MADM 427 Chapter 04 (True/False)

FALSE

A job family is a grouping of positions that are similar in their tasks and task dimensions.

TRUE

A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

FALSE

A task questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

TRUE

A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements.

TRUE

Advances in technology are one of the major reasons for changes in jobs.

TRUE

Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.

FALSE

Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

FALSE

Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.

FALSE

Competencies are more specific than KSAOs.

FALSE

Competencies contribute to job performance, but not to organizational success.

TRUE

Competency analysis is one way to incorporate engagement into job analysis.

TRUE

Competency based job analysis is a way to facilitate increased staffing flexibility.

FALSE

Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.

FALSE

Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.

TRUE

Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

FALSE

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

TRUE

Details regarding knowledge, skills, and abilities in a job description are important components of a legally defensible selection system.

TRUE

Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.

FALSE

Employment regulations give several specific techniques for using job analysis to identify essential job functions.

TRUE

Engaging in an organization-wide evaluation of competencies can be worth the additional effort if the end result helps help integrate strategic goals with the human resource management system.

FALSE

Ensuring consistency is seldom important for competency-based job analysis, because the focus is mostly on accuracy and objectivity.

TRUE

Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.

TRUE

If an employment discrimination case involves an organization's defense of its selection procedures, the UGESP require the conduct of job analysis.

FALSE

In general, there are few, if any, sources of job information external to the organization where the job is performed.

FALSE

In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.

TRUE

Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals.

TRUE

Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.

TRUE

Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."

FALSE

It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.

TRUE

It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.

TRUE

Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements;

TRUE

Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.

TRUE

Job requirements job analysis involves collecting information on the activities performed on the job, and uses this information to assess the KSAOs needed for each job.

TRUE

Knowledge is a body of information that can be directly applied to the performance of tasks.

FALSE

Little research has been done to identify particular job-related skills.

FALSE

Measures of engagement reflect specific skills sets that are readily measured through job analysis.

TRUE

One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

FALSE

Pay, benefits, and promotions are typical intrinsic job rewards.

FALSE

Skills are underlying, enduring traits of a person that are useful for performing a range of tasks.

FALSE

Subject matter experts should not include previous jobholders, private consultants, and customers/clients.

TRUE

Surveys and interviews with employees are a key way to gather information on job rewards preferences and the rewards associated with their work.

FALSE

Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.

FALSE

Task statements are written to emphasize the outcomes of a work process, as well as describing how the task is expected to be performed.

TRUE

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

FALSE

Tasks should be constructed using broadly applicable verbs, such as "supports," "assists," and "handles."

TRUE

Team-based work has increased the need for flexibility, and requires a different approach to job analysis because team members perform multiple roles and have multiple responsibilities.

TRUE

The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.

FALSE

The ADA requires the performance of a job analysis to identify the essential functions of a job.

TRUE

The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance.

FALSE

The KSAO portion of a job requirements matrix is often converted to a job description.

TRUE

The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

FALSE

The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

TRUE

The job requirements matrix is composed of two components: tasks and KSAOs.

FALSE

The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

FALSE

The most important similarity between job demands and competency-based job analysis is the focus on a single job category as a starting point.

FALSE

The sample size used in job analysis is not relevant to legal defensibility.

TRUE

The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element.

TRUE

The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

TRUE

The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

TRUE

The work setting, attire, environmental conditions, and job hazards are associated with a job's "context."

TRUE

Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs.

FALSE

Using managers in a job analysis lends both expertise and neutrality to the process.

FALSE

When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

FALSE

When it comes to developing the employee value proposition, there are no real disadvantages to creating the largest package of rewards possible.

TRUE

Whereas job requirements job analysis starts by analyzing what people already do, competency-based job analysis starts from the organization's mission and goals and works downward to determine requirements for each job based on these goals.