Module 2: Job Analysis | Quiz

work analysis

A thorough job analysis is also called _________________

Job Analysis

It is the cornerstone of all HR functions

Job Analysis

Pertains to gathering and analyzing information about the work an employee performs, the conditions under which the work is performed, and the worker characteristics needed to perform the work under the identified conditions

Job Analysis

The gathering, analyzing, and structuring of information about a job's components, characteristics, and requirements is a process called:

True

it is important that employees who are doing the same job have the same title and that the title accurately reflect the nature of the job True or False

ability

A basic capacity for performing a wide range of different tasks, acquiring a knowledge, or developing a skill

a. It must be strictly 10 pages long

All of these are TRUE about job descriptions, EXCEPT: a. It must be strictly 10 pages long b. It contains details about the tasks, duties, and responsibilities required for a particular job. c. Job analyses and job descriptions serve as the basis for many HR activities, including employee selection, evaluation, training, and work design d. One of the written products of a job analysis is a job description

d. if job changes significantly

How often should the job description be updated? a. every two to three months b. on a monthly basis c. annually d. if job changes significantly

True

Job Specification is the basis for Recruitment and Selection and Employee Development True or False

False

Job Specifications are the TDRs of the job TDR's = Tasks, Duties and Responsibilities

True

Job analysis enables a human resources professional to classify jobs into groups based on similarities in requirements and duties. True or False

False

Job analysis is a written result of job description True or False

true

Job classification is useful for determining pay levels, transfers, and promotions.

True

Job description is a brief, two- to five-page summary of the tasks and job requirements found in the job analysis. True or False

Peter Principle

Promoting employees until they eventually reach their highest level of incompetence

a. Identify tasks performed

The first step in conducting a Job Analysis: a. Identify tasks performed b. Rate Task Statements c. Selecting Tests to Tap KSAOs d. Determine Essential KSAOs e. Write Task Statements

True

The ultimate purpose of job analysis is to improve organizational performance and productivity. True or False

job grading

Which of the following is NOT a major outcome of job analysis? job description job specification job evaluation job grading

a. Instead of promoting the person in the job immediately below the supervisor we promote the best employee from the most similar job

Which of the following is a solution to Peter Principle? a. Instead of promoting the person in the job immediately below the supervisor we promote the best employee from the most similar job b. Promote the best sales performer because it will guarantee that he will do well as a supervisor. c. Promote an employee who always complies with the company's policies and considers his performance records. d. Demotion of inefficient employees

b. KSAOs

Which of the following is another name for a job competencies? a. Work context b. KSAOs c. Job factors d. Training competencies

d. Titles must be very unique

Which of the following is not true of job titles? a. Titles provide workers with identity b. Titles should describe the nature of a job c. Job titles can affect perceptions of job status d. Titles must be very unique

b. Job description

Which of the following outcomes of Job Analysis can be a basis for employee orientation, performance appraisal, training, and disciplinary action? a. job context b. Job description c. job evaluation d. job specification

d. job title

Which of the following sections in a job description can affect a person's perceptions of the status and worth of a job? a. work context b. work activities c. brief summary d. job title

Competencies

Which of the following sections in a thorough job description contains what is commonly called job specifications? Work Activities Competencies Brief summary Performance standards

Peter Principle

XYZ Industries has a policy of promoting employees who perform well. Unfortunately, many of the people promoted do not become effective supervisors. Currently there is a crisis because most of the supervisors are getting poor performance reviews. XYZ Industries seems to be a good example of: the Anderson Analog Pearson Policy the Peter Principle Personpower Planning