is time-consuming.

Which of the following guidelines is most likely recommended to managers conducting a job analysis? A) Use one tool for gathering information to maintain the validity of the final results. B) Rely on the human resource manager to complete questionnaires and verify data. C) Conduct group interviews without supervisors present to ensure accuracy. D) Ensure that the questions and the process are clarified to employees.

D) Ensure that the questions and the process are clarified to employees.

Purrfect Pets is a local pet supply store with a following of loyal customers who appreciate the personal service the store's employees provide. After a very profitable year, Purrfect Pets is expanding by opening two more stores. Before hiring employees for the new stores, the manager is considering the idea of conducting a job analysis for each position. Which of the following, if true, would best support the argument that the manager should conduct group interviews to gather job analysis information? A) Purrfect Pets is an excellent place to work because of the positive work environment. B) Most of the young employees of Purrfect Pets would feel awkward during a one-on-one interview. C) Employees at Purrfect Pets work well with their colleagues, and few staffing conflicts occur. D) Numerous employees at Purrfect Pets perform similar tasks during the work day.

D) Numerous employees at Purrfect Pets perform similar tasks during the work day.

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?

D) What should the employee be able to do in order to competently perform this job?

All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. A) work activities B) human behaviors C) performance standards D) employee benefits options

D) employee benefits options

How does job analysis support human resource management activities? Briefly describe one of the methods commonly used for gathering job analysis data.

Job analysis provides information for recruitment and selection by laying out what the job entails and what human characteristics are required to perform these activities. This information helps management decide what sort of people to recruit and hire. Job analysis information is also crucial for estimating the value of each job and its appropriate compensation. A performance appraisal compares each employee's actual performance with his or her performance standards. Managers use job analysis to determine the job's specific activities and performance standards. Job analysis interviews are one of the most commonly used methods for gathering job analysis data. They range from completely unstructured interviews to highly structured ones containing hundreds of specific items to check off. Managers may conduct individual interviews with each employee, group interviews with groups of employees who have the same job, and/or supervisor interviews with one or more supervisors who know the job.

What is a competency-based job analysis? Why should firms consider describing jobs in terms of competencies instead of duties?

Job competencies are always observable and measurable behaviors. To determine what a job's required competencies are, you should ask, "In order to perform this job competently, what should the employee be able to do?" We can say that competency-based job analysis means describing the job in terms of measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to do the job well. Competency-based job descriptions are beneficial to firms that are striving to be high- performance work systems. Here the whole thrust is to encourage employees to work in a self- motivated way. Employers do this by empowering employees, organizing the work around teams, encouraging team members to rotate freely among jobs, and pushing more responsibility for things like day-to-day supervision down to the workers.

What is the difference between job enlargement, job rotation, and job enrichment?

Job enlargement means assigning workers additional same-level activities. Thus, the worker who previously only bolted the seat to the legs might attach the back as well. Job rotation means systematically moving workers from one job to another. Psychologist Frederick Herzberg argued that the best way to motivate workers is through job enrichment. Job enrichment means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. It does this by empowering the worker— for instance, by giving the worker the skills and authority to inspect the work, instead of having supervisors do that. Herzberg said empowered employees would do their jobs well because they wanted to, and quality and productivity would rise.

A human resource manager needs to develop job specifications for a new position at her firm. She can either base the job specifications on statistical analysis or on common sense. Briefly describe each method, and recommend which method the HR manager should use.

Most job specifications come from the educated guesses of people like supervisors and human resource managers. The basic procedure here is to ask, "What does it take in terms of education, intelligence, training, and the like to do this job well?" There are several ways to get these "educated guesses." You could simply review the job's duties and deduce from those what human traits and skills the job requires. You can also choose them from the competencies listed in Web-based job descriptions. In any case, use common sense when compiling your list. Don't ignore the behaviors that may apply to almost any job but that might not normally surface through a job analysis. Industriousness is an example. Who wants an employee who doesn't work hard? The other option is to base job specifications on statistical analysis, which is more defensible but also more difficult. The aim here is to determine statistically the relationship between (1) some predictor (human trait, such as height, intelligence, or finger dexterity), and (2) some indicator or criterion of job effectiveness, such as performance as rated by the supervisor. The procedure has five steps: (1) analyze the job and decide how to measure job performance; (2) select personal traits like finger dexterity that you believe should predict successful performance; (3) test candidates for these traits; (4) measure these candidates' subsequent job performance; and (5) statistically analyze the relationship between the human trait (finger dexterity) and job performance. Your objective is to determine whether the former predicts the latter. This method is more defensible than the judgmental approach because equal rights legislation forbids using traits that you can't prove distinguish between high and low job performers.

If a manager wants to know "should a job even exist," a workflow analysis should be performed. True or False

True

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

True

In a brief essay, compare and contrast job descriptions and job specifications.

The primary function of a job analysis is to develop job specifications and job descriptions. A job description is a written statement of what the worker actually does, how he or she does it, and what the job's working conditions are. You use this information to write a job specification; this lists the knowledge, abilities, and skills required to perform the job satisfactorily. There is no standard format for writing a job description. However, most descriptions contain sections that cover: 1. Job identification 2. Job summary 3. Responsibilities and duties 4. Authority of incumbent 5. Standards of performance 6. Working conditions 7. Job specifications The job specification takes the job description and answers the question, "What human traits and experience are required to do this job effectively?" It shows what kind of person to recruit and for what qualities you should test that person. The job specification may be a section of the job description, or a separate document.

Observation as a job analysis data collection method is most appropriate for jobs that involve physical activities. T or F

True

What are the steps involved in the job analysis process? Briefly discuss the methods available for collecting job analysis information.

There are six steps in doing a job analysis. Step 1: Decide How You Will Use the Information. Step 2: Review Relevant Background Information about the Job, Such as Organization Charts and Process Charts. Step 3: Select Representative Positions. Step 4: Actually Analyze the Job. Step 5: Verify the Job Analysis Information with the Worker Performing the Job and with His or Her Immediate Supervisor. Step 6: Develop a Job Description and Job Specification. There are various ways (interviews or questionnaires, for instance) to collect information on a job's duties, responsibilities, and activities. In practice, you could use any one of them, or combine several. The basic rule is to use those that best fit your purpose. Thus, an interview might be best for creating a list of job duties and job descriptions. The more quantitative position analysis questionnaire may be best for quantifying each job's relative worth for pay purposes. Interviews, questionnaires, observations, and diary/logs are the most popular methods for gathering job analysis data. They all provide realistic information about what job incumbents actually do.

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

True