Chapter 04 – Work Analysis and Design
Chapter 4 Work Analysis and Design
True/False Questions
[QUESTION]
1. Job specifications define the job in terms of its content and scope.
2. The critical incident technique (CIT) is an example of a quantitative method.
3. CIT as a method used for job analysis, is a good source of data to develop performance
appraisal instruments.
4. When conducting job analysis, only one source of data should be used to increase the
validity of the data.
5. The data and products of work analysis provide the foundation for all activities within
HRM.
6. Position Analysis Questionnaire (PAQ) is considered to be trait-oriented approach.
Chapter 04 – Work Analysis and Design
[QUESTION]
7. Information collected for job analysis with the goal to develop a job description, should
focus on gathering information related to the skill required to do the job at the entry level
versus the skills possessed by any particular individual performing the job.
8. In order for a company to be able to use job relatedness as a defense the information needs
to be both verifiable and reliable.
9. Unlike some HRM functions, job analysis methodology and outcomes such as job
descriptions and the level of detail necessary are the same from one county to another.
10. The data derived from job analysis is static and once the criteria for success are identified
and correlated to job performance for a particular position, there is no need to revisit that job
in the future.
11. The trait approach is better suited for performance appraisal development than the job
oriented and worker oriented approaches.
12. Job analysis work can be used to justify the use of particular selection tests and related cut
off scores.
Chapter 04 – Work Analysis and Design
[QUESTION]
13. MPDQ results provide information on whether a particular job specification is necessary
for any given position.
14. If a selection test results in adverse impact one of the means of defense for the
organization is to present valid job analysis data that shows the test is related to successful
performance on the job.
15. Smaller businesses are more likely to use formal approaches for conducting job analyses.
16. An advantage of the observation method of work analysis is that it allows you to capture
all aspects of complex jobs at the top of the organization.
17. Standardization of analysis is one of the dimensions on which work analysis may vary.
18. Work analysis information can be presented only in the qualitative form.
19. In the qualitative method, job is described in a descriptive, nonnumerical manner.
Chapter 04 – Work Analysis and Design
[QUESTION]
20. The mental processes category under PAQ contains information on the reasoning,
planning, decision-making, or information-processing activities are necessary to perform the
activities?
Multiple Choice Questions
[QUESTION]
21. A _____ should contain job identification information, a job summary, the job duties,
accountabilities, and job specification or employment standards information.
A) job classification
B) job specification
C) job description
D) job evaluation
E) job summary
22. The observation method of work analysis:
A) Is helpful when you need to collect information on the mental tasks performed on a job
B) Is the preferred method to collect information for complex senior level jobs
C) Allows for the collection of information related to infrequently performed tasks
D) Uses the job compatibility index to set the baseline for the tasks and behaviors to monitor
E) Enables the analyst to gain a deeper understanding of the job and is useful when used in
combination with other methods
23. Which of the following is true concerning sources of information for work analysis?
A) Multiple sources should be avoided as often as possible
B) Never include both incumbents and supervisors in the process
C )There is no single best source to use when conducting work analysis
D) Observing incumbents does not influence their on the job performance
E) Establishing validity becomes difficult when there is data from more than one source
Chapter 04 – Work Analysis and Design
[QUESTION]
24. The questionnaire method for obtaining work analysis information:
A) Can be less expensive and quicker to use.
B) Is the best technique for collecting performance appraisal information.
C) Is good for collecting information on infrequently performed activities.
D) Provides a deeper understanding of job duties than relying on incumbents’ descriptions.
E) Is time-consuming and therefore typically regarded as the most expensive method.
25. Types of information assessed by using the Position Analysis Questionnaire (PAQ)
include all of the following EXCEPT:
A) Mental processes
B) Information input
C) Relationships with other people
D) Traits analysis
E) Job context
26. You are a management consultant who has recently been hired by a large utility company
to redesign their compensation system. Which of the following job analysis methods would be
best suited for this purpose?
A) JDS: because it is very well researched as a method
B) PAQ: because it presents job evaluation information
C) CIT because the incidents observed will help define performance for future employees
D) JCQ because it is the only method to provide information related to job compatability
E) PAQ: because it provides an analysis of skills and related selection tests
Chapter 04 – Work Analysis and Design
[QUESTION]
27. Which of the following approaches is used to obtain specific behavioral descriptions of a
job?
A) O*Net
B) Critical Incident Technique (CIT)
C) Managerial Position Description Questionnaire (MPDQ)
D) Position Analysis Questionnaire (PAQ)
E) Job Compatibility Questionnaire (JCQ)
28. The _____ was designed as a work analysis method to be used primarily in the
development of personnel selection instruments.
A) Critical Incident Technique (CIT)
B) Job Diagnostic Survey (JDS)
C) Job Compatibility Questionnaire (JCQ)
D) Position Analysis Questionnaire (PAQ)
E) Management Position Description Questionnaire (MPDQ)
29. _____ is a systematic process of gathering information about work, jobs, and the
relationships among jobs.
A) Job description
B) Job evaluation
C) Job specification
D) Work analysis
E) Job classification
30. _____ is used to describe how well individuals perform their jobs.
A) Performance appraisal
B) Traits analysis
C) Job context
D) Work analysis
E) Observation
Chapter 04 – Work Analysis and Design
[QUESTION]
31. A primary outcome of work analysis will be the ability to
A) identify candidates for promotion
B) determine the activities that make up a job
C) identify the key elements of the corporate culture
D) Test the organization’s compensation practices
E) Investigate and document individual employee competencies
32. Which of the following is a basic principle of work analysis?
A) The analysis should be limited to observation and a review of work samples
B) The resultant documents should include every skill a manager would like employees to
demonstrate
C) The analysis needs to focus on the job, not the person doing the job
D) The analysis should focus on data that is unique and difficult to verify through the use of
multiple sources
E) The analysis should focus on the person currently in the job, not the job
33. The competence to perform an observable behavior is known as _____.
A) ability
B) knowledge
C) tasks
D) skill
E) attitude