1. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions.a. Job descriptionb. Job specificationc. Job analysisd. Job contexte. None of the above

2. The information resulting from job analysis is used for writing _____.a. job descriptionsb. work activitiesc. work aidsd. job contexte. performance standards

3. Which of the following types of information can be collected via a job analysis?a. work activitiesb. human behaviorsc. performance standardsd. job contexte. all of the above

4. Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context

5. Information regarding how, why, and when a worker performs each activity is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context

6. Information regarding the quantity or quality levels for each job duty is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context

7. Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. human requirementsd. performance standardse. job context

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8. Information regarding matters such as physical working conditions and work schedule is included in the information about _____ an HR specialist may collect during a job analysis.a. work activitiesb. human behaviorsc. machines, tools, equipment, and work aidsd. performance standardse. job context

9. There are _____ steps in doing a job analysis.a. threeb. fourc. fived. sixe. ten

10. Deciding how to use the resulting information is the _____ step in doing a job analysis.a. firstb. secondc. thirdd. fourthe. fifth

11. The first step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification

12. Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _____ step in doing a job analysis.a. firstb. secondc. thirdd. fourthe. fifth

13. The second step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification

14. Selecting representative positions to use in the job analysis is the _____ step in the process.a. firstb. secondc. thirdd. fourthe. fifth

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15. The third step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification

16. Collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job is the _____ step in the job analysis process.a. firstb. secondc. thirdd. fourthe. fifth

17. The fourth step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification

18. Verifying the job analysis information with the worker performing the job and with his or her immediate supervisor is the _____ step in the job analysis process.a. firstb. secondc. thirdd. fourthe. fifth

19. The fifth step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. verifying the job analysis informationd. collecting data on job activitiese. developing a job description and job specification

20. Developing a job description and job specification is the _____ step in the job analysis process.a. secondb. thirdc. fourthd. fifthe. sixth

21. The final step in conducting a job analysis is _____.a. deciding how to use the informationb. reviewing relevant background informationc. selecting representative positionsd. collecting data on job activitiese. developing a job description and job specification

22. A(n) _____ shows the flow of inputs to and outputs from the job being analyzed.

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a. organization chartb. process chartc. value chaind. job previewe. job description

23. Which term refers to a written statement that describes the activities and responsibilities of the job?a. job specificationb. job analysisc. job reportd. job descriptione. job context

24. A _____ summarizes the personal qualities, traits, skills, and background required for getting the job done.a. job specificationb. job analysisc. job reportd. job descriptione. job context

25. Which of the following is included in the job specifications?a. personal qualitiesb. traitsc. skillsd. required backgrounde. all of the above

26. Which of the following methods is used to gather job analysis data?a. interviewsb. questionnairesc. observationd. all of the abovee. none of the above

27. Who is interviewed by managers collecting job analysis data?a. individual employeesb. groups of employees with the same jobc. supervisors who know the jobd. all of the abovee. none of the above

28. Which of the following is not an advantage of using interviews to collect job analysis data?a. it is simple to useb. some information may be exaggerated or minimizedc. it is quick to collect informationd. it can identify uncommon, but important activitiese. it can be used to explain need for job analysis

29. Interviews often include questions about _____.

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a. supervisory responsibilitiesb. job dutiesc. educationd. experiencee. all of the above

30. In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the _____.a. length of time an employee has held the positionb. order of importancec. frequency of occurrenced. all of the abovee. b and c only

31. For which of the following jobs is direct observation not recommended to collect data used in a job analysis?a. assembly-line workerb. accounting clerkc. engineerd. receptioniste. salesperson

32. A _____ is the time it takes to complete a job.a. job specificationb. work cyclec. work weekd. shifte. none of the above

33. The average cycle time is a(n) _____.a. minuteb. hourc. dayd. weeke. it depends on the specific job

34. When a worker changes what he or she would normally do because they are being watched, _____ has occurred.a. proactivityb. reactivityc. cyclingd. divertinge. none of the above

35. Which two data collection methods are frequently used together?a. direct observation and interviewingb. questionnaires and direct observationc. interviewing and questionnairesd. diaries and interviewinge. most are used individually

36. Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on _____.

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a. diariesb. interviewsc. direct observationd. questionnairese. supervisor verification

37. Which of the following is considered a qualitative approach to job analysis?a. position analysis questionnaireb. interviewsc. Department of Labor approachd. functional job analysise. all are qualitative approaches

38. Which of the following is considered a quantitative approach to job analysis?a. interviewsb. diariesc. Department of Labor Procedured. direct observatione. questionnaires

39. What form of data collection involves recording work activities in a log?a. interviewsb. diariesc. direct observationd. questionnairese. none of the above

40. Which of the following is not one of the basic activities included in a position analysis questionnaire?a. performing skilled activitiesb. being physically activec. operating equipmentd. processing informatione. all are included in a position analysis questionnaire

41. The _____ assigns a quantitative score to each job based on its decision-making, skilled activity, physical activity, equipment operation, and information-processing characteristics. a. Department of Labor Procedureb. position analysis questionnairec. functional job analysisd. log approache. all of the above

42. Which quantitative job analysis technique can be conducted online?a. position analysis questionnaireb. Department of Labor Procedurec. functional job analysisd. all of the abovee. none of the above

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43. Most job descriptions contain sections that cover _____.a. job summaryb. standards of performancec. working conditionsd. all of the abovee. none of the above

44. One uses information from the _____ to write a job specification.a. job summaryb. job identificationc. job descriptiond. standards for performancee. job advertisement

45. What type of information is contained in the job identification section of a job description?a. job titleb. job summaryc. relationships statementd. major functions or activitiese. all of the above

46. Which section of a job description should define the limits of the job holder’s authority, direct supervision of other personnel, and budgetary limitations? a. job identificationb. job summaryc. relationshipsd. responsibilities and dutiese. pay levels

47. The job specification takes the job description and answers the question, _____?a. What human traits and experience are required to do this job wellb. When will the supervisor be completely satisfied with a worker’s workc. What are the four main activities making up this jobd. How many other employees are available to perform job functionse. What are the performance standards for the job

48. When filling jobs with untrained people, the job specifications may include _____.a. quality of trainingb. length of previous servicec. previous job performanced. physical traitse. all of the above

49. Which of the following work behaviors is considered “generic” or important to all jobs?a. industriousnessb. intelligencec. experienced. moralitye. motivation

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50. All of the following work behaviors are considered “generic” or important to all jobs except _____.a. thoroughnessb. attendancec. experienced. schedule flexibilitye. industriousness

51. _____ means assigning workers additional same-level activities, thus increasing the number of activities they perform.a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Job adjustment

52. _____ means systematically moving workers from one job to another.a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Job adjustment

53. ______ means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Job adjustment

54. _____ refers to broadening the responsibilities of the company’s jobs, and encouraging employees not to limit themselves to what’s on their job descriptions.a. Job rotationb. Job enrichmentc. Job assignmentd. Job enlargemente. Dejobbing

55. Dejobbing can be described as _____.a. assigning workers additional work at the same levelb. redesigning jobs to increase opportunities for responsibilityc. moving workers from one job to anotherd. encouraging employees not to limit themselves to what’s on their job descriptionse. focusing workers on highly specialized jobs

56. Job enrichment can be described as _____.a. assigning workers additional work at the same levelb. redesigning jobs to increase opportunities for responsibilityc. moving workers from one job to anotherd. encouraging employees not to limit themselves to what’s on their job descriptionse. focusing workers on highly specialized jobs

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57. Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of _____.a. job enlargementb. job rotationc. job enrichmentd. dejobbinge. job specialization

58. Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a _____.a. competency-based job analysisb. Department of Labor Procedurec. functional job analysisd. SOC classification systeme. none of the above

59. Competency analysis focuses on _____.a. what is accomplishedb. how work is accomplishedc. when work is accomplishedd. who accomplishes the worke. where the work is accomplished

60. Traditional job analysis focuses on _____.a. what is accomplishedb. how work is accomplishedc. when work is accomplishedd. who accomplishes the worke. where the work is accomplished

61. Job competencies are always _____.a. measurableb. observablec. based on goalsd. both a and be. all of the above

62. When a supervisor bases an employee’s training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using _____.a. competency analysisb. traditional analysisc. performance managementd. functional systems managemente. none of the above

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True/ False

63. Job analysis produces information used for writing job descriptions and job specifications.

64. The information gathered during a job analysis is primarily used for listing what jobs entail and

what kind of people to hire for the job.

65. A process chart shows the organization-wide division of work, how the job in question relates

to other jobs, and where the job fits in the overall organization.

66. Conducting the job analysis is the sole responsibility of the HR specialist.

67. The interview is the most widely used method for identifying job duties and responsibilities.

68. Job analysis is often a prelude to changing a job’s pay rate.

69. Interviews used for job analysis typically follow an unstructured format.

70. After completing an interview, the data should be verified with the worker’s immediate

supervisor.

71. Observation as a data collection method in a job analysis is most appropriate for jobs entailing

a lot of mental activity.

72. Employers may provide employees pocket dictating machines and pagers to record activities at

random times of the work day.

73. Qualitative approaches are more appropriate than quantitative approaches when one seeks to

compare jobs for pay purposes.

74. No significant differences exist between the functional job analysis method and the DOL

method.

75. There is no standard format for writing a job description.

76. Job enlargement refers to redesigning jobs in a way that increases responsibility and

achievement.

77. Job rotation is another term for dejobbing.

78. Organizations define competencies in the same way.

79. Functional-based job analysis means describing the job in terms of the measurable, observable,

behavioral competencies that an employee doing that job must exhibit to do the job well.

80. Competency-based job analysis is more job-focused than traditional job analysis.

81. Competency analysis focuses on how the worker meets the job’s objectives or actually

accomplishes the work.

82. A job’s required competencies might include general competencies, leadership competencies,

and technical competencies.

83. Employee attitude is at the heart of a company’s performance management process.

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