1. Because a job analysis includes information about the requirements of someone performing
a job, it provides the criteria for evaluating the people who do the work.
a.
True
b.
False
2. A statement of the different duties, tasks, and responsibilities of a job is known as a job specification.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-1
3. Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in
performance appraisal.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-1
4. KSAOs refer to the knowledge, skills, abilities, and other attributes required of a person performing a job.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-1
True
Easy
MGHR.SNEL.17.4-1
5. If the criteria used to hire and evaluate employees are vague and not job-related, employers are less likely to find
themselves being accused of discriminating against the members of protected classes.
a.
True
b.
False
6. Requiring a high school diploma, even for a laborer job, is acceptable under the law if the company has a policy that all
employees must be high school graduates.
a.
True
b.
False
False
Moderate
MGHR.SNEL.17.4-1
7. Job analysis is the process of obtaining information about jobs through a process of determining what the duties, tasks,
or activities of those jobs are.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-1
8. Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries.
a.
True
b.
False
True
Easy
False
Easy
MGHR.SNEL.17.4-1
9. Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate
essential job functions.
a.
True
b.
False
10. Inflating a job’s responsibilities can occur unintentionally.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-2
11. O*Net Online, maintained by the Department of Labor, contains standardized and comprehensive job descriptions.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-2
12. Critical incident analysis is an organization-specific list of tasks and their descriptions that are used as a basis to
identify components of a job.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-2
False
Easy
MGHR.SNEL.17.4-2
13. The critical job tasks identified by the critical incident approach to job analysis include those important behaviors and
job responsibilities performed by the jobholder that lead to job success.
a.
True
b.
False
14. Job descriptions, job specifications, and even job evaluations can now be downloaded quickly from O*NET.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-2
15. The task inventory analysis method was pioneered by Microsoft.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-2
16. Most job descriptions include a job title, a job identification section, and a job duties section.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-2
17. The job title is of psychological importance as well as descriptive.
True
Easy
MGHR.SNEL.17.4-2
a.
True
b.
False
18. Under the Americans with Disabilities Act, the purpose of essential functions in a job description is to help match job
requirements to organizational goals.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-2
19. The law requires employers to be able to show that the job criteria they use to select employees for a particular
position relate specifically to the duties for that job.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-2
20. Job specifications usually cover two areas: (1) the skill required to perform the job, and (2) the level of autonomy
inherent in the position.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-2
True
Easy
MGHR.SNEL.17.4-2
21. Federal guidelines and court decisions now permit that performance requirements of a job may be based on invalid
job-related criteria.
a.
True
b.
False
22. Managers of businesses where employees perform many different job tasks must be concerned about writing specific
job descriptions because federal guidelines and court decisions require job requirements to be based on valid job-related
criteria.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-2
23. Job design is the process of studying and designing equipment and systems that are easy and efficient for employees to
use so that their physical well-being is not compromised.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-3
24. Software programs, more often than not, actually hinder the job analysis process.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-2
False
Easy
MGHR.SNEL.17.4-2
25. Job enrichment can improve employee performance in cases of dissatisfaction with pay and benefits.
a.
True
b.
False
26. Adding more meaningful tasks to an employee’s job in an effort to make it more rewarding is an example of job
enrichment.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
27. According to Oldham, skill variety is the degree to which a job entails a variety of different activities, which demand
the use of a number of different skills and talents by the jobholder.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
28. The job characteristics model suggests that a motivated, satisfied, and productive employee is one who (1) experiences
meaningful work; (2) experiences responsibility for work outcomes; and (3) has knowledge of the results of his or her
work activities.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
False
Easy
MGHR.SNEL.17.4-3
29. In the job characteristics model, skill variety refers to the amount of freedom held by an employee to schedule work
and perform its activities.
a.
True
b.
False
Easy
MGHR.SNEL.17.4-3
30. In the job characteristics model, task identity refers to the degree to which a job has a substantial impact on the work
of others.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-3
31. In the job characteristics model, feedback refers to the degree to which a job provides substantial freedom,
independence, and discretion to an employee.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-3
32. In the job characteristics model, task identity refers to the degree to which a job requires completion of a whole and
identifiable piece of work.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
33. In the job characteristics model, skill variety refers to a job entailing different activities that require the use of different
skills and talents by the jobholder.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
34. According to the job characteristics model, task identity requires performing a job from beginning to end.
a.
True
b.
False
True
Moderate
MGHR.SNEL.17.4-3
35. Job enlargement is the process of adding a greater variety of tasks to a job.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
36. Empowerment encourages employees to become innovators and managers of their own work.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
37. Employee empowerment is an example of when an organization allows its employees to participate in the decisions
that affect the overall strategic direction of the organization.
a.
True
b.
False
Moderate
MGHR.SNEL.17.4-3
38. Participation, innovation, access to information, and accountability are the four conditions that organizations must
encourage to realize the benefits of empowerment.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
39. Job design objectives that emphasize industrial engineering considerations concentrate on the study of work cycles to
determine how to reduce the time needed to complete the cycle.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
40. A critical aspect of industrial engineering is the establishment of time standards for a particular work cycle.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
41. Dejobbing refers to the process of structuring organizations not around jobs but around projects that are constantly
changing.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-4
42. Ergonomics is concerned with the design of equipment to accommodate human capabilities.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-3
43. The job specifications section should also include interpersonal skills if a competency-based job analysis approach is
used.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-2
44. The concept of work teams holds that employees, not managers, are in the best position to contribute to work
performance.
a.
True
b.
False
Easy
MGHR.SNEL.17.4-4
45. Employee empowerment refers to a situation in which workers are enthusiastic and immersed in their work to the
degree that it improves the performance of their companies.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-3
46. Characteristics of successful teams include commitment to shared goals, open communication, shared leadership, and
clear role assignments.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-4
47. Organizations can help prevent some of the problems a team experiences by determining how to compensate team
members individually and jointly for its achievement.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-4
48. The major advantage of the compressed workweek involves federal laws regarding overtime.
a.
True
b.
False
False
Easy
49. A compressed work week includes anything less than 40 hours worked per week.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-4
50. Employers using the compressed workweek may be required to pay overtime to employees under the Fair Labor
Standards Act.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-4
51. The Fair Labor Standards Act requires the payment of overtime to regular workers who work more than eight hours in
a day.
a.
True
b.
False
False
Moderate
MGHR.SNEL.17.4-4
52. Employees participate in flextime when they do entirely different jobs on a rotating schedule.
a.
True
b.
False
False
Easy
MGHR.SNEL.17.4-4
53. Job sharing is effective with employees who desire to phase into retirement.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
54. Telecommuting is effective in retaining valued employees.
a.
True
b.
False
True
Easy
MGHR.SNEL.17.4-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
55. A job analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is
known as:
a.
functional job analysis.
b.
the critical incident method.
c.
task inventory analysis.
d.
the position analysis questionnaire system.
a
Easy
MGHR.SNEL.17.4-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
56. A job analysis method by which important job tasks are identified for job success is known as:
a.
functional job analysis.
b.
the critical incident method.
c.
task inventory analysis.
d.
the position analysis questionnaire system.
MGHR.SNEL.17.4-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
57. An organization-specific list of tasks and their descriptions used as a basis to identify components of a job is known
as:
a.
functional job analysis.
b.
the critical incident method.
c.
task inventory analysis.
d.
competency-based analysis.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
58. A job specification is:
a.
a group of related activities and duties.
b.
a set of different duties and responsibilities performed by one employee.
c.
a statement of the knowledge, skills, and abilities required of a person to perform a job.
d.
a statement of the tasks, duties, and responsibilities of a job to be performed.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
59. A statement of the knowledge, skills, and abilities required to perform a job is called a:
a.
job requirement.
b.
job specification.
c.
job position.
d.
job objective.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
60. A job description is:
a.
a group of related activities and duties of a job.
b.
a set of different duties and responsibilities performed by one employee.
c.
a statement of the knowledge, skills, and abilities required to perform a job.
d.
a statement of the tasks, duties, and responsibilities of a job.
Easy
MGHR.SNEL.17.4-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
61. Discrepancies between the knowledge, skills, and abilities of a jobholder and the KSAOs required for the job can be
remedied by:
a.
training.
b.
discipline.
c.
cooperation.
d.
corporate leadership.
a
Easy
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
62. _____ is the process of studying and designing equipment and systems that are easy and efficient for people to use and
that ensure their physical well-being.
a.
Dejobbing
b.
Industrial engineering
c.
Ergonomics
d.
Autonomy
c
Easy
MGHR.SNEL.17.4-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
63. Job analysis is called the cornerstone of HRM because:
a.
the information obtained is proactive.
b.
it is the first job given to new HRM employees.
c.
the information it collects serves many HRM functions.
d.
it is required by the law.
64. The process of obtaining information about jobs by determining their duties, tasks, or activities is called:
a.
job design.
b.
job evaluation.
c.
job analysis.
d.
job search.
c
Easy
MGHR.SNEL.17.4-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
65. _____ is a field of study concerned with analyzing work methods and establishing time standards.
a.
Ergonomics
b.
Functional job analysis
c.
Industrial engineering
d.
Competency-based analysis
c
Easy
MGHR.SNEL.17.4-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
66. The American with Disabilities Act requires that job duties and responsibilities must be:
a.
essential job functions for job success.
b.
adjusted to describe the reasonable accommodations that an employer is willing to provide.
c.
limited to not more than twenty individual job tasks.
d.
written by job incumbents most familiar with the job.
a
Easy
MGHR.SNEL.17.4-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
c
Easy
MGHR.SNEL.17.4-1
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
67. Under which method of analyzing jobs would you videotape jobs for later study?
a.
Interviews
b.
Questionnaires
c.
Observation
d.
Diaries
c
Moderate
MGHR.SNEL.17.4-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
68. Which of the following is NOT a method to gather job analysis information?
a.
Diaries
b.
Applications
c.
Questionnaires
d.
Observations
Easy
MGHR.SNEL.17.4-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
69. Based upon the work of Hackman and Oldham, which of the following is NOT one of the five core job dimensions
related to psychological states?
a.
Skill variety
b.
Task identity
c.
Task significance
d.
Task isolation
Easy
MGHR.SNEL.17.4-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
70. Job data may be obtained in all of the following ways EXCEPT from:
a.
guidelines on employee selection procedures.
b.
interviews with jobholders.
United States – OH – DISC: HRM
c.
observations by HR personnel.
d.
questionnaires completed by employees and supervisors.
71. When a job analyst doubts the accuracy of information provided by employees, he or she should obtain additional
information from all of the following EXCEPT:
a.
the employees.
b.
the managers.
c.
job analysts from a different organization.
d.
individuals who perform the same job.
c
Easy
MGHR.SNEL.17.4-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
72. The degree to which carrying out the work activities required by the job results in the individual being given direct
and clear information about the effectiveness of his or her performance is known as:
a.
task identity.
b.
autonomy.
c.
feedback.
d.
task variety.
c
Easy
MGHR.SNEL.17.4-3
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
73. The objective of the critical incident method of job analysis is to:
a.
challenge the employees with their false statements.
b.
provide information for job evaluation based on the critical value of the job.
c.
prioritize job duties and responsibilities.
d.
identify critical job tasks.
Easy
a
Easy
MGHR.SNEL.17.4-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
74. Which popular method of job analysis was pioneered by the U.S. Air Force?
a.
Dynamic job analysis
b.
Team-based analysis
c.
Task inventory analysis
d.
Competency-based analysis
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
75. In a fast-moving environment where job analysis must accommodate change, many organizations may adopt a _____,
where the emphasis is on characteristics of successful performers rather than standard duties.
a.
dynamic job analysis
b.
team-based analysis
c.
strategic analysis of jobs
d.
competency-based analysis
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
76. Most job descriptions contain all of the following EXCEPT:
a.
the job title.
b.
a job identification section.
c.
a job duties section.
d.
a job evaluation section.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
77. The job title:
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM