HR Ch 5
The critical incidents method relies on important behaviors that distinguish effectives from ineffective performers.
T
The most common approach to job analysis is the narrative job analysis.
T
The second step in job analysis involves determining methods for obtaining information.
T
25. Which of the following is NOT a common legal issue in job analysis and design? a. The failure to perform a job analysis b. Using job analysis to discriminate by gender c. Discrimination against disabled applicants because of an inaccurate job analysis d. The use the job characteristics model of job design e. Job analysis that includes factors that are not job related
A
A ____ can often facilitate the forecasting of the supply of human resources. a. human resource information system b. focus group c. quality circle d. think tank e. quality team
A
A small management-consulting firm experiences a tremendous boost in business in one year and must hire many new professional employees to provide services to its new customers. This business is likely following a ____ strategy. a. growth b. stability c. reduction d. multinational e. none of these
A
The third step in job analysis involves a. determining who is responsible for collecting data. b. getting feedback from customers. c. tracking productivity. d. identifying the work to be assessed. e. defining the work itself.
A
This particular job analysis technique focuses primarily on managerial jobs. a. MPDQ b. PAQ c. O*NET d. MBO e. None of these
A
What is involved in the Fleischman job analysis system of conducting work assessments? a. A taxonomy of fifty-two abilities that effectively captures variations in job performance, which are rated by job incumbents b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance
A
When an individual seeks additional training and education to improve her or his ability to find work, this is called: a. human capital investment. b. market waging. c. functional job analysis. d. rate of unemployment. e. task analysis inventory.
A
When being interviewed during the gathering of job analysis data, which type of individual may provide exaggerated information about a job's complexity or importance? a. The job incumbent b. The immediate supervisor c. A higher-level supervisor d. An industrial engineer e. A human resource manager
A
Which job analysis technique consists of requiring subject matter experts to develop a comprehensive description of work? a. Narrative job analysis b. The PAQ c. Functional job analysis d. Fleishman job analysis system e. Task analysis inventory
A
Which of the following statements BEST describes the link between job analysis and human resource planning? a. Job analysis helps human resource planners understand exactly what kinds of work must be performed within the organization in the future. b. Job analysis provides information to help design training and development programs. c. Job analysis clarifies the essential elements of each job. d. Human resource planning forecasts the supply and demand for human resources. e. Mathematical models of historic trends can help in forecasting labor supply and demand.
A
Which of the following would be a competency, as described in the text? a. Decisiveness b. Keyboarding speed c. IQ of 100 d. Clean driving record e. Degree in computer science
A
A ____ provides an overview of the duties and tasks required to effectively perform a particular job or line of work. a. job specification b. job description c. benchmark d. personnel file e. work permit
B
John, a job analyst, was asked to prepare an analysis of the KSAs necessary to be a waiter at a local restaurant. Which of the following would NOT appear in his analysis? a. The waiter must be able to lift and carry trays. b. The waiter will have a comprehensive health coverage plan. c. The waiter must communicate effectively with customers. d. The waiter will have to stand for most of the workday. e. The waiter needs to have a good short-term memory.
B
On the FBI's employment Page, you read: "To qualify as an FBI Special Agent, you must be a U.S. citizen, at least 23 and not more than 37 years old, have vision not worse than 20/40, pass a color vision and hearing test, have a valid driver's license, be in excellent physical condition, and possess a four-year college degree." What are you reading? a. A job description b. A job specification c. A job SME d. A job analysis e. A job family
B
The first step in job analysis involves a. determining who is responsible for collecting data. b. determining information needs. c. determining data collection methods. d. identifying the work to be assessed. e. defining the work itself.
B
The percentage of individuals looking for and available for work who are not currently employed is called the: a. job description b. rate of unemployment c. advanced rate of employment d. job specification e. None of these.
B
What is involved in the task analysis inventory method? a. A taxonomy of fifty-two abilities rated on a seven-point scale b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance
B
When Hank needed to write a job analysis for a court reporter, he used the O*NET online database. One section of the information stated, "Court reporters ask speakers to clarify statements, file a legible transcript of records, verify accurate transcripts, and record depositions." This information is part of the job's a. KSAs. b. tasks. c. working conditions. d. critical incidents. e. SMEs.
B
Which of the following is an accurate statement? a. Job descriptions focus on succession planning b. Job specifications indicate the knowledge and skills needed to perform work c. Job descriptions focus on the individual d. Job specifications focus on the work e. None of these.
B
Anuj looks at a job analysis that reports scores on various items, organized into areas called "Information inputs," "Mental processes," "Relationships with other people," and so on. The scales tell how frequently those areas are used in the job, how important they are to the job, and other measures. Anuj is looking at a job analysis that was based on a. a narrative. b. critical incidents. c. a position analysis questionnaire. d. the Fleishman job analysis system. e. the O*NET.
C
Which of the following would be included in a job description for a computer programmer? a. Bachelor's degree in computer science b. Knowledge of COBOL c. Writing programs to run network processes on the mainframe d. Proficiency in computer languages e. Keyboarding skills
C
Who generally share responsibility for conducting a job analysis? a. The line manager, the job incumbent, and the top management team b. The top management team, the operations manager, and the human resource manager c. The line manager, the human resource department, and the job analyst d. The job analyst, the immediate supervisor, and the job incumbent e. The human resource department, the job incumbent, and the job analyst
C
A national hotel chain established a plan that describes how top managers will be promoted throughout the organization over time. This is called a. demand forecasting. b. the social context. c. empowerment. d. executive succession. e. human resource control.
D
When an organization attempts to forecast the supply of and demand for human resources, this is called a. empowerment. b. job enrichment. c. outsourcing. d. human resource planning. e. telemarketing.
D
Which of the following is NOT correct regarding job analysis? a. It is the process of gathering and organizing detailed information about jobs. b. It helps managers understand the processes through which jobs are most effectively performed. c. It is a fundamental input to the human resource planning process. d. It results from the design of recruitment and selection procedures for new employees. e. It helps managers understand the kinds of skills and abilities necessary for employees to perform their jobs.
D
A computerized job classification system that is a major source of job information is called the: a. WORKS Dataset b. Fleischman Inventory c. PAQ Job Base d. MPDQ Info Set e. O*NET
E
Organization try to develop job ____ when planning for human resources, which are groups of jobs that are similar. a. components b. indicators c. vectors d. industries e. families
E
The ____ approach to job analysis requires the specification of effective and ineffective performance. a. skill variety b. Fleischman c. PAQ d. MPDQ e. critical incidents
E
The prevailing wage rate for a given job in a given labor market is called the: a. component wage rate b. indicator wage rate c. vector wage rate d. industry wage rate e. market wage rate
E
Which of the following would be included in a job specification for an administrative assistant? a. Keeping minutes of meetings b. Answering phones c. Typing correspondence d. Maintaining the boss's calendar e. Ability to take dictation in shorthand
E
Forecasting the future supply of human resources does not require an analysis of internal company records.
F
Job analysis affects the selection process, but it only indirectly influences performance appraisal and compensation.
F
The average age of the U.S. workforce is gradually decreasing.
F
The functional job analysis relies on a taxonomy of abilities that represents all the key work dimensions.
F
The reduction strategy essentially maintains the status quo with regard to the number of individuals employed by a company.
F
An organization should considered its strategic plan when forecasting the demand for human resources.
T
Evidence suggests that jobs occupied by men are rated as more complex than are similar jobs occupied by women.
T
