1. a. b. c. d. e. 2. a. b. c. d. e. 3. a. b. c. d. e. 4. a. b. c. d. e. 5. a. b. c. d. e. 6. a. b. c. d. e. 7.

_____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. Job description Job specification Job analysis Job context None of the above The information resulting from job analysis is used for writing _____. job descriptions work activities work aids job context performance standards Which of the following types of information can be collected via a job analysis? work activities human behaviors performance standards job context all of the above 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. work activities human behaviors machines, tools, equipment, and work aids performance standards job context 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. work activities human behaviors machines, tools, equipment, and work aids performance standards job context 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. work activities human behaviors machines, tools, equipment, and work aids performance standards job context Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist

a. b. c. d. e. 8. a. b. c. d. e. 9. a. b. c. d. e. 10. a. b. c. d. e. 11. a. b. c. d. e. 12. a. b. c. d. e. 13. a. b. c. d. e.

may collect during a job analysis. work activities human behaviors human requirements performance standards job context 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. work activities human behaviors machines, tools, equipment, and work aids performance standards job context There are _____ steps in doing a job analysis. three four five six ten Deciding how to use the resulting information is the _____ step in doing a job analysis. first second third fourth fifth The first step in conducting a job analysis is _____. deciding how to use the information reviewing relevant background information selecting representative positions collecting data on job activities developing a job description and job specification Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _____ step in doing a job analysis. first second third fourth fifth The second step in conducting a job analysis is _____. deciding how to use the information reviewing relevant background information selecting representative positions collecting data on job activities developing a job description and job specification

14. a. b. c. d. e. 15. a. b. c. d. e. 16. a. b. c. d. e. 17. a. b. c. d. e. 18. a. b. c. d. e. 19. a. b. c. d. e. 20. a. b. c.

Selecting representative positions to use in the job analysis is the _____ step in the process. first second third fourth fifth The third step in conducting a job analysis is _____. deciding how to use the information reviewing relevant background information selecting representative positions collecting data on job activities developing a job description and job specification 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. first second third fourth fifth The fourth step in conducting a job analysis is _____. deciding how to use the information reviewing relevant background information selecting representative positions collecting data on job activities developing a job description and job specification 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. first second third fourth fifth The fifth step in conducting a job analysis is _____. deciding how to use the information reviewing relevant background information verifying the job analysis information collecting data on job activities developing a job description and job specification Developing a job description and job specification is the _____ step in the job analysis process. second third fourth

d. e. 21. a. b. c. d. e. 22. a. b. c. d. e. 23. a. b. c. d. e. 24. a. b. c. d. e.

fifth sixth The final step in conducting a job analysis is _____. deciding how to use the information reviewing relevant background information selecting representative positions collecting data on job activities developing a job description and job specification A(n) _____ shows the flow of inputs to and outputs from the job being analyzed. organization chart process chart value chain job preview job description Which term refers to a written statement that describes the activities and responsibilities of the job? job specification job analysis job report job description job context A _____ summarizes the personal qualities, traits, skills, and background required for getting the job done. job specification job analysis job report job description job context

25. a. b. c. d. e. 26. a. b. c. d. e. 27. a.

Which of the following is included in the job specifications? personal qualities traits skills required background all of the above Which of the following methods is used to gather job analysis data? interviews questionnaires observation all of the above none of the above Who is interviewed by managers collecting job analysis data? individual employees

b. c. d. e.

groups of employees with the same job supervisors who know the job all of the above none of the above Which of the following is not an advantage of using interviews to collect job analysis data? it is simple to use some information may be exaggerated or minimized it is quick to collect information it can identify uncommon, but important activities it can be used to explain need for job analysis Interviews often include questions about _____. supervisory responsibilities job duties education experience all of the above In addition to identifying the specific duties associated with a job, a job analysis should also seek to identify the _____. length of time an employee has held the position order of importance frequency of occurrence all of the above b and c only For which of the following jobs is direct observation not recommended to collect data used in a job analysis? assembly-line worker accounting clerk engineer receptionist salesperson A _____ is the time it takes to complete a job. job specification work cycle work week shift none of the above The average cycle time is a(n) _____. minute hour day week it depends on the specific job When a worker changes what he or she would normally do because they are being watched, _____ has occurred. proactivity

28.
a. b. c. d. e. 29. a. b. c. d. e. 30. a. b. c. d. e.

31.
a. b. c. d. e. 32. a. b. c. d. e. 33. a. b. c. d. e. 34. a.

b. c. d. e. 35. a. b. c. d. e. 36. a. b. c. d. e. 37. a. b. c. d. e. 38. a. b. c. d. e. 39. a. b. c. d. e.

reactivity cycling diverting none of the above Which two data collection methods are frequently used together? direct observation and interviewing questionnaires and direct observation interviewing and questionnaires diaries and interviewing most are used individually 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 _____. diaries interviews direct observation questionnaires supervisor verification Which of the following is considered a qualitative approach to job analysis? position analysis questionnaire interviews Department of Labor approach functional job analysis all are qualitative approaches Which of the following is considered a quantitative approach to job analysis? interviews diaries Department of Labor Procedure direct observation questionnaires What form of data collection involves recording work activities in a log? interviews diaries direct observation questionnaires none of the above Which of the following is not one of the basic activities included in a position analysis questionnaire? performing skilled activities being physically active operating equipment processing information all are included in a position analysis questionnaire The _____ assigns a quantitative score to each job based on its decisionmaking, skilled activity, physical activity, equipment operation, and

40.
a. b. c. d. e. 41.

a. b. c. d. e. 42. a. b. c. d. e.

information-processing characteristics. Department of Labor Procedure position analysis questionnaire functional job analysis log approach all of the above Which quantitative job analysis technique can be conducted online? position analysis questionnaire Department of Labor Procedure functional job analysis all of the above none of the above

43. a. b. c. d. e. 44. a. b. c. d. e. 45. a. b. c. d. e.

Most job descriptions contain sections that cover _____. job summary standards of performance working conditions all of the above none of the above One uses information from the _____ to write a job specification. job summary job identification job description standards for performance job advertisement What type of information is contained in the job identification section of a job description? job title job summary relationships statement major functions or activities all of the above Which section of a job description should define the limits of the job holders authority, direct supervision of other personnel, and budgetary limitations? job identification job summary relationships responsibilities and duties pay levels The job specification takes the job description and answers the question, _____? What human traits and experience are required to do this job well b. When will the supervisor be completely satisfied with a workers work What are the four main activities making up this job How many other employees are available to perform job functions What are the performance standards for the job When filling jobs with untrained people, the job specifications may include _____. quality of training length of previous service previous job performance physical traits all of the above Which of the following work behaviors is considered generic or important to all jobs? industriousness intelligence experience

46.
a. b. c. d. e. 47. a. c. d. e. 48. a. b. c. d. e. 49. a. b. c.

d. e.

morality motivation

50.
a. b. c. d. e. 51. a. b. c. d. e. 52. a. b. c. d. e. 53. a. b. c. d. e. 54. a. b. c. d. e. 55. a. b. c.

All of the following work behaviors are considered generic or important to all jobs except _____. thoroughness attendance experience schedule flexibility industriousness _____ means assigning workers additional same-level activities, thus increasing the number of activities they perform. Job rotation Job enrichment Job assignment Job enlargement Job adjustment Job Job Job Job Job _____ means systematically moving workers from one job to another. rotation enrichment assignment enlargement adjustment

______ means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition. Job rotation Job enrichment Job assignment Job enlargement Job adjustment _____ refers to broadening the responsibilities of the companys jobs, and encouraging employees not to limit themselves to whats on their job descriptions. Job rotation Job enrichment Job assignment Job enlargement Dejobbing Dejobbing can be described as _____. assigning workers additional work at the same level redesigning jobs to increase opportunities for responsibility moving workers from one job to another d. encouraging employees not to limit themselves to whats on their job descriptions e. focusing workers on highly specialized jobs

56. a. b. c.

Job enrichment can be described as _____. assigning workers additional work at the same level redesigning jobs to increase opportunities for responsibility moving workers from one job to another d. encouraging employees not to limit themselves to whats on their job descriptions e. focusing workers on highly specialized jobs 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 _____. job enlargement job rotation job enrichment dejobbing job specialization Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a _____. competency-based job analysis Department of Labor Procedure functional job analysis SOC classification system none of the above Competency analysis focuses on _____. a. what is accomplished b. how work is accomplished c. when work is accomplished d. who accomplishes the work e. where the work is accomplished Traditional job analysis focuses on _____. a. what is accomplished b. how work is accomplished c. when work is accomplished d. who accomplishes the work e. where the work is accomplished Job competencies are always _____. measurable observable based on goals both a and b all of the above When a supervisor bases an employees training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using _____. competency analysis traditional analysis performance management

57. a. b. c. d. e. 58. a. b. c. d. e. 59.

60.

61. a. b. c. d. e. 62. a. b. c.

10

d. e.

functional systems management none of the above

True/ False 63. 64. 65. Job analysis produces information used for writing job descriptions and job specifications. 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. 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. 67. 68. 69. 70. 71. 72. 73. 74. 75. 76. 77. Conducting the job analysis is the sole responsibility of the HR specialist. The interview is the most widely used method for identifying job duties and responsibilities. Job analysis is often a prelude to changing a jobs pay rate. Interviews used for job analysis typically follow an unstructured format. After completing an interview, the data should be verified with the workers immediate supervisor. Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity. Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day. Qualitative approaches are more appropriate than quantitative approaches when one seeks to compare jobs for pay purposes. No significant differences exist between the functional job analysis method and the DOL method. There is no standard format for writing a job description. Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement. Job rotation is another term for dejobbing.

11

78. 79.

Organizations define competencies in the same way. 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. 81. 82. 83.

Competency-based job analysis is more job-focused than traditional job analysis. Competency analysis focuses on how the worker meets the jobs objectives or actually accomplishes the work. A jobs required competencies might include general competencies, leadership competencies, and technical competencies. Employee attitude is at the heart of a companys performance management process.

12