Q&A Hero

Human Resource

Q: The reliability and validity of quantitative methods of job analysis has significantly reduced the importance of human judgment in job analysis.
Q: The most important reason for conducting job analysis is work-related information is needed to determine pay and pay differences.
Q: Most organizations do not regularly (annual or semi-annual) update their job analyses.
Q: Reliability examines the convergence of results among sources of data and methods.
Q: Quantitative job analysis methods increase reliability.
Q: Generic job descriptions are frequently used in bureaucratic organizations.
Q: Some organizations analyze work content as part of work flow and supply chain analysis.
Q: Managerial/professionals job descriptions focus on tasks rather than accountabilities and scope of the job.
Q: Professional/managerial jobs often have less detailed job descriptions since their jobs have more discretion and latitude.
Q: One of the best solutions to a poorly defined or changing job is including more respondents.
Q: Discrepancies in job analysis information may indicate that more than one job has been lumped under one title.
Q: A job analysis should include poor performers as well as high performing employees.
Q: Many organizations develop their own quantitative job analysis questionnaires because this is a better fit than modifying existing questionnaires.
Q: An increasingly common method of job analysis is quantitative job analysis conducted on a website.
Q: Reducing the number of job titles in a pay structure tends to raise morale and reduce turnover.
Q: Employers are more likely to collect task-level job information when jobs are flexible and fast-changing.
Q: Capturing a job's essential elements requires less detail than required for compensation decisions.
Q: The level of analysis at which analysis begins affects whether the work is similar or dissimilar.
Q: The Americans with Disabilities Act has led to a significant increase in the employment rate of people with disabilities.
Q: According to ADA regulations, essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.
Q: Negotiating (dealing with others in order to reach an agreement on solution, for example labor bargaining, diplomatic relations, etc.) is an example of a task inventory.
Q: The PAQ measures jobs in terms of seven factors that are specific to each job.
Q: The emphasis of job content data is the purpose of each task.
Q: Typical data collected for a job analysis would not include relationships with suppliers and customers.
Q: The verification process of job analysis is conducted with both the supervisor and job incumbents.
Q: "Reviewing existing documents to get a big picture of a job" is the first step in the government job analysis method.
Q: Job analysis procedure recommendations call for performing the first interviews with job incumbents.
Q: The smallest unit in the job analysis process is the task.
Q: The first major decision in job analysis is "what information is needed?"
Q: Job evaluation is usually conducted before job analysis.
Q: Both skills and competencies can be used as the basis for developing an internal structure.
Q: Job-based and person-based job analysis methods use similar methods but have different purposes.
Q: All of the following are likely consequences of inadequate detail in job analysis information except _____.A.high labor costsB.unhappy employeesC.lawsuitsD.unhappy customers
Q: All of the following except ___________ are bases for judging job analysis.A. currencyB. acceptabilityC. costD. usefulness
Q: "Does the analysis create an accurate perception of the work?" is a question answered by _____.A.reliabilityB.validityC.acceptabilityD.usefulness
Q: Job analysis results are judged useful when they are _____.A.reliable and validB.cost-effective and validC.acceptable and reliableD.reliable, valid and acceptable
Q: To be valid, acceptable, and useful, job information must be _____.A.authenticB.technicalC.industry specificD.up to date
Q: If several incumbents, supervisors and peers respond in similar ways to job analysis questionnaires, this suggests the results are _____.A.reliableB.validC.convergentD.acceptable
Q: Which of the following statements regarding reliability of job analyses is not true?A.Reliability is higher when analysts are professionals.B. Differences in performance across incumbents affects reliability.C. Gender and race of analysts affects reliability.D. Reliability is higher for specific tasks than general ones.
Q: All of the following statements regarding offshoring are true except _____________ A. Offshoring is limited to low-skill jobsB. Art director and animal scientist jobs are low in susceptibility to offshoring.C. Medial transcriptionists and proof-readers are high in susceptibility to offshoring.D. Labor costs and proximity to customers affect offshoring decisions.
Q: _____ looks at how an organization does its work: activities pursued to accomplish specific objectives for specific customers.A.Job analysisB.Market analysisC.Job structureD.Supply chain analysis
Q: Traditional job analysis has been associated with _____ organizations.A.loosely-coupledB.bureaucraticC.matrixD.global
Q: One of the best sources for generic job descriptions is _______________A. Bureau of National AffairsB. Department of LaborC. O*NETD. Dictionary of Occupational Titles
Q: When job analysis shows managers and employees disagree on parts of a job, what is the best answer?A.Collect more dataB.Use quantitative job analysisC.Refer the problem to the compensation committeeD.Use an experienced compensation consultant
Q: One of the best ways to increase employee acceptance for job analysis is toA.reduce costs.B.meet Fair Labor Standards Act requirements.C.increase reliability.D.increase the involvement of employees.
Q: Job analysis is typically conducted by _____.A.experienced job incumbentsB.HR specialistC.HR generalists and supervisorsD.Supervisors and experienced workers
Q: Conventional job analysis methods are being replaced by quantitative methods for all but which of the following reasons? Conventional methods are _____.A.open to bias and favoritismB.often subjectiveC.not well-suited to small organizationsD.require more time consuming
Q: An advantage of conventional job analysis interviews and questionnaires is _____.A.increased employee understanding of the processB.lower cost to the organizationC.reduced subjectivityD.less time to complete the process
Q: The question, "Give an example of a particularly difficult time at work" is an example of which method of job analysis?A.Job analysis questionnaireB.PAQC.Task inventoryD.On-line job survey
Q: The most common way to collect job information is _____.A.interview incumbentsB.ask incumbents to fill out a questionnaireC.ask supervisors to fill out a questionnaireD.the PAQ
Q: For which of the following types of HR decisions would the least detailed job information be required?A.Legal complianceB.Career pathsC.CompensationD.Staffing
Q: ADA has led many employers to _____.A.use task inventory job analysesB.use the PAQC.give special benefits to disabled employeesD.modify the format of their job descriptions
Q: Inclusion of essential elements in job descriptions is required by theA.Americans With Disabilities ActB.Title VII of the 1964 Civil Rights ActC.Fair Labor Standards ActD.Equal Pay Act
Q: "Essential elements" refers toA.tasks that are most important for job success.B.activities and duties rated critical by management.C.tasks that cannot be reassigned to other workers.D.highly rated tasks in a task inventory.
Q: Potential problems with using one method of job analysis to collect information for most HR purposes include all but which of the following?A.It is very expensiveB.Information collected may be too generalC.Information may not be accurateD.It violates the Americans with Disabilities Act
Q: The job analysis method that uses information input, work output, job context, and relationships with other persons is _____.A.task inventoriesB.PAQC.essential elementsD.Job Tasks and Elements Inventory
Q: Which of following job analysis methods can analyze the widest variety of jobs?A. PAQB. task inventoriesC. conventional job analysisD. analyst interviews
Q: The Position Analysis Questionnaire analyzes jobs in terms of _____.A.job dataB.duties and responsibilitiesC.job elements and tasksD.employee data
Q: Which of the following is not true of task inventories?A.It describes actual tasks.B.A task inventory can be used for many different jobs.C.It measures the purpose of tasks.D.It uses an objective rating format.
Q: (p.105-1071)Typical data collected for job analysis would include all but which of the following?A.job performance criteriaB.relationships with subordinatesC.incumbent performance levelD.conflicting work demands
Q: Which of the following would not be included in job identification information in a job analysis?A.Job titleB.Department in which job is locatedC.Number of people who hold jobD.Current pay level
Q: The verification step of the government job analysis method is always conducted with _____.A.the HR managerB.all intervieweesC.the supervisor or managerD.high-performing employees
Q: Government job analysis procedures recommend interviewingA.the best performing employees.B.long tenure employees.C.the typical employee.D.workers just completing the probationary period.
Q: The heart of job analysis is _____ data.A.job contentB.job identificationC.employee knowledge and skillsD.tasks and experience
Q: According to government procedures of the job analysis process, the first interview should be conducted with the _____.A.incumbent's supervisorB.incumbentC.HR managerD.incumbent's co-workers
Q: Engineering, sales, maintenance are examples of ___________A. occupationsB. job familiesC. job dimensionsD. job groups
Q: A set of identical positions is a(n) _____.A.job familyB.occupationC.job groupD.job
Q: A group of tasks performed by one person is a(n) _____.A.positionB.jobC.familyD.incumbent
Q: "Responsibility for ensuring that accurate information is provided to customers" is an example of a _____. A.task B.task statement C.task dimension D.job
Q: A specific statement of what a worker does on a job is a _____. A.task dimension B.task C.job element D.None of these
Q: Job analysis is important for both managers and employees because it isA.the basis for a work-related rationale for pay differences.B.an important result of the job evaluation process.C.required under the Fair Labor Standards Act.D.required for performance appraisal.
Q: Which of the following is an ordering of jobs based on their content or relative value?A.Job analysisB.Job descriptionC.Job structureD.Job evaluation
Q: The first major decision in job analysis is _____.A.how to collect informationB.who to involveC.what information is neededD.why perform job analysis
Q: In the process of creating an internal structure, "assess relative value" is done after _____.A.determining what to valueB.collecting and summarizing job content informationC.translate into structureD.job evaluation
Q: Which of the following is not part of the process of creating an internal job structure?A.Collect and summarize work content informationB.Determine what to valueC.Quantify the relative valueD.Assess the cost of the product or service
Q: The list of tasks, duties, and responsibilities that make up a job is a ________A. job analysis.B. job evaluationC. job specification.D. a job description
Q: The process of collecting information that identifies similarities and differences among jobs is _____.A.job evaluationB.job analysisC.observationD.work structure analysis
Q: The way to increase validity is to understand and reduce sources of difference.
Q: Recent research shows that the same jobs such as computer programmer and first-line supervisor have significantly different ratings of importance and job requirements.
Q: Describe the importance of an internal structure.
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