Human Resources Management Ch 4
26. In a fast-moving environment where job analysis must accommodate change, many organizations may adopt a ____, where the emphasis is placed on characteristics of successful performers rather than standard duties.
Competency Based Analysis
11. Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions.
F
14. Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis to identify components of a job.
F
16. Job descriptions, job specifications, and even job evaluation can now be downloaded quickly from O*NET.
F
17. The task inventory analysis method was pioneered by Microsoft.
F
2. A statement of the different duties, tasks, and responsibilities of a job is known as a job specification.
F
31. The job specification section of a job description should include:
Interpersonal or behavioral attributes necessary for job success.
10. Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries.
T
13. O*Net, compiled by the Department of Labor, contains standardized and comprehensive job descriptions.
T
15. The critical job tasks identified by the critical incident approach to job analysis include those important behaviors and job responsibilities performed by the jobholder that lead to job success.
T
18. Most job descriptions include a job title, a job identification section, and a job duties section.
T
32. Which of the following is not a problem frequently associated with job descriptions?
They tend to broaden the scope of activities of the jobholder
4. A job specification is:
a statement of the knowledge, skills, and abilities required to perform work.
7. A job description is:
a statement of the tasks, duties and responsibilities of a job
17. Which of the following is not a method to gather job analysis information?
applications
74. Which of the following is not a disadvantage of flextime schedules:
flextime makes it difficult to recruit and retain personnel.
1. A job-analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as:
functional job analysis
2. A job analysis method by which important job tasks are identified for job success is known as:
functional job analysis
24. The objective of the critical incident method of job analysis is to:
identify critical job tasks.
28. The job title:
is of psychological importance in that it provides status to the employee. indicates the level within the occupational hierarchy occupied by the jobholder. may indicate the basic duties involved in the job.
12. The process of obtaining information about jobs by determining their duties, tasks, or activities is called:
job analysis
27. Most job descriptions contain all of the following except a:
job evaluation section
29. The section of a job description that provides information about the location of the job and the reporting relationships involved is the:
job identification section.
5. A statement of the knowledge, skills, and abilities required to perform a job is a:
job specification
20. When a job analyst doubts the accuracy of information provided by employees, he or she should obtain additional information from all of the following except:
o*net
30. The statements in a job description covering job duties or essential job functions are usually arranged in:
order of importance
6. Employers must be able to show that job specifications:
relate specifically to the duties of the job.
3. An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs is known as:
task inventory analysis
19. Job data may be obtained in all of the following ways except from:
the Uniform Guidelines on Employee Selection Procedures.
11. Job analysis is called the cornerstone of HRM because:
the information it collects serves so many HRM functions.
10. The worth and compensation of a job should depend on all of the following except:
the sex of the employee
25. Which popular method of job analysis was pioneered by the U.S. Air Force?
Task Inventory Analysis
21. The law requires employers to be able to show that the job criteria they use to select employees for a particular position relate specifically to the duties for that job.
T
23. When writing a job description, use statements that are terse, direct, and simply worded.
T
45. A critical aspect of industrial engineering is the establishment of time standards for a particular work cycle.
T
8. Job Analysis is the process of obtaining information about jobs through a process of determining what the duties, tasks or activities of those jobs are.
T
9. Job analysis helps employers meet their duty under the law.
T
Because a job analysis includes information about the requirements of someone performing a job, it provides the criteria for evaluating the people who do the work.
T
48. The job specifications section should also include interpersonal skills if a competency-based job analysis approach is used.
T
25. Managers of businesses where employees perform many different job tasks must be concerned about writing specific job descriptions because federal guidelines and court decisions require job requirements must be based on valid job-related criteria.
T
44. Job design objectives that emphasize industrial engineering considerations concentrate on the study of work cycles to determine how to reduce the time needed to complete the cycle.
T
20. Under the Americans with Disabilities Act, the purpose of "essential functions" in a job description is to help match job requirements to organizational goals.
F
22. Job specifications usually cover two areas: (1) the skill required to perform the job and (2) the level of autonomy inherent in the position.
F
27. Software programs, more often than not, actually hinder the job analysis process.
F
28. Job design considers organizational objectives, industrial engineering considerations, ergonomic concerns, and job descriptions.
F
3. Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in performance appraisal.
F
19. The job title is of psychological importance as well as descriptive.
T
