Q&A Hero

Q: Which of the following is a good definition of a task? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimensions

Q: Which of the following is a good definition of a job? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimensions

Q: Which of the following is a good definition of a job category? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimensions

Q: Which of the following is a good definition of a job family? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimension

Q: The KSAO portion of a job requirements matrix may be __________. A. converted to a job specification B. converted to a job description C. converted to a job evaluation D. converted into a job pay scale

Q: The job context component of a job description does not ___________. A. encompass both tasks and KSAOs B. describe physical demands C. describe environmental characteristics D. address pay scales

Q: It can be accurately said of the "task dimension" component of a job description that it ____________. A. provides a rating of task importance B. is a grouping of similar tasks C. indicates appropriate KSAOs D. indicates the nature of KSAOs

Q: Which of the following is a component of a job requirements matrix? A. Job tenure B. Job pay C. Job context D. Job appraisal

Q: Which of the following is NOT shown by an ideal task statement? A. what the employee does B. to whom or what the employee does what he or she does C. what is produced D. how each behavior is rewarded

Q: The job requirements matrix is ______. A. a description of the specific tasks performed on the job B. a description of the KSAOs that accompany each task C. a description of the preferences of workers in different job categories D. both a description of the specific tasks performed on the job and a description of the KSAOs that accompany each task

Q: Measures of engagement reflect __________. A. task characteristics that are readily accommodated by job analysis B. the degree to which an employee helps co-workers voluntarily C. the degree to which an employee identifies with and has enthusiasm for his or her work D. the employee's tendency to reject alternative employment offers when given

Q: Which of the following is a challenge to traditional methods of job design? A. Jobs which evolve in response to technology B. A need for flexible job assignments in start-up business units C. Team-based work processes D. All of these

Q: Which of the following are elements of traditional job design? A. formal organization charts B. clear and precise job descriptions C. well-defined mobility (promotion and transfer) paths D. all of these

Q: What is the job-analysis approach that involves collecting information from employees on preferences and outcomes of jobs called? A. Competency-based B. Job requirements C. Job rewards D. all of these involve this process

Q: What is the job-analysis approach that involves collecting information on activities performed on the job, and uses this information to assess needed KSAOs for each job called? A. Competency-based B. Job requirements C. Job rewards D. all of these involve this process

Q: What is the job-analysis approach that involves collecting information on company strategy, and using this information to determine KSAOs and behavioral capabilities across the organization called? A. Competency-based B. Job requirements C. Job rewards D. all of these involve this process

Q: A job description is best defined as ______. A. the organization's framework for AA compliance B. the organization's indicator of tasks, duties, and responsibilities required for each job C. the organizations principle job training tool D. the organization's performance appraisal instrument

Q: The ADA requires the performance of a job analysis to identify the essential functions of a job.

Q: The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance.

Q: Employment regulations give several specific techniques for using job analysis to identify essential job functions.

Q: Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.

Q: If an employment discrimination case involves an organization's defense of its selection procedures, the UGESP require the conduct of job analysis.

Q: Details regarding knowledge, skills, and abilities in a job description are important components of a legally defensible selection system.

Q: The sample size used in job analysis is not relevant to legal defensibility.

Q: One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.

Q: Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.

Q: Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.

Q: Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals.

Q: When it comes to developing the employee value proposition, there are no real disadvantages to creating the largest package of rewards possible.

Q: Surveys and interviews with employees are a key way to gather information on job rewards preferences and the rewards associated with their work.

Q: The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.

Q: Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."

Q: Pay, benefits, and promotions are typical intrinsic job rewards.

Q: The legal implications of analyzing competencies beyond job specific ones are well-known.

Q: The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.

Q: Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.

Q: Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.

Q: A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.

Q: Competency based job analysis is a way to facilitate increased staffing flexibility.

Q: Competencies contribute to job performance, but not to organizational success.

Q: Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.

Q: Competencies are more specific than KSAOs.

Q: Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job.

Q: Whereas job requirements job analysis starts by analyzing what people already do, competency-based job analysis starts from the organization's mission and goals and works downward to determine requirements for each job based on these goals.

Q: The Position Analysis Questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.

Q: The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.

Q: The O*NET contains work context factors pertaining to interpersonal relationships and to structural job characteristics.

Q: Subject matter experts should not include previous jobholders, private consultants, and customers/clients.

Q: A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements.

Q: In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.

Q: When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.

Q: Using managers in a job analysis lends both expertise and neutrality to the process.

Q: Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.

Q: In general, there are few, if any, sources of job information external to the organization where the job is performed.

Q: Little research has been done to identify particular job-related skills.

Q: It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.

Q: Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.

Q: The work setting, attire, environmental conditions, and job hazards are associated with a job's "context."

Q: Skills are underlying, enduring traits of a person that are useful for performing a range of tasks.

Q: Knowledge is a body of information that can be directly applied to the performance of tasks.

Q: It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.

Q: The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."

Q: Tasks should be constructed using broadly applicable verbs, such as "supports," "assists," and "handles."

Q: The KSAO portion of a job requirements matrix is often converted to a job description.

Q: Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.

Q: Task statements are written to emphasize the outcomes of a work process, as well as describing how the task is expected to be performed.

Q: The job requirements matrix is composed of two components: tasks and KSAOs.

Q: Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.

Q: Competency analysis is one way to incorporate engagement into job analysis.

Q: Measures of engagement reflect specific skills sets that are readily measured through job analysis.

Q: Team-based work has increased the need for flexibility, and requires a different approach to job analysis because team members perform multiple roles and have multiple responsibilities.

Q: The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element.

Q: A job family is a grouping of positions that are similar in their tasks and task dimensions.

Q: Advances in technology are one of the major reasons for changes in jobs.

Q: Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.

Q: Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs.

Q: The job rewards approaches focuses on identifying a set of characteristics that reflects the rewards the organization realizes by having individuals perform a specific set of tasks.

Q: Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.

Q: Job requirements job analysis involves collecting information on the activities performed on the job, and uses this information to assess the KSAOs needed for each job.

Q: Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.