CHƯƠNG 2 QTNNL TRẮC NGHIỆM

1) Which term refers to the integrated process of planning, recruiting,
developing, managing, and compensating employees?

A) job analysis
B) HR alignment
C) strategic planning
D) talent management
2) Connor, a manager at a boat manufacturing firm, takes a talent management

approach to his duties. Which of the following would Connor most likely do?
A) coordinate recruitment and compensation activities
B) use different competencies for recruitment and development
C) rely primarily on applicant testing results for hiring decisions
D) manage employees based on their experience with the organization
5) Which of the following terms refers to the procedure used to determine the
duties associated with job positions and the characteristics of the people to hire
for those positions?
A) job description
B) job specification
C) job analysis
D) job context
6) The information resulting from a job analysis is used for writing ________.
A) job descriptions
B) corporate objectives
C) personnel questionnaires
D) training requirements
7) All of the following types of information will most likely be collected by a

human resources specialist through a job analysis EXCEPT ________.
A) work activities
B) human behaviors
C) performance standards
D) employee benefits options
8) A manager uses the information in a job analysis for all of the following
EXCEPT ________.
A) assessing training requirements
B) complying with FCC regulations
C) determining appropriate compensation
D) providing accurate performance appraisals
7) Which of the following most likely depends on a job's required skills,

education level, safety hazards, and degree of responsibility?
A) employee compensation
B) organizational culture
C) annual training requirements
D) OSHA and EEO compliance
8) In order for Hollis Construction to be in full compliance with the Americans

with Disabilities Act, the manager needs a ________ for each position to validate
all human resource activities.
A) performance appraisal
B) compensation schedule
C) workflow system
D) job analysis
9) Allison, a manager at a large clothing retail store, needs to determine essential

duties that have not been assigned to specific employees. Which of the following
would most likely provide Allison with this information?
A) work activities
B) job context
C) job analysis
D) performance standards
10) The ________ lists a job's specific duties as well as the skills and training
needed to perform a particular job.
A) organization chart
B) job analysis
C) work aid
D) job description
11) Jennifer, a manager at an engineering firm, has been assigned the task of
conducting a job analysis. What should be Jennifer's first step in the process?
A) deciding how the gathered information will be used
B) collecting data on job activities and working conditions
C) selecting representative job positions to assess
D) reviewing relevant background information
12) Which of the following data collection techniques would be most useful when
writing a job description for a software engineer?
A) distributing position analysis questionnaires
B) interviewing employees
C) analyzing organization charts
D) developing a job process chart
13) Which of the following is a written statement that describes the activities,
responsibilities, working conditions, and supervisory responsibilities of a job?
A) job specification
B) job analysis
C) job description
D) job context
14) Which of the following refers to the human requirements needed for a job,
such as education, AACSBs, and personality?
A) job specifications
B) job analysis
C) job placement
D) job descriptions
15) All of the following requirements are typically addressed in job specifications
EXCEPT
________.
A) desired personality traits
B) required education levels
C) necessary experience
D) working conditions
16) Which of the following indicates the division of work within a firm and the
lines of authority and communication?
A) process chart
B) employee matrix
C) organization chart
D) corporate overview
17) A(n) ________ shows the flow of inputs to and outputs from a job being
analyzed.
B) process chart
C) job analysis
D) job description
18) A workflow analyst would most likely focus on which of the following?
A) methods used by the firm to accomplish tasks
B) behaviors needed to complete specific work
C) a single, identifiable work process
D) a quantifiable worker skill
19) Which of the following best describes business process reengineering?
A) using computerized systems to combine separate tasks
B) creating a visual chart for work flow procedures
C) assigning additional activities to new employees
D) developing employee skills and behaviors
20) During the job analysis process, it is most important to ________ before
collecting data about specific job duties and working conditions.
A) test job questionnaires on a small group of workers
B) confirm the job activity list with employees
C) select a sample of similar jobs to analyze
D) assemble the job specifications list
21) The fourth step in conducting a job analysis most likely involves collecting
data about all of the following EXCEPT ________.
A) required employee abilities
B) typical working conditions
C) employee turnover rates
D) specific job activities
22) While performing the fifth step of a job analysis, it is essential to confirm the
validity of collected data with the ________.
A) EEOC representative
B) HR manager
C) legal department
D) worker
23) During the job analysis process, the primary purpose of having workers
review and modify data collected about their current positions is to ________.
A) confirm that the information is correct and complete
B) provide a legal benchmark for employer lawsuits
C) encourage employees to seek additional job training
D) validate the job specification list provided by HR
24) What is the final step in conducting a job analysis?

A) writing a job description and job specifications
B) validating all of the collected job data
C) collecting data on specific job activities
25) Murray, Inc. emphasizes a desire for detail-oriented, motivated employees

with strong social skills as indicated in the firm's job ________.
A) specifications
B) analysis
C) reports
D) descriptions
26) The primary drawback of performing a job analysis regards the ________.
A) unverifiable data a job analysis typically provides
B) certification required to conduct a job analysis
C) amount of time a job analysis takes to complete
D) redundant information gathered during a job analysis
E) costs associated with the technology needed for a job analysis
27) Which of the following guidelines is most likely recommended to managers

conducting a job analysis?
A) Use one tool for gathering information to maintain the validity of the final results.
B) Rely on the human resource manager to complete questionnaires and verify data.
C) Conduct group interviews without supervisors present to ensure accuracy.
D) Ensure that the questions and the process are clarified to employees.
28) Which method for collecting job analysis information is considered best for
quantifying the relative worth of a job for compensation purposes?
A) electronic log
B) worker diary
C) observation
D) questionnaire
29) Jerome, a manager at an electronics company, needs to gather job analysis

information froma large number of employees who perform similar work. Which
of the following would be most appropriate for Jerome?
A) observing all employees
B) interviewing the HR manager
C) holding a group interview with a supervisor
D) conducting telephone surveys of all employees
30) Which of the following is the primary disadvantage of using interviews to

collect job analysis data?
A) Interviews are a complicated method for collecting information.
B) Employees may exaggerate or minimize some information.
C) Interviews provide only general information about a worker's duties.
D) Interviews may require managers to reveal the job analysis function.
31) Interviews for the purpose of collecting job analysis data will most likely
address all of the following topics EXCEPT ________.
A) hazardous conditions
B) primary work duties
C) required education
D) personal hobbies
32) Job analysts collecting information through observations and interviews

benefit from the use of a(n) ________ to guide the process and ensure
consistency.
A) structured list
B) electronic diary
C) job description
D) organization chart
33) Which of the following is the primary disadvantage of using questionnaires to
gather job
analysis information?
A) Questionnaires are the most expensive method of collecting data.
B) Supervisors are required to verify all collected questionnaire data.
C) Questionnaires are too open-ended for statistical information.
D) Developing and testing questionnaires is time-consuming.
34) For which of the following jobs is direct observation NOT a recommended
method for collecting job analysis data?
A) assembly-line worker
B) accounting clerk
C) attorney
D) nurse
35) One of the problems with direct observation is ________, which is when
workers alter their normal activities because they are being watched.
A) flexibility
B) falsification
C) reactivity
D) diversion
36) A ________ is the time it takes to complete a job.

A) work cycle
B) work week
C) shift
D) duty
37) Which data collection method is most frequently used in conjunction with
direct
observation?
A) interview
B) questionnaire
C) electronic log
D) survey
38) Which of the following requires workers to make daily listings of the
activities in which they
engage as well as the amount of time each activity takes?
A) flowchart
B) agenda
C) outline
D) log
39) Joaquin records every activity in which he participates at work along with
the time it takes him to complete each activity. Which of the following
approaches to job analysis data collection is most likely being used at Joaquin's
workplace?
A) diaries
B) interviews
C) observations
D) questionnaires
40) Pocket dictating machines and pagers have replaced traditional diary/log
methods in many
firms. Which of the following problems have the modern methods most likely
eliminated?
A) work time required to fill out forms and surveys
B) employee forgetfulness regarding daily activities
C) costs associated with copying and filing paperwork
D) employee frustration towards bureaucratic requirements
41) Purrfect Pets is a local pet supply store with a following of loyal customers
who appreciate the personal service the store's employees provide. After a very
profitable year, Purrfect Pets is expanding by opening two more stores. Before
hiring employees for the new stores, the manager is considering the idea of
conducting a job analysis for each position.
Which of the following, if true, would best support the argument that the manager
should conduct group interviews to gather job analysis information?
A) Purrfect Pets is an excellent place to work because of the positive work
environment.
B) Most of the young employees of Purrfect Pets would feel awkward during a one-
on-one
interview.
C) Employees at Purrfect Pets work well with their colleagues, and few staffing
conflicts occur.
D) Numerous employees at Purrfect Pets perform similar tasks during the work day.
conducting a job analysis for each position. Which of the following, if true, would
best support the argument that the manager should use a position analysis
questionnaire to collect job analysis information?
A) Compliance with EEO laws requires businesses to compile quantitative data.
B) Management wants to develop a pay scale for all employees at Purrfect Pets.
C) Purrfect Pets managers are unfamiliar with the typical routines of most employees.
D) Managers believe that some Purrfect Pets employees are overlooking important
daily tasks.
conducting a job analysis for each position. Which of the following, if true,
undermines the argument that the Purrfect Pets manager should observe
workers in order to gather job analysis information?
A) Purrfect Pets lacks the technology to perform quantitative job assessments.
B) Part-time and seasonal workers fill most of the positions at Purrfect Pets.
C) The tasks of most Purrfect Pets employees vary widely from day to day.
D) During the morning, business at Purrfect Pets typically slows down.
44) What is the primary benefit of using a position analysis questionnaire to

gather data for a job analysis?
A) providing the opportunity for employees to vent job frustrations
B) sorting information for government statistics and records
C) classifying jobs for the purpose of assigning salaries
D) uncovering important yet infrequent job tasks
45) A(n) ________ is used to collect quantifiable data concerning the duties and
responsibilities
of various jobs.
A) electronic diary/log
B) group interview
C) position analysis questionnaire
D) Internet-based survey
46) Experts at the ________ performed the earliest form of job analysis and
published the
Dictionary of Occupational Titles.
A) EEOC
B) DOL
C) BLS
D) DHS
47) What are the three main categories used in the Dictionary of Occupational
Titles to rate,
classify, and compare different jobs?
A) reasoning, language, mathematics
B) skills, communication, education
C) data, people, things
D) people, skills, reasoning
48) The Department of Labor procedure uses a set of standard basic activities known
as
________ to describe what a worker must do with respect to data, people, and things.
A) worker functions
B) employee duties
C) job procedures
D) job requirements
49) What has been the most significant impact of modern technology on job
analysis methods?
A) Extensive use of the Internet by HR managers enables more people to telecommute
from
locations far from corporate headquarters.
B) Corporate use of the Internet and intranet has enabled HR managers to distribute
and collect
job analysis surveys to employees in multiple geographic locations.
C) Worker functions have changed as a result of modern technology, so the DOL
procedure for
data collection has been modified and categories have been altered.
D) The ability to falsify information on Internet surveys has led to an increase in
interviews and observations by HR managers to collect accurate job analysis
information.
50) The most important consideration when developing an online job analysis is
to ________.
A) make questions and the process as clear as possible
B) provide monetary rewards for timely completion
C) limit the number of questions to less than twenty
D) ask open-ended questions to ensure honest responses
51) Most job descriptions contain sections that cover all of the following
EXCEPT ________.
A) performance standards
B) working conditions
C) responsibilities
D) required overtime
52) Which of the following is the primary source of information an employer uses
to write a job
specification?
A) job summary
B) job description
D) personnel replacement charts
53) What type of information is contained in the job identification section of a job
description?
A) job title
B) job summary
C) major functions or activities
D) standards of performance
54) Which of the following is identified by the FLSA status section of a job
description?
A) whether the employer is a non-profit organization
B) whether a job is exempt or nonexempt
C) whether the employer is a private or public firm
D) whether a job requires a college degree
55) The ________ classifies all workers into one of 23 major groups of jobs that
are subdivided
into minor groups of jobs and detailed occupations.
A) Department of Labor Procedure
B) Position Analysis Questionnaire
C) Standard Occupational Classification
D) Dictionary of Occupational Titles
56) According to the ________, an individual must have the requisite skills,
educational
background, and experience to perform a job's essential functions.
A) DOL
B) ADA
C) FCC
D) SIC
57) An employer is required to make a "reasonable accommodation" for a

disabled individual in
which of the following situations?
A) if a disabled person has the necessary skills, education, and experience to perform
the job but is prevented by the job's current structure
B) when an employer fails to provide a job description for a position that a disabled
person would most likely be able to perform
C) if making changes would present the employer with an undue hardship
D) each time that a disabled individual applies for a position
58) According to the ADA, job duties that employees must be able to perform, with or
without
reasonable accommodation, are called ________.
A) job requirements
B) essential job functions
C) work activities
D) job specifications
59) Which of the following Web sites was developed by the U.S. Department of Labor
and
serves as a source for managers who need to write job descriptions?
A) bls.gov
B) opm.gov
C) usajobs.gov
D) onetcenter.org
60) Janice, a department store manager, is in the process of writing job descriptions
using O*NET. Janice has already reviewed the company's business plan, so what
should be her next step?
A) interview employees
B) compose a list of job duties
C) develop an organization chart
D) observe employees performing their duties
61) When a sales job is being filled by an untrained individual, the job specifications
list will
most likely include ________ as a way to predict which candidate will perform the job
well.
A) age and gender
B) past job performance
C) relevant certification
D) personality traits
62) According to research, each of the following work behaviors is considered
important in all
jobs EXCEPT ________.
A) attendance
B) experience
C) schedule flexibility
D) industriousness
63) Job ________ means assigning workers additional same-level activities.
A) enrichment
B) assignment
C) enlargement
D) rotation
64) Which of the following terms refers to systematically moving workers from one
job to
another?
A) job rotation
B) job enrichment
C) job enlargement
D) job adjustment
65) Which of the following terms refers to redesigning jobs in a way that increases the
opportunities for the worker to experience feelings of responsibility, achievement,
growth, and
recognition?
A) job rotation
B) job enrichment
C) job reengineering
D) job enlargement
66) Who argued that the best way to motivate workers is to build opportunities for
challenge and achievement into their jobs via job enrichment?
A) Adam Smith
B) Frederick Taylor
C) Frederick Herzberg
D) Abraham Maslow
67) Jack is an employee at a Best Western Hotel. Some weeks he works with the
catering group,
and other weeks he assists the reservations clerk or the parking attendant. This is an
example of
________.
A) job enlargement
B) job rotation
C) job enrichment
D) job specialization
Answer: B
68) The fundamental rethinking and radical redesign of business processes to achieve
dramatic
improvements in performance is called ________.
A) job redesign
B) reengineering
C) process engineering
D) job enlargement
69) Which of the following describes a job in terms of measurable and observable
behaviors that
an employee must exhibit to do the job well?
A) competency-based job analysis
B) Department of Labor procedure
C) functional job analysis
D) high-performance work matrix
70) Which of the following questions will most likely be addressed by a manager who
is writing
a job description based on a competency-based job analysis?
A) What are the typical duties associated with this job?
B) What are the working conditions and safety issues related to this job?
C) What opportunities for advancement are available to an employee in this job?
D) What should the employee be able to do in order to competently perform this job?
E) What machines or equipment is the job holder responsible for operating on a daily
basis?
Answer:
71) Which of the following best supports the argument that jobs should be described
in terms of
competencies rather than duties?
A) New employees in high-performance work systems receive extensive job skills
training for
their specific positions.
B) Managers in global firms are empowered to implement job rotation, job
enlargement, and job
enrichment in order to maximize productivity.
C) In high-performance work systems, employees serve as team members rotating
among
various jobs.
D) Globalization and telecommuting require workers to be able to self-manage and
perform
duties without close supervision.
Answer: C
Explanation: C) Competency-based job descriptions are more appropriate than
traditional job
descriptions when high-performance work systems are the goal. In a HPWS, workers
are
encouraged to serve as team members and to rotate freely among jobs, so
competencies should
be the focus rather than a list of specific job duties which might hinder employee
flexibility.
Difficulty: Hard
Chapter: 4
Objective: 6
AACSB: Application of knowledge
Learning Outcome: Explain the process of job analysis
72) In an effective talent management system, an employee's performance appraisal
would
initiate training and development opportunities.
Answer: TRUE
Explanation: An effective talent management process should integrate the underlying
talent
management activities such as recruiting, developing, and compensating employees.
For
example, performance appraisals should trigger the required employee training.
Difficulty: Moderate
Chapter: 4
Objective: 1
AACSB: Reflective thinking
73) The information gathered during a job analysis is primarily used to ensure that
firms are in
compliance with the EEO, OSHA, and all state governments.
Answer: FALSE
Explanation: The primary use for information gathered in a job analysis is writing job
descriptions and job specifications. Although job analysis is required for EEO
compliance, job
analysis is not required by the Occupational Safety and Health Administration or all
state
governments
Copyright © 2015 Pearson Education Ltd.
74) Organization charts show the division of work throughout the organization, how a
job relates
to others, and where a job fits in the organization.
Answer: TRUE
Explanation: An organization chart shows the organization-wide distribution of work,
with titles
of each position and interconnecting lines that show who reports to and communicates
with
whom.
Difficulty: Easy
Chapter: 4
Objective: 2
75) A process chart provides relevant background information during the job analysis
process by
indicating job titles and lines of communication.
Answer: FALSE
Explanation: A process chart shows the flow of inputs to and outputs from a job being
analyzed.
Chapter: 4
Objective: 2
76) After identifying a business process to redesign, the next step in business process
reengineering is measuring the performance of the existing process.
Answer: TRUE
Explanation: Business process reengineering means redesigning business processes,
usually by
combining steps so that small multi-function process teams using information
technology do the
jobs formerly done by a sequence of departments. After choosing the business process
to
redesign, the analyst needs to assess the performance of the existing process for the
purpose of
identifying improvement possibilities.
Chapter: 4
Objective: 2
AACSB: Analytical thinking
77) Conducting the job analysis is the sole responsibility of the HR specialist.
Answer: FALSE
Explanation: Job analysis should be a joint effort by a human resources specialist, the
worker,
and the worker's supervisor. The HR manager may observe the worker and then have
the
supervisor and worker fill out questionnaires.
Chapter: 4
Objective: 2
78) Informal interviews provide quantitative job analysis information, which is why
they are frequently used by managers who need to determine the relative worth of a
job for pay purposes.
Answer: FALSE
Explanation: Informal interviews with open ended questions provide qualitative
rather than
quantitative information for a job analysis. Position analysis questionnaires are best
for
quantifying a job's worth for pay purposes. The two methods are often used together
to gather a
well-rounded amount of information about a job.
Chapter: 4
Objective: 3
79) The immediate supervisor of a group of workers being interviewed for job
analysis purposes
is not allowed to attend the session due to concerns about workers failing to provide
honest
responses to questions.
Answer: FALSE
Explanation: As a rule, the immediate supervisor of a group of workers should attend
an
interview session for job analysis purposes. If the supervisor is unable to attend, then
he or she
must be interviewed separately so that the interviewer can gather that person's
perspective on the
job's duties and responsibilities.
Chapter: 4
Objective: 3
80) Studies suggest that employees are more likely to describe their job duties in the
form of
simple task statements instead of as ability statements during job analysis interviews.
Answer: FALSE
Explanation: During job analysis interviews, employees are more likely to describe
their job
duties in the form of ability-based statements, such as "ability to record phone
messages" rather
than as simple task statements like "record phone messages." The most likely reason is
that
employees exaggerate their duties and responsibilities during interviews especially if
they
believe the interview is for the purpose of a compensation change.
Chapter: 4
Objective:
81) Questionnaires developed for the purpose of job analysis are always structured in
the form of
checklists so that the information can easily be entered into a database.
Answer: FALSE
Explanation: Questionnaires range from being highly structured to open-ended, and
most fall
between the two extremes. Most questionnaires include several open-ended questions
as well as
structured questions.
Chapter: 4
Objective: 3
82) Observation as a job analysis data collection method is most appropriate for jobs
that involve
physical activities.
Answer: TRUE
Explanation: Observation is an appropriate method for collecting job analysis
information when
a job involves physical rather than mental activities. Jobs like assembly-line worker,
mechanic,
and accounting clerk can be directly observed by an HR manager. Lawyers and design
engineers
spend more time with mental activities, so it would be less appropriate to use
observation in
these types of positions.
Difficulty: Easy
Chapter: 4
Objective: 3
83) Some employers collecting job analysis information provide employees with
pocket dictating
machines and pagers to record activities at random times of the work day.
Answer: TRUE
Explanation: In the past, diary/logs required employees to write down their activities
at the end
of the day, which was problematic due to forgetfulness. However, pagers can now be
used to
remind employees to speak into their pocket dictating machines about the work
activities in
which they are currently involved.
Difficulty: Easy
Chapter: 4
Objective: 3
AACSB: Refle
84) Quantitative approaches for collecting job analysis data are more appropriate than
qualitative
approaches when a manager seeks to compare jobs for pay purposes.
Answer: TRUE
Explanation: Quantitative ratings as generated by the position analysis questionnaire
and the
Department of Labor approach are the best tools to use when assessing the monetary
value of a
job.
Chapter: 4
Objective: 3
85) The FLSA status section of a job description permits quick identification of a job
as exempt
or nonexempt from overtime and minimum wage provisions.
Answer: TRUE
Explanation: The FLSA status of a job description is usually included in the job
identification
section. According to the Fair Labor Standards Act, certain positions, primarily
administrative
and professional, are exempt from the act's overtime and minimum wage provisions.
Chapter: 4
Objective: 4
86) If a manager wants to know "should a job even exist," a workflow analysis should
be
performed.
Answer: TRUE
Explanation: A workflow analysis does answer questions like "should a job even
exist," because
it is a detailed study of the flow of work from job to job in a work process.
Chapter: 4
Objective: 4
87) The Americans with Disabilities Act (ADA) requires that organizations have job
descriptions
that list the essential functions of all jobs.
Answer: FALSE
Explanation: The ADA does not require job descriptions, but they are advisable in
case a
discrimination complaint ends up in court. Most ADA legal actions revolve around the
questions,
"What are the essential functions of the job?"
Chapter: 4
Objective: 4
88) O*NET has become an increasingly popular Web tool for creating and distributing
position
analysis questionnaires to employees who are located throughout the world.
Answer: FALSE
Explanation: O*NET is a popular Web tool for writing job descriptions, not for
creating and
distributing PAQs to global employees. O*NET was developed by the U.S.
Department of
Labor, and it allows users to see the most important characteristics of various
occupations.
O*NET provides a streamlined approach for managers who need to write job
descriptions.
Chapter: 4
Objective: 4
AACSB: Information technology
89) The statistical analysis method for developing job specifications is more
defensible than the
judgmental approach because equal rights legislation forbids using traits that a firm
cannot prove
distinguish between high and low job performers.
Answer: TRUE
Explanation: Using a statistical analysis method for developing job specifications is
more
defensible than using educated guesses. Equal rights legislation forbids using traits
that a firm
cannot prove distinguish between high and low job performers. For example, hiring
standards
that discriminate based on sex, race, religion, national origin, or age may have to be
shown to
predict job performance.
Chapter: 4
Objective: 5
90) A conventional job description provides managers with a more comprehensive
picture of
worker activities than a job requirement matrix, which fails to address how and why
workers
perform specific job activities.
Answer: FALSE
Explanation: The job requirement matrix provides a more comprehensive picture of
what the
worker does and how and why he or she does it than does a conventional job
description. The list
of required knowledge, skills, abilities, and othe
91) Job enlargement refers to redesigning jobs in a way that increases responsibility
and
achievement.
Answer: FALSE
Explanation: Job enlargement refers to assigning workers additional same-level
activities. For
example, a worker who previously only bolted the seat to the legs of a chair might
attach the
back as well. Job enrichment refers to redesigning jobs to increase responsibility and
achievement.
Difficulty: Easy
Chapter: 4
Objective: 2
92) In reengineered business processes, workers tend to become collectively
responsible for
overall results rather than individually responsible for just their own tasks.
Answer: TRUE
Explanation: Business process reengineering involves redesigning a business process
so that
small multidisciplinary, self-managing teams get a task done together, all at once.
Such a system
leads to workers becoming collectively responsible for overall results rather than
merely focused
on their individual tasks.
Chapter: 4
Objective: 2
93) Many job analysts and employers assert that in today's work environment, job
descriptions
based on lists of job-specific duties inhibit the worker flexibility that companies need.
Answer: TRUE
Explanation: The specific duties associated with jobs in today's work environment
change on a
daily basis, so employers and job analysts think that compiling a list of job duties is
counterproductive. As a result, more firms are creating job descriptions based on
employee
competencies rather than lists of specific job duties.
Difficulty: Modera
94) Competencies are observable and measurable behaviors, and organizations are
required to
define competencies based on quantifiable standards developed by the Department of
Labor.
Answer: FALSE
Explanation: Although competencies are observable and measurable behaviors,
organizations
are not required to use any specific competencies. O*NET, the DOL Web site, lists
various skills
associated with different jobs, and the site is a source for competency-based job
analysis.
Chapter: 4
Objective: 6
95) Competency-based job analysis is more worker-focused than traditional job
analysis.
Answer: TRUE
Explanation: Competency-based analysis focuses on the behaviors of the worker,
while
traditional job analysis focuses on the duties of the job. With competency-based
analysis, a firm
asks, "What must these employees be competent to do in order to perform this multi-
skilled
job?"
Difficulty: Easy
Chapter: 4
Objective: 6
96) Competency-based job analysis focuses on the knowledge, skills, and behavior of
a worker
rather than the tasks associated with a particular job.
Answer: TRUE
Explanation: Competency-based job analysis focuses on the knowledge, skills, and
behaviors of
workers rather th
97) British Petroleum implemented a competency-based skills matrix for its
employees. As a
result, employee training, appraisals, and rewards relate to the skills and competencies
a worker
needs to accomplish the goals of the firm.
Answer: TRUE
Explanation: BP shifted from job-duty based job descriptions to a skills matrix based
on
competencies. The focus for BP is developing the skills employees need for their
broader and
more empowered responsibilities. Salary, training, and bonuses are based on worker
competencies.
Chapter: 4
Objective: 6
98) ABC Widgets, Inc. wants to develop a high-performance work system, so its HR
department
should most likely develop traditional job descriptions rather than competency-based
job
descriptions.
Answer: FALSE
Explanation: With high-performance work systems, the goal is to encourage
employees to work
in a self-motivated manner, which is why competency-based job descriptions are more
appropriate. Traditional job descriptions focus more on individual tasks than team
playing, so
ABC needs to develop competency-based job descriptions instead.
Chapter: 4
Objective: 6
99) Writing a competencies-based job description typically involves compiling a list
of job
duties.
Answer: FALSE
Explanation: A traditional job analysis involves compiling lists of job duties.
However, a
competency-based job analysis requires determining what an employee should be able
to do.
Chapter: 4
Objective: 6
Learning O
100) Effective talent management focuses on developing employee competencies that
align with
strategic goals.
Answer: TRUE
Explanation: Make sure talent management decisions such as staffing, training, and
pay are
goal-directed. Managers should always be asking, "What recruiting, testing, or other
actions
should I take to produce the employee competencies we need to achieve our strategic
goals?"
Chapter: 4
Objective: 1
101) How does job analysis support human resource management activities? Briefly
describe one
of the methods commonly used for gathering job analysis data.
Answer: Job analysis provides information for recruitment and selection by laying out
what the
job entails and what human characteristics are required to perform these activities.
This
information helps management decide what sort of people to recruit and hire. Job
analysis
information is also crucial for estimating the value of each job and its appropriate
compensation.
A performance appraisal compares each employee's actual performance with his or
her
performance standards. Managers use job analysis to determine the job's specific
activities and
performance standards.
Job analysis interviews are one of the most commonly used methods for gathering job
analysis
data. They range from completely unstructured interviews to highly structured ones
containing
hundreds of specific items to check off. Managers may conduct individual interviews
with each
employee, group interviews with groups of employees who have the same job, and/or
supervisor
interviews with one or more supervisors who know the job.
Difficulty: Hard
Chapter: 4
Objective: 2, 3
Learning Outcome:
102) What are the steps involved in the job analysis process? Briefly discuss the
methods
available for collecting job analysis information.
Answer: There are six steps in doing a job analysis. Step 1 is to decide how one will
use the
information. Step 2 is to review relevant background information such as organization
charts,
process charts, and job descriptions. Step 3 is to select representative positions. Step 4
is to
analyze the job by collecting data on job activities, required employee behaviors,
working
conditions, and human traits and abilities needed to perform the job. Step 5 is to verify
the job
analysis information with the worker performing the job and with his or her
immediate
supervisor. Step 6 is to develop a job description and job specification.
There are various ways (interviews or questionnaires, for instance) to collect
information on a
job's duties, responsibilities, and activities. In practice, you could use any one of them,
or
combine several. The basic rule is to use those that best fit your purpose. Thus, an
interview
might be best for creating a list of job duties and job descriptions. The more
quantitative position
analysis questionnaire may be best for quantifying each job's relative worth for pay
purposes.
Interviews, questionnaires, observations, and diary/logs are the most popular methods
for
gathering job analysis data. They all provide realistic information about what job
incumbents
actually do.
Difficulty: Hard
Chapter: 4
Objective: 2, 3
103) What time-saving options are available to a busy manager who needs to conduct
a job
analysis and write job descriptions? Explain your answer in a brief essay.
Answer: Job analysis can be a time-consuming process. Managers can save time by
holding
group interviews with groups of employees who have the same job. Managers use
group
interviews when a large number of employees are performing similar or identical
work, since
this can be a quick and inexpensive way to gather information. Busy managers often
turn to the
Internet for help writing job descriptions because the process can save a great amount
of time.
Sites like O*NET and www.jobdescription.com provide managers with important
characteristics
of various occupations, as well as the experience, education, and knowledge needed to
do each
job well.
Difficulty: Hard
Chapter: 4
Objective: 2, 4
AACSB: Reflective thinki
104) What are the advantages and disadvantages of using interviews to collect job
analysis data?
Answer: Interviews are a relatively simple and quick way to collect data. Skilled
interviewers
can gather information that might otherwise go undiscovered. Some activities might
occur only
occasionally or be more informal in nature. Interviews can discover these types of
activities. The
interview also offers an opportunity to explain the need for a job analysis. The biggest
drawback
is the chance for information to be distorted either to outright falsification or honest
misunderstanding.
Difficulty: Hard
Chapter: 4
Objective: 3
105) How has modern technology, such as the Internet, changed job analysis
methods? How has
the Internet improved the ability of managers to write job descriptions?
Answer: The human resource department can distribute standardized job analysis
questionnaires
to geographically disbursed employees via their company intranets, with instructions
to complete
the forms and return them by a particular date.
Many employers turn to the Internet for assistance with writing job descriptions.
O*Net, the
U.S. Department of Labor's occupational information network, is an increasingly
popular Web
tool. It allows users (not just managers, but workers and job seekers) to see the most
important
characteristics of various occupations, as well as the experience, education, and
knowledge
required to do each job well. Jobdescription.com is another popular site used for
developing job
descriptions.
Difficulty: Hard
Chapter: 4
Objective: 3, 4
Learn
106) In a brief essay, compare and contrast job descriptions and job specifications.
Answer: The primary function of a job analysis is to develop job specifications and
job
descriptions. A job description is a written statement of what the worker actually does,
how he or
she does it, and what the job's working conditions are. You use this information to
write a job
specification; this lists the knowledge, abilities, and skills required to perform the job
satisfactorily. There is no standard format for writing a job description. However,
most
descriptions contain sections that cover:
1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specifications
The job specification takes the job description and answers the question, "What
human traits and
experience are required to do this job effectively?" It shows what kind of person to
recruit and
for what qualities you should test that person. The job specification may be a section
of the job
description, or a separate document.
1) Which term refers to the integrated process of planning, recruiting, developing,

managing, and
compensating employees?
A) job analysis
B) HR alignment
C) strategic planning
D) talent management
Answer: D
Explanation: D) Talent management is the goal-oriented and integrated process of
planning,
recruiting, developing, managing, and compensating employees. Talent management
means
getting the right people (in terms of competencies) in the right jobs, at the right time,
doing their
jobs correctly.
Difficulty: Easy
Chapter: 4
Objective: 1
2) Connor, a manager at a boat manufacturing firm, takes a talent management
approach to his
duties. Which of the following would Connor most likely do?
A) coordinate recruitment and compensation activities
B) use different competencies for recruitment and development
C) rely primarily on applicant testing results for hiring decisions
D) manage employees based on their experience with the organization
Answer: A
Explanation: A) An effective talent management process should integrate the
underlying talent
management activities such as recruiting
3) Which of the following terms refers to the procedure used to determine the duties
associated
with job positions and the characteristics of the people to hire for those positions?
A) job description
B) job specification
C) job analysis
D) job context
Answer: C
Explanation: C) Job analysis is the process of determining the duties of a specific job
and the
characteristics of the people who would be most appropriate for the job. A job
analysis produces
the necessary information to develop job descriptions and job specifications.
Difficulty: Easy
Chapter: 4
Objective: 2
4) The information resulting from a job analysis is used for writing ________.
A) job descriptions
B) corporate objectives
C) personnel questionnaires
D) training requirements
Answer: A
Explanation: A) A job description is a list of what a job entails, and it is derived from
a job
analysis. Jo
5) All of the following types of information will most likely be collected by a human
resources
specialist through a job analysis EXCEPT ________.
A) work activities
B) human behaviors
D) employee benefits options
Answer: D
Explanation: D) Work activities, human behaviors, performance standards, job
context, and
human requirements are the types of information typically collected through a job
analysis.
Information gathered through a job analysis is used to develop job descriptions and
job
specifications. Managers use job analysis for the purpose of recruitment,
compensation, training,
and performance appraisal but not for assessing employee benefits options.
Chapter: 4
Objective: 2
6) A manager uses the information in a job analysis for all of the following EXCEPT
________.
A) assessing training requirements
B) complying with FCC regulations
C) determining appropriate compensation
D) providing accurate performance appraisals
Answer: B
Explanation: B) Managers use information gathered from a job analysis for many
activities
including providing performance appraisals, recruiting, determining compensation,
and assessing
training requirements. Job analysis plays a major role in EEO (Equal Employment
Opportunity
Commissi
7) Which of the following most likely depends on a job's required skills, education
level, safety
hazards, and degree of responsibility?
A) employee compensation
B) organizational culture
C) annual training requirements
D) OSHA and EEO compliance
Answer: A
Explanation: A) Compensation in the form of salaries and bonuses greatly depends
upon a job's
required AACSBs, education level, safety hazards, and level of responsibility.
Managers use the
job analysis to determine the relative worth of a specific job and the most appropriate
compensation for an employee.
Chapter: 4
Objective: 2
8) In order for Hollis Construction to be in full compliance with the Americans with
Disabilities
Act, the manager needs a ________ for each position to validate all human resource
activities.
A) performance appraisal
B) compensation schedule
C) workflow system
D) job analysis
Answer: D
Explanation: D) A job analysis is needed for each job at a firm to ensure compliance
with the
EEOC. According to the U.S. Federal Agencies' Uniform Guidelines on Employee
Selection, a
job analysis is needed to validate all major human resource activities. A firm that is in
compliance with the Americans with Disabilities Act, for example, should know the
essential job
functions of each jo
) Allison, a manager at a large clothing retail store, needs to determine essential duties
that have
not been assigned to specific employees. Which of the following would most likely
provide
Allison with this information?
A) work activities
B) job context
C) job analysis
D) performance standards
Answer: C
Explanation: C) Job analysis can help reveal duties that need to be assigned to a
specific
employee. Work activities, performance standards, and job context are the types of
information
that are provided through a job analysis.
Chapter: 4
Objective: 2
10) The ________ lists a job's specific duties as well as the skills and training needed
to perform
a particular job.
B) job analysis
C) work aid
D) job description
Answer: D
Explanation: D) Job descriptions list the specific duties, skills, and training related to
a
particular job. Organization charts show the distribution of work within a company
but not
specific duties. A job description is created after a job analysis has been performed.
Difficulty: E
11) Jennifer, a manager at an engineering firm, has been assigned the task of
conducting a job
analysis. What should be Jennifer's first step in the process?
A) deciding how the gathered information will be used
B) collecting data on job activities and working conditions
C) selecting representative job positions to assess
Answer: A
Explanation: A) The first step in performing a job analysis is deciding how the job
analysis will
be used because this determines the data that will be collected and how it will be
collected.
Collecting data, selecting which job positions to analyze, reviewing background
information like
organization charts and process charts, and writing job descriptions are additional
steps in the job
analysis process.
Chapter: 4
Objective: 2
12) Which of the following data collection techniques would be most useful when
writing a job
description for a software engineer?
A) distributing position analysis questionnaires
B) interviewing employees
C) analyzing organization charts
D) developing a job process chart
Answer: B
Explanation: B) Interviewing employees to determine what the job entails is an
effective method
of collecting d
13) Which of the following is a written statement that describes the activities,
responsibilities,
working conditions, and supervisory responsibilities of a job?
A) job specification
B) job analysis
C) job description
D) job context
Answer: C
Explanation: C) A job description is a written list of a job's duties, responsibilities,
reporting
relationships, working conditions, and supervisory responsibilities, and it is the result
of a job
analysis.
Difficulty: Easy
Chapter: 4
Objective: 2
14) Which of the following refers to the human requirements needed for a job, such as
education,
AACSBs, and personality?
A) job specifications
B) job analysis
C) job placement
D) job descriptions
Answer: A
Explanation: A) Job specifications are the human requirements needed for a particular
job like
education, skills, and personality.
Difficulty: Easy
Chapter: 4
Objective: 2
15) All of the following requirements are typically addressed in job specifications
EXCEPT
________.
A) desired personality traits
B) required education levels
C) necessary experience
D) working conditions
Answer: D
Explanation: D) Working conditions, responsibilities, and job duties are addressed in
a job
description rather than the job specifications. Job specifications focus on the human
requirements
for a job, s
16) Which of the following indicates the division of work within a firm and the lines
of authority and communication?
A) process chart
B) employee matrix
C) organization chart
D) corporate overview
Answer: C
Explanation: C) Organization charts show the organization-wide division of work
with titles of
each position and interconnecting lines that show who reports to and communicates
with whom.
Difficulty: Easy
Chapter: 4
Objective: 2
17) A(n) ________ shows the flow of inputs to and outputs from a job being analyzed.
B) process chart
C) job analysis
D) job description
Answer: B
Explanation: B) A process chart is a work-flow chart that shows the flow of inputs to
and
outputs from a particular job. In the second step of performing a job analysis,
background
information such as process charts, organization charts, and job descriptions are
reviewed.
Difficulty: Easy
Chapter: 4
Objective: 2
18) A workflow analyst would most likely focus on which of the following?
A) methods used by the firm to accomplish tasks
B) behaviors needed to complete specific work
C) a single, identifiable work process
D) a quantifiable worker skill
Answer: C
Explanation: C) Workflow analysis is a detailed study of the flow of work from job to
job in a
work process. Usually, the analyst focuses on one identifiable work process, rather
than on how
the company gets all its work done.
Chapter: 4
Objective:
19) Which of the following best describes business process reengineering?
A) using computerized systems to combine separate tasks
B) creating a visual chart for work flow procedures
C) assigning additional activities to new employees
D) developing employee skills and behaviors
Answer: A
Explanation: A) Business process reengineering means redesigning business
processes, usually
by combining steps so that small multi-function process teams using information
technology do
the jobs formerly done by a sequence of departments.
Chapter: 4
Objective: 2
20) During the job analysis process, it is most important to ________ before collecting
data
about specific job duties and working conditions.
A) test job questionnaires on a small group of workers
B) confirm the job activity list with employees
C) select a sample of similar jobs to analyze
D) assemble the job specifications list
Answer: C
Ex
21) The fourth step in conducting a job analysis most likely involves collecting data
about all of
the following EXCEPT ________.
A) required employee abilities
B) typical working conditions
C) employee turnover rates
D) specific job activities
Answer: C
Explanation: C) The fourth step in analyzing a job requires collecting data about job
activities,
required employee behaviors, working conditions, and human traits and abilities
needed to
perform the job. Interviews, questionnaires, and observations are the most popular
methods for
gathering data. It is unlikely that data regarding employee turnover rates would be
gathered
during a job analysis.
Chapter: 4
Objective: 2
22) While performing the fifth step of a job analysis, it is essential to confirm the
validity of
collected data with the ________.
A) EEOC representative
B) HR manager
C) legal department
D) worker
Answer: D
Explanation: D) According to the fifth step of a job analysis, collected data should be
confirmed
with the worker performing the job and his/her immediate supervisor. Although HR
managers
play a role in the job analysis process by observing workers, it is the worker and
his/her
immediate supervisor that provide direct knowledge of the duties involved in a
specific job.
Chapter: 4
Objective: 2
23) During the job analysis process, the primary purpose of having workers review
and modify
data collected about their current positions is to ________.
A) confirm that the information is correct and complete
B) provide a legal benchmark for employer lawsuits
C) encourage employees to seek additional job training
D) validate the job specification list provided by HR
Answer: A
Explanation: A) Allowing employees to review and modify the information collected
about their
current positions provides the opportunity to confirm that the data is correct and
complete, which
may help gain employee acceptance of the job analysis data and conclusions. Job
specifications
and job descriptions are created after employees review the collected data.
Difficulty: Hard
Chapter: 4
Objective: 2
24) What is the final step in conducting a job analysis?
A) writing a job description and job specifications
B) validating all of the collected job data
C) collecting data on specific job activities
Answer: A
Explanation: A) The final step in the job analysis process involves developing a job
description
and job specifications, which are the two tangible products of a job analysis. This step
occurs
after job data has been collected and validated, and background information has been
reviewed.
Difficulty: Modera
25) Murray, Inc. emphasizes a desire for detail-oriented, motivated employees with
strong social
skills as indicated in the firm's job ________.
A) specifications
B) analysis
C) reports
D) descriptions
Answer: A
Explanation: A) Job specifications summarize the personal qualities, traits, skills, and
background required for getting a job done. Murray, Inc. wants detail-oriented,
motivated
employees, which would be described in the firm's job specifications. Job descriptions
address
the activities and responsibilities of a job. Both job descriptions and job specifications
are
products of a job analysis.
Chapter: 4
Objective: 2
26) The primary drawback of performing a job analysis regards the ________.
A) unverifiable data a job analysis typically provides
B) certification required to conduct a job analysis
C) amount of time a job analysis takes to complete
D) redundant information gathered during a job analysis
E) costs associated with the technology needed for a job analysis
Answer: C
Explanation: C) Conducting a job analysis can be time-consuming because it may
take days to
interview multiple employees and their managers, which is why an abbreviated
version is often
used by managers. The information gathered through a job analysis is typically
verifiable and
useful, and the main cost is time rather than money. Although management training
may be
necessary to
27) Which of the following guidelines is most likely recommended to managers
conducting a job
analysis?
A) Use one tool for gathering information to maintain the validity of the final results.
B) Rely on the human resource manager to complete questionnaires and verify data.
C) Conduct group interviews without supervisors present to ensure accuracy.
D) Ensure that the questions and the process are clarified to employees.
Answer: D
Explanation: D) Managers should make sure that the job analysis process and the
questions
asked to employees are clear. Several tools should be used to gather information rather
than only
one, and employees and supervisors typically complete questionnaires rather than HR
managers.
Supervisors should be included in group interviews.
Difficulty: Hard
Chapter: 4
Objective: 2
AACSB: Written and oral communication
28) Which method for collecting job analysis information is considered best for
quantifying the
relative worth of a job for compensation purposes?
A) electronic log
B) worker diary
C) observation
D) questionnaire
Answer: D
Explanation: D) Questionnaires are particularly useful for quantifying a job's worth
for the
purpose of compensation. Direct observation is useful when jobs involve mostly
physical work.
Logs and diaries can provide detailed information about a worker's activities, but the
tendency of
some employees to exaggerate makes logs/diaries less appropriate for quantifying the
worth of a
job.
Chapter: 4
Objective: 3
Learning Outcome: Explai
29) Jerome, a manager at an electronics company, needs to gather job analysis
information from
a large number of employees who perform similar work. Which of the following
would be most
appropriate for Jerome?
A) observing all employees
B) interviewing the HR manager
C) holding a group interview with a supervisor
D) conducting telephone surveys of all employees
Answer: C
Explanation: C) When a large number of employees perform similar or identical
work,
conducting a group interview is a fast way to gather information. In most cases, the
workers'
immediate supervisor attends the group session. It would be costly and time
consuming to
observe each worker.
Difficulty: Hard
Chapter: 4
Objective: 3
30) Which of the following is the primary disadvantage of using interviews to collect
job
analysis data?
A) Interviews are a complicated method for collecting information.
B) Employees may exaggerate or minimize some information.
C) Interviews provide only general information about a worker's duties.
D) Interviews may require managers to reveal the job analysis function.
Answer: B
Explanation: B) The primary disadvantage of conducting employee interviews for the
purpose
of gathering job analysis data is the distortion of information. Employees may
misunderstand the
purpose of the interview and either purposely or mistakenly provide incorrect
information.
Interviews are considered a simple method for collecting detailed job information
especially
regarding uncommon but important employee activities.
Difficulty: Hard
Chapter: 4
Objective: 3
AACSB: Analytical thinki
1) Interviews for the purpose of collecting job analysis data will most likely address
all of the
following topics EXCEPT ________.
A) hazardous conditions
B) primary work duties
C) required education
D) personal hobbies
Answer: D
Explanation: D) Typical questions for job analysis interviews address subjects such as
the job's
major duties, hazardous conditions, performance standards, and required experience
and
education. It is less likely that an interviewer would ask an employee questions not
related
specifically to the job, such as personal questions about the worker's hobbies and free
time.
Difficulty: Easy
Chapter: 4
Objective: 3
32) Job analysts collecting information through observations and interviews benefit
from the use
of a(n) ________ to guide the process and ensure consistency.
A) structured list
B) electronic diary
C) job description
D) organization chart
Answer: A
Explanation: A) A structured list or checklist is useful for guiding an interview or
performing a
personal observation. Electronic diaries are completed by the worker and would not be
used for
observations or interviews.
Difficulty: Easy
Chapter: 4
Objective: 3
AACSB: Reflective thinkin
33) Which of the following is the primary disadvantage of using questionnaires to
gather job
analysis information?
A) Questionnaires are the most expensive method of collecting data.
B) Supervisors are required to verify all collected questionnaire data.
C) Questionnaires are too open-ended for statistical information.
D) Developing and testing questionnaires is time-consuming.
Answer: D
Explanation: D) The primary drawback of questionnaires is the time required to
develop
questionnaires and test them to ensure that workers understand the questions.
Questionnaires can
be structured or open-ended, and many are a combination of the two.
Difficulty: Hard
Chapter: 4
Objective: 3
34) For which of the following jobs is direct observation NOT a recommended
method for
collecting job analysis data?
A) assembly-line worker
B) accounting clerk
C) attorney
D) nurse
Answer: C
Explanation: C) Direct observation is particularly useful when jobs consist mainly of
observable
physical activities, such as with nurses, accounting clerks, assembly-line workers, and
salespersons. Observation is less appropriate when a job involves mostly mental
activity such as
with lawyers a
35) One of the problems with direct observation is ________, which is when workers
alter their
normal activities because they are being watched.
A) flexibility
B) falsification
C) reactivity
D) diversion
Answer: C
Explanation: C) Reactivity occurs when a worker changes what he or she normally
does because
observation is taking place for the purpose of job analysis. Knowing that they are
being watched
may cause some workers to alter their normal work behaviors either on purpose or
accidentally.
Difficulty: Easy
Chapter: 4
Objective: 3
36) A ________ is the time it takes to complete a job.
A) work cycle
B) work week
C) shift
D) duty
Answer: A
Explanation: A) A work cycle is the time it takes to complete a job, which may be
one minute
for an assembly-line worker or weeks for an engineer. Managers collecting data for a
job
analysis may observe a worker on the job for a complete work cycle and take notes of
the
worker's activities.
Difficulty: Easy
Chapter: 4
Objective: 3
Learning Outcome:
37) Which data collection method is most frequently used in conjunction with direct
observation?
A) interview
B) questionnaire
C) electronic log
D) survey
Answer: A
Explanation: A) Managers frequently combine direct observation with personal
interviews to
gather job analysis information. Often, managers observe the worker for a complete
work cycle
to gather as much information as possible, and then they follow up with an interview
to gain
clarification. Another option is to observe and interview at the same time by asking
the worker
questions as he or she works.
Chapter: 4
Objective: 3
38) Which of the following requires workers to make daily listings of the activities in
which they
engage as well as the amount of time each activity takes?
A) flowchart
B) agenda
C) outline
D) log
Answer: D
Explanation: D) A diary or a log requires workers to make daily listings of the
activities in
which they engage as well as the amount of time each activity takes. Diaries and logs
can be
useful in the job analysis process because they often produce a complete picture of the
job,
especially when used in conjunction with an interview.
Difficulty: Easy
39) Joaquin records every activity in which he participates at work along with the time
it takes
him to complete each activity. Which of the following approaches to job analysis data
collection
is most likely being used at Joaquin's workplace?
A) diaries
B) interviews
C) observations
D) questionnaires
Answer: A
Explanation: A) Joaquin has been asked to keep a diary or a log of his work activities.
With
diaries and logs, an employee records every activity and the time spent on each in a
log, which
provides a complete picture of the job. Diaries and logs are often used in conjunction
with
interviews, observations, and questionnaires.
Chapter: 4
Objective: 3
40) Pocket dictating machines and pagers have replaced traditional diary/log methods
in many
firms. Which of the following problems have the modern methods most likely
eliminated?
A) work time required to fill out forms and surveys
B) employee forgetfulness regarding daily activities
C) costs associated with copying and filing paperwork
D) employee frustration towards bureaucratic requirements
Answer: B
Explanation: B) Some firms provide employees with pocket dictating machines and
pagers to
keep diaries and logs. At random times during the day, the employee is paged. The
employee
then dictates what he or she is doing. With this method, employers do not have to rely
on
workers to remember what they did hours earlier when they complete their logs at the
end of the
day, which was the main problem with paper/pencil diaries.
Difficulty: Ha
41) Purrfect Pets is a local pet supply store with a following of loyal customers who
appreciate
the personal service the store's employees provide. After a very profitable year,
Purrfect Pets is
expanding by opening two more stores. Before hiring employees for the new stores,
the manager
is considering the idea of conducting a job analysis for each position.
should
conduct group interviews to gather job analysis information?
A) Purrfect Pets is an excellent place to work because of the positive work
environment.
B) Most of the young employees of Purrfect Pets would feel awkward during a one-
on-one
interview.
C) Employees at Purrfect Pets work well with their colleagues, and few staffing
conflicts occur.
D) Numerous employees at Purrfect Pets perform similar tasks during the work day.
Answer: D
Explanation: D) When a large number of employees perform similar or identical
tasks, then a
group interview is a quick and inexpensive way to gather job analysis information.
The work
environment or age of the employees are not important factors in deciding whether a
group
interview is appropriate.
Difficulty: Hard
Chapter: 4
Objective: 3
appreciate
Purrfect Pets is
the manager
should use a
position analysis questionnaire to collect job analysis information?
A) Compliance with EEO laws requires businesses to compile quantitative data.
B) Management wants to develop a pay scale for all employees at Purrfect Pets.
C) Purrfect Pets managers are unfamiliar with the typical routines of most employees.
D) Managers believe that some Purrfect Pets employees are overlooking important
daily tasks.
Answer: B
Explanation: B) The primary reason to use a position analysis questionnaire is to
gather
quantitative data that enables managers to compare jobs for pay purposes. Although a
PAQ
provides quantitative data, businesses are not required by EEO laws to use them.
Interviews or
observations would be more appropriate for uncovering overlooked tasks or becoming
familiar
with an emplo
appreciate
Purrfect Pets is
the manager
Which of the following, if true, undermines the argument that the Purrfect Pets
manager should
observe workers in order to gather job analysis information?
A) Purrfect Pets lacks the technology to perform quantitative job assessments.
B) Part-time and seasonal workers fill most of the positions at Purrfect Pets.
C) The tasks of most Purrfect Pets employees vary widely from day to day.
D) During the morning, business at Purrfect Pets typically slows down.
Answer: C
Explanation: C) Observation is an inappropriate tool for collecting job analysis
information if
employees only occasionally participate in certain tasks. If the tasks vary on a daily
basis, one
day of observation would fail to gather the necessary information. An interview might
be the best
way to find out what an employee does in this situation.
Difficulty: Hard
Chapter: 4
Objective: 3
44) What is the primary benefit of using a position analysis questionnaire to gather
data for a job
analysis?
A) providing the opportunity for employees to vent job frustrations
B) sorting information for government statistics and records
C) classifying jobs for the purpose of assigning salaries
D) uncovering important yet infrequent job tasks
Answer: C
Explanation: C) The primary benefit of using a PAQ is classifying jobs based on
scores in the
five different categories. With this data, a manager can quantitatively compare jobs
relative to
one another and then assign pay for each job.
Difficult
45) A(n) ________ is used to collect quantifiable data concerning the duties and
responsibilities
of various jobs.
A) electronic diary/log
B) group interview
C) position analysis questionnaire
D) Internet-based survey
Answer: C
Explanation: C) A position analysis questionnaire is used to collect quantifiable data
concerning
the duties and responsibilities of various jobs. A PAQ contains 194 items that are
based on five
PAQ basic activities: having decision-making/communication/social responsibilities,
performing
skilled activities, being physically active, operating vehicles/equipment, and
processing
information.
Difficulty: Easy
Chapter: 4
Objective: 3
46) Experts at the ________ performed the earliest form of job analysis and published
the
Dictionary of Occupational Titles.
A) EEOC
B) DOL
C) BLS
D) DHS
Answer: B
Explanation: B) The Department of Labor performed the earliest work in job analysis
which
resulted in the Dictionary of Occupational Titles. The book contained detailed
information on
nearly every job in America based on ratings of data, people, and things. The DOL
work
eventually led to the development of position analysis questionnaires (PAQ).
Difficulty: Easy
Chapter: 4
Objective: 3
Learning Outcome: E
47) What are the three main categories used in the Dictionary of Occupational Titles
to rate,
classify, and compare different jobs?
A) reasoning, language, mathematics
B) skills, communication, education
C) data, people, things
D) people, skills, reasoning
Answer: C
Explanation: C) Data, people, and things are the three worker function categories
used in the
Department of Labor procedure that was compiled into the Dictionary of Occupational
Titles.
The DOL method describes what a worker must do with respect to data, people, and
things.
Difficulty: Easy
Chapter: 4
Objective: 3
48) The Department of Labor procedure uses a set of standard basic activities known
as
________ to describe what a worker must do with respect to data, people, and things.
A) worker functions
B) employee duties
C) job procedures
D) job requirements
Answer: A
Explanation: A) With the DOL procedure, standard basic activities known as worker
functions
are used to describe what a worker must do in a specific job with respect to three main
categories4data, people, and things. Each worker function is given an importance
rating for
coding purposes.
Difficulty: Easy
Chapter: 4
Objective: 3
AACSB: Re
49) What has been the most significant impact of modern technology on job analysis
methods?
A) Extensive use of the Internet by HR managers enables more people to telecommute
from
locations far from corporate headquarters.
B) Corporate use of the Internet and intranet has enabled HR managers to distribute
and collect
job analysis surveys to employees in multiple geographic locations.
C) Worker functions have changed as a result of modern technology, so the DOL
procedure for
data collection has been modified and categories have been altered.
D) The ability to falsify information on Internet surveys has led to an increase in
interviews and
observations by HR managers to collect accurate job analysis information.
Answer: B
Explanation: B) The greatest impact of modern technology on job analysis methods
has been the
ability of HR managers to use the Internet and intranet to distribute and collect job
analysis data
to geographically dispersed employees. Face-to-face interviews and observations are
difficult
and time consuming, especially for a global firm, so questionnaires distributed online
are more
frequently used.
Difficulty: Hard
Chapter: 4
Objective: 3
50) The most important consideration when developing an online job analysis is to
________.
A) make questions and the process as clear as possible
B) provide monetary rewards for timely completion
C) limit the number of questions to less than twenty
D) ask open-ended questions to ensure honest responses
Answer: A
Explanation: A) Removing the ambiguity from both questions and the job analysis
process will
greatly improve the validity of online results. The purpose of collecting data online is
to save
time and money, so minimal intervention and guidance should be necessary.
Difficulty: H
51) Most job descriptions contain sections that cover all of the following EXCEPT
________.
A) performance standards
B) working conditions
C) responsibilities
D) required overtime
Answer: D
Explanation: D) Most job descriptions contain sections that cover job identification,
job
summary, responsibilities and duties, authority of incumbent, performance standards,
working
conditions, and job specifications. Although information regarding salary and/or pay
scale may
be included, it is less likely that the amount of overtime required in the position will
be included.
Chapter: 4
Objective: 4
52) Which of the following is the primary source of information an employer uses to
write a job
specification?
A) job summary
B) job description
D) personnel replacement charts
Answer: B
Explanation: B) A job analysis is used to produce a job description, which is then
used to write a
job specification.
Difficulty: Easy
Chapter: 4
Objective: 4
53) What type of information is contained in the job identification section of a job
description?
A) job title
B) job summary
C) major functions or activities
D) standards of performance
Answer: A
Explanation: A) The job identification section of a job description includes the job
title, FLSA
status, and date the
54) Which of the following is identified by the FLSA status section of a job
description?
A) whether the employer is a non-profit organization
B) whether a job is exempt or nonexempt
C) whether the employer is a private or public firm
D) whether a job requires a college degree
Answer: B
Explanation: B) The FLSA status section identifies a job as exempt or nonexempt.
According to
the Fair Labor Standards Act, certain positions, mostly administrative and
professional, are
exempt from the act's overtime and minimum wage provisions.
Chapter: 4
Objective: 4
55) The ________ classifies all workers into one of 23 major groups of jobs that are
subdivided
into minor groups of jobs and detailed occupations.
A) Department of Labor Procedure
B) Position Analysis Questionnaire
C) Standard Occupational Classification
D) Dictionary of Occupational Titles
Answer: C
Explanation: C) The Standard Occupational Classification classifies all workers into
one of 23
major groups of jobs that are subdivided into minor groups of jobs and detailed
occupations. The
SOC replaced the Dictionary of Occupational Titles, which was used for many years
as a source
for standard job
56) According to the ________, an individual must have the requisite skills,
educational
background, and experience to perform a job's essential functions.
A) DOL
B) ADA
C) FCC
D) SIC
Answer: B
Explanation: B) The Americans with Disabilities Act (ADA) was enacted by
Congress to reduce
or eliminate discrimination against disabled individuals. According to the ADA, an
individual
must have the requisite skills, educational background, and experience to perform a
job's
essential functions.
Difficulty: Easy
Chapter: 4
Objective: 4
57) An employer is required to make a "reasonable accommodation" for a disabled
individual in
which of the following situations?
A) if a disabled person has the necessary skills, education, and experience to perform
the job but
is prevented by the job's current structure
B) when an employer fails to provide a job description for a position that a disabled
person
would most likely be able to perform
C) if making changes would present the employer with an undue hardship
D) each time that a disabled individual applies for a position
Answer: A
Explanation: A) Employers are required to make a "reasonable accommodation"
when a
disabled person has the necessary skills, education, and experience to perform the job
but is
prevented from doing so by the job's current structure. Employers are not required to
make
reasonable accommodations if doing so would present an undue hardship on the
employer.
Difficulty: Hard
Chapter: 4
Objective: 4
AACSB: Reflective t
58) According to the ADA, job duties that employees must be able to perform, with or
without
reasonable accommodation, are called ________.
A) job requirements
B) essential job functions
C) work activities
D) job specifications
Answer: B
Explanation: B) According to the Americans with Disabilities Act (ADA), essential
job
functions are the job duties that employees must be able to perform, with or without
reasonable
accommodation. Most ADA legal actions center on the concept of whether a job
function is
essential or not.
Difficulty: Easy
Chapter: 4
Objective: 4
59) Which of the following Web sites was developed by the U.S. Department of Labor
and
serves as a source for managers who need to write job descriptions?
A) bls.gov
B) opm.gov
C) usajobs.gov
D) onetcenter.org
Answer: D
Explanation: D) O*NET is a Web tool that was developed by the U.S. Department of
Labor to
allow managers, workers, and job seekers to see the essential characteristics of various
occupations. Managers use the site to develop job descriptions.
Chapter: 4
Objective
60) Janice, a department store manager, is in the process of writing job descriptions
using
O*NET. Janice has already reviewed the company's business plan, so what should be
her next
step?
A) interview employees
B) compose a list of job duties
C) develop an organization chart
D) observe employees performing their duties
Answer: C
Explanation: C) The first step in using O*NET is to review the firm's business plan,
which is
followed by developing an organization chart that addresses both the current and
future structure
of the firm. After having employees complete brief questionnaires, obtaining a list of
duties from
O*NET, and listing the human requirements for the job, a manager is ready to finalize
the job
description.
Difficulty: Hard
Chapter: 4
Objective: 4
AACSB: Written and oral communication
61) When a sales job is being filled by an untrained individual, the job specifications
list will
most likely include ________ as a way to predict which candidate will perform the job
well.
A) age and gender
B) past job performance
C) relevant certification
D) personality traits
Answer: D
Explanation: D) When filling jobs with untrained people that the employer intends to
train, the
employer will most likely specify qualities like physical traits, personality, interests,
or sensory
skills that imply some potential for performing or for being trained to do the job. Age
and gender
should not be elements of a job specification list. Certification and past job
performance are less
likely to predict the success of a person's job performance in an area for which they
have never
received training.
Chapter: 4
Objective: 5
Learning Outcome: E
62) According to research, each of the following work behaviors is considered
important in all
jobs EXCEPT ________.
A) attendance
B) experience
C) schedule flexibility
D) industriousness
Answer: B
Explanation: B) According to research, industriousness, thoroughness, schedule
flexibility, and
attendance are job-related behaviors that are important to all jobs. Experience is not a
behavior,
and in many entry-level jobs, experience is not necessary.
Chapter: 4
Objective: 5
63) Job ________ means assigning workers additional same-level activities.
A) enrichment
B) assignment
C) enlargement
D) rotation
Answer: C
Explanation: C) Job enlargement refers to assigning workers additional same-level
activities.
For example, a worker who previously only bolted the seat to the legs of a chair might
attach the
back as well.
Difficulty: Easy
Chapter: 4
Objective: 2
64) Which of the following terms refers to systematically moving workers from one
job to
another?
A) job rotation
B) job enrichment
C) job enlargement
D) job adjustment
Answer: A
Explanation: A) Job rotation refers to systematically moving workers from one job to
another.
Difficulty: Easy
Chapter: 4
Objective: 2
AACSB: Reflecti
65) Which of the following terms refers to redesigning jobs in a way that increases the
growth, and
recognition?
A) job rotation
B) job enrichment
C) job reengineering
D) job enlargement
Answer: B
Explanation: B) Job enrichment refers to redesigning jobs in a way that increases the
growth, and
recognition. Job enrichment is considered by some experts as the best way to motivate
workers
through worker empowerment.
Difficulty: Easy
Chapter: 4
Objective: 2
66) Who argued that the best way to motivate workers is to build opportunities for
challenge and
achievement into their jobs via job enrichment?
A) Adam Smith
B) Frederick Taylor
C) Frederick Herzberg
D) Abraham Maslow
Answer: C
Explana
67) Jack is an employee at a Best Western Hotel. Some weeks he works with the
catering group,
and other weeks he assists the reservations clerk or the parking attendant. This is an
example of
________.
A) job enlargement
B) job rotation
C) job enrichment
D) job specialization
Answer: B
Explanation: B) Job rotation refers to systematically moving workers from one job to
another, so
when Jack moves from department to department he is participating in job rotation.
Difficulty: Easy
Chapter: 4
Objective: 2
68) The fundamental rethinking and radical redesign of business processes to achieve
dramatic
improvements in performance is called ________.
A) job redesign
B) reengineering
C) process engineering
D) job enlargement
Answer: B
Explanation: B) Reengineering, or business process reengineering, refers to
redesigning a
business process so that small multidisciplinary self-managing teams complete a task
together.
This differs from the typical business process which is similar to a relay race where
one person
completes a step and then passes the task to another person.
Difficulty: Easy
Chapter: 4
Objective: 2
AACSB: Reflecti
69) Which of the following describes a job in terms of measurable and observable
behaviors that
an employee must exhibit to do the job well?
A) competency-based job analysis
B) Department of Labor procedure
C) functional job analysis
D) high-performance work matrix
Answer: A
Explanation: A) A competency-based job analysis refers to describing a job in terms
of
measurable, observable, behavioral competencies that an employee doing the job must
exhibit to
do the job well. This method contrasts with traditional job analysis that describes jobs
in terms of
job duties and responsibilities. Competency-based analysis is worker-focused.
Difficulty: Easy
Chapter: 4
Objective: 6
70) Which of the following questions will most likely be addressed by a manager who
is writing
a job description based on a competency-based job analysis?
A) What are the typical duties associated with this job?
B) What are the working conditions and safety issues related to this job?
C) What opportunities for advancement are available to an employee in this job?
D) What should the employee be able to do in order to competently perform this job?
E) What machines or equipment is the job holder responsible for operating on a daily
basis?
Answer:
71) Which of the following best supports the argument that jobs should be described
in terms of
competencies rather than duties?
A) New employees in high-performance work systems receive extensive job skills
training for
their specific positions.
B) Managers in global firms are empowered to implement job rotation, job
enlargement, and job
enrichment in order to maximize productivity.
C) In high-performance work systems, employees serve as team members rotating
among
various jobs.
D) Globalization and telecommuting require workers to be able to self-manage and
perform
duties without close supervision.
Answer: C
Explanation: C) Competency-based job descriptions are more appropriate than
traditional job
descriptions when high-performance work systems are the goal. In a HPWS, workers
are
encouraged to serve as team members and to rotate freely among jobs, so
competencies should
be the focus rather than a list of specific job duties which might hinder employee
flexibility.
Difficulty: Hard
Chapter: 4
Objective: 6
72) In an effective talent management system, an employee's performance appraisal
would
initiate training and development opportunities.
Answer: TRUE
Explanation: An effective talent management process should integrate the underlying
talent
management activities such as recruiting, developing, and compensating employees.
For
example, performance appraisals should trigger the required employee training.
Chapter: 4
Objective: 1
73) The information gathered during a job analysis is primarily used to ensure that
firms are in
compliance with the EEO, OSHA, and all state governments.
Answer: FALSE
Explanation: The primary use for information gathered in a job analysis is writing job
descriptions and job specifications. Although job analysis is required for EEO
compliance, job
analysis is not required by the Occupational Safety and Health Administration or all
state
governments
Copyright © 2015 Pearson Education Ltd.
74) Organization charts show the division of work throughout the organization, how a
job relates
to others, and where a job fits in the organization.
Answer: TRUE
Explanation: An organization chart shows the organization-wide distribution of work,
with titles
of each position and interconnecting lines that show who reports to and communicates
with
whom.
Difficulty: Easy
Chapter: 4
Objective: 2
75) A process chart provides relevant background information during the job analysis
process by
indicating job titles and lines of communication.
Answer: FALSE
Explanation: A process chart shows the flow of inputs to and outputs from a job being
analyzed.
Chapter: 4
Objective: 2
76) After identifying a business process to redesign, the next step in business process
reengineering is measuring the performance of the existing process.
Answer: TRUE
Explanation: Business process reengineering means redesigning business processes,
usually by
combining steps so that small multi-function process teams using information
technology do the
jobs formerly done by a sequence of departments. After choosing the business process
to
redesign, the analyst needs to assess the performance of the existing process for the
purpose of
identifying improvement possibilities.
Chapter: 4
Objective: 2
77) Conducting the job analysis is the sole responsibility of the HR specialist.
Answer: FALSE
Explanation: Job analysis should be a joint effort by a human resources specialist, the
worker,
and the worker's supervisor. The HR manager may observe the worker and then have
the
supervisor and worker fill out questionnaires.
Chapter: 4
Objective: 2
78) Informal interviews provide quantitative job analysis information, which is why
they are frequently used by managers who need to determine the relative worth of a
job for pay purposes.
Answer: FALSE
Explanation: Informal interviews with open ended questions provide qualitative
rather than
quantitative information for a job analysis. Position analysis questionnaires are best
for
quantifying a job's worth for pay purposes. The two methods are often used together
to gather a
well-rounded amount of information about a job.
Chapter: 4
Objective: 3
79) The immediate supervisor of a group of workers being interviewed for job
analysis purposes
is not allowed to attend the session due to concerns about workers failing to provide
honest
responses to questions.
Answer: FALSE
Explanation: As a rule, the immediate supervisor of a group of workers should attend
an
interview session for job analysis purposes. If the supervisor is unable to attend, then
he or she
must be interviewed separately so that the interviewer can gather that person's
perspective on the
job's duties and responsibilities.
Chapter: 4
Objective: 3
80) Studies suggest that employees are more likely to describe their job duties in the
form of
simple task statements instead of as ability statements during job analysis interviews.
Answer: FALSE
Explanation: During job analysis interviews, employees are more likely to describe
their job
duties in the form of ability-based statements, such as "ability to record phone
messages" rather
than as simple task statements like "record phone messages." The most likely reason is
that
employees exaggerate their duties and responsibilities during interviews especially if
they
believe the interview is for the purpose of a compensation change.
Chapter: 4
Objective:
81) Questionnaires developed for the purpose of job analysis are always structured in
the form of
checklists so that the information can easily be entered into a database.
Answer: FALSE
Explanation: Questionnaires range from being highly structured to open-ended, and
most fall
between the two extremes. Most questionnaires include several open-ended questions
as well as
structured questions.
Chapter: 4
Objective: 3
82) Observation as a job analysis data collection method is most appropriate for jobs
that involve
physical activities.
Answer: TRUE
Explanation: Observation is an appropriate method for collecting job analysis
information when
a job involves physical rather than mental activities. Jobs like assembly-line worker,
mechanic,
and accounting clerk can be directly observed by an HR manager. Lawyers and design
engineers
spend more time with mental activities, so it would be less appropriate to use
observation in
these types of positions.
Difficulty: Easy
Chapter: 4
Objective: 3
83) Some employers collecting job analysis information provide employees with
pocket dictating
machines and pagers to record activities at random times of the work day.
Answer: TRUE
Explanation: In the past, diary/logs required employees to write down their activities
at the end
of the day, which was problematic due to forgetfulness. However, pagers can now be
used to
remind employees to speak into their pocket dictating machines about the work
activities in
which they are currently involved.
Difficulty: Easy
Chapter: 4
Objective: 3
AACSB: Refle
84) Quantitative approaches for collecting job analysis data are more appropriate than
qualitative
approaches when a manager seeks to compare jobs for pay purposes.
Answer: TRUE
Explanation: Quantitative ratings as generated by the position analysis questionnaire
and the
Department of Labor approach are the best tools to use when assessing the monetary
value of a
job.
Chapter: 4
Objective: 3
85) The FLSA status section of a job description permits quick identification of a job
as exempt
or nonexempt from overtime and minimum wage provisions.
Answer: TRUE
Explanation: The FLSA status of a job description is usually included in the job
identification
section. According to the Fair Labor Standards Act, certain positions, primarily
administrative
and professional, are exempt from the act's overtime and minimum wage provisions.
Chapter: 4
Objective: 4
86) If a manager wants to know "should a job even exist," a workflow analysis should
be
performed.
Answer: TRUE
Explanation: A workflow analysis does answer questions like "should a job even
exist," because
it is a detailed study of the flow of work from job to job in a work process.
Chapter: 4
Objective: 4
87) The Americans with Disabilities Act (ADA) requires that organizations have job
descriptions
that list the essential functions of all jobs.
Answer: FALSE
Explanation: The ADA does not require job descriptions, but they are advisable in
case a
discrimination complaint ends up in court. Most ADA legal actions revolve around the
questions,
"What are the essential functions of the job?"
Chapter: 4
Objective: 4
88) O*NET has become an increasingly popular Web tool for creating and distributing
position
analysis questionnaires to employees who are located throughout the world.
Answer: FALSE
Explanation: O*NET is a popular Web tool for writing job descriptions, not for
creating and
distributing PAQs to global employees. O*NET was developed by the U.S.
Department of
Labor, and it allows users to see the most important characteristics of various
occupations.
O*NET provides a streamlined approach for managers who need to write job
descriptions.
Chapter: 4
Objective: 4
89) The statistical analysis method for developing job specifications is more
defensible than the
judgmental approach because equal rights legislation forbids using traits that a firm
cannot prove
distinguish between high and low job performers.
Answer: TRUE
Explanation: Using a statistical analysis method for developing job specifications is
more
defensible than using educated guesses. Equal rights legislation forbids using traits
that a firm
cannot prove distinguish between high and low job performers. For example, hiring
standards
that discriminate based on sex, race, religion, national origin, or age may have to be
shown to
predict job performance.
Chapter: 4
Objective: 5
90) A conventional job description provides managers with a more comprehensive
picture of
worker activities than a job requirement matrix, which fails to address how and why
workers
perform specific job activities.
Answer: FALSE
Explanation: The job requirement matrix provides a more comprehensive picture of
what the
worker does and how and why he or she does it than does a conventional job
description. The list
of required knowledge, skills, abilities, and othe
91) Job enlargement refers to redesigning jobs in a way that increases responsibility
and
achievement.
Answer: FALSE
Explanation: Job enlargement refers to assigning workers additional same-level
activities. For
example, a worker who previously only bolted the seat to the legs of a chair might
attach the
back as well. Job enrichment refers to redesigning jobs to increase responsibility and
achievement.
Difficulty: Easy
Chapter: 4
Objective: 2
92) In reengineered business processes, workers tend to become collectively
responsible for
overall results rather than individually responsible for just their own tasks.
Answer: TRUE
Explanation: Business process reengineering involves redesigning a business process
so that
small multidisciplinary, self-managing teams get a task done together, all at once.
Such a system
leads to workers becoming collectively responsible for overall results rather than
merely focused
on their individual tasks.
Chapter: 4
Objective: 2
93) Many job analysts and employers assert that in today's work environment, job
descriptions
based on lists of job-specific duties inhibit the worker flexibility that companies need.
Answer: TRUE
Explanation: The specific duties associated with jobs in today's work environment
change on a
daily basis, so employers and job analysts think that compiling a list of job duties is
counterproductive. As a result, more firms are creating job descriptions based on
employee
competencies rather than lists of specific job duties.
Difficulty: Modera
94) Competencies are observable and measurable behaviors, and organizations are
required to
define competencies based on quantifiable standards developed by the Department of
Labor.
Answer: FALSE
Explanation: Although competencies are observable and measurable behaviors,
organizations
are not required to use any specific competencies. O*NET, the DOL Web site, lists
various skills
associated with different jobs, and the site is a source for competency-based job
analysis.
Chapter: 4
Objective: 6
95) Competency-based job analysis is more worker-focused than traditional job
analysis.
Answer: TRUE
Explanation: Competency-based analysis focuses on the behaviors of the worker,
while
traditional job analysis focuses on the duties of the job. With competency-based
analysis, a firm
asks, "What must these employees be competent to do in order to perform this multi-
skilled
job?"
Difficulty: Easy
Chapter: 4
Objective: 6
96) Competency-based job analysis focuses on the knowledge, skills, and behavior of
a worker
rather than the tasks associated with a particular job.
Answer: TRUE
Explanation: Competency-based job analysis focuses on the knowledge, skills, and
behaviors of
workers rather th
97) British Petroleum implemented a competency-based skills matrix for its
employees. As a
result, employee training, appraisals, and rewards relate to the skills and competencies
a worker
needs to accomplish the goals of the firm.
Answer: TRUE
Explanation: BP shifted from job-duty based job descriptions to a skills matrix based
on
competencies. The focus for BP is developing the skills employees need for their
broader and
more empowered responsibilities. Salary, training, and bonuses are based on worker
competencies.
Chapter: 4
Objective: 6
98) ABC Widgets, Inc. wants to develop a high-performance work system, so its HR
department
should most likely develop traditional job descriptions rather than competency-based
job
descriptions.
Answer: FALSE
Explanation: With high-performance work systems, the goal is to encourage
employees to work
in a self-motivated manner, which is why competency-based job descriptions are more
appropriate. Traditional job descriptions focus more on individual tasks than team
playing, so
ABC needs to develop competency-based job descriptions instead.
Chapter: 4
Objective: 6
99) Writing a competencies-based job description typically involves compiling a list
of job
duties.
Answer: FALSE
Explanation: A traditional job analysis involves compiling lists of job duties.
However, a
competency-based job analysis requires determining what an employee should be able
to do.
Chapter: 4
Objective: 6
Learning O
100) Effective talent management focuses on developing employee competencies that
align with
strategic goals.
Answer: TRUE
Explanation: Make sure talent management decisions such as staffing, training, and
pay are
goal-directed. Managers should always be asking, "What recruiting, testing, or other
actions
should I take to produce the employee competencies we need to achieve our strategic
goals?"
Chapter: 4
Objective: 1
101) How does job analysis support human resource management activities? Briefly
describe one
of the methods commonly used for gathering job analysis data.
Answer: Job analysis provides information for recruitment and selection by laying out
what the
job entails and what human characteristics are required to perform these activities.
This
information helps management decide what sort of people to recruit and hire. Job
analysis
information is also crucial for estimating the value of each job and its appropriate
compensation.
A performance appraisal compares each employee's actual performance with his or
her
performance standards. Managers use job analysis to determine the job's specific
activities and
performance standards.
Job analysis interviews are one of the most commonly used methods for gathering job
analysis
data. They range from completely unstructured interviews to highly structured ones
containing
hundreds of specific items to check off. Managers may conduct individual interviews
with each
employee, group interviews with groups of employees who have the same job, and/or
supervisor
interviews with one or more supervisors who know the job.
Difficulty: Hard
Chapter: 4
Objective: 2, 3
Learning Outcome:
102) What are the steps involved in the job analysis process? Briefly discuss the
methods
available for collecting job analysis information.
Answer: There are six steps in doing a job analysis. Step 1 is to decide how one will
use the
information. Step 2 is to review relevant background information such as organization
charts,
process charts, and job descriptions. Step 3 is to select representative positions. Step 4
is to
analyze the job by collecting data on job activities, required employee behaviors,
working
conditions, and human traits and abilities needed to perform the job. Step 5 is to verify
the job
analysis information with the worker performing the job and with his or her
immediate
supervisor. Step 6 is to develop a job description and job specification.
There are various ways (interviews or questionnaires, for instance) to collect
information on a
job's duties, responsibilities, and activities. In practice, you could use any one of them,
or
combine several. The basic rule is to use those that best fit your purpose. Thus, an
interview
might be best for creating a list of job duties and job descriptions. The more
quantitative position
analysis questionnaire may be best for quantifying each job's relative worth for pay
purposes.
Interviews, questionnaires, observations, and diary/logs are the most popular methods
for
gathering job analysis data. They all provide realistic information about what job
incumbents
actually do.
Difficulty: Hard
Chapter: 4
Objective: 2, 3
103) What time-saving options are available to a busy manager who needs to conduct
a job
analysis and write job descriptions? Explain your answer in a brief essay.
Answer: Job analysis can be a time-consuming process. Managers can save time by
holding
group interviews with groups of employees who have the same job. Managers use
group
interviews when a large number of employees are performing similar or identical
work, since
this can be a quick and inexpensive way to gather information. Busy managers often
turn to the
Internet for help writing job descriptions because the process can save a great amount
of time.
Sites like O*NET and www.jobdescription.com provide managers with important
characteristics
of various occupations, as well as the experience, education, and knowledge needed to
do each
job well.
Difficulty: Hard
Chapter: 4
Objective: 2, 4
AACSB: Reflective thinki
104) What are the advantages and disadvantages of using interviews to collect job
analysis data?
Answer: Interviews are a relatively simple and quick way to collect data. Skilled
interviewers
can gather information that might otherwise go undiscovered. Some activities might
occur only
occasionally or be more informal in nature. Interviews can discover these types of
activities. The
interview also offers an opportunity to explain the need for a job analysis. The biggest
drawback
is the chance for information to be distorted either to outright falsification or honest
misunderstanding.
Difficulty: Hard
Chapter: 4
Objective: 3
105) How has modern technology, such as the Internet, changed job analysis
methods? How has
the Internet improved the ability of managers to write job descriptions?
Answer: The human resource department can distribute standardized job analysis
questionnaires
to geographically disbursed employees via their company intranets, with instructions
to complete
the forms and return them by a particular date.
Many employers turn to the Internet for assistance with writing job descriptions.
O*Net, the
U.S. Department of Labor's occupational information network, is an increasingly
popular Web
tool. It allows users (not just managers, but workers and job seekers) to see the most
important
characteristics of various occupations, as well as the experience, education, and
knowledge
required to do each job well. Jobdescription.com is another popular site used for
developing job
descriptions.
Difficulty: Hard
Chapter: 4
Objective: 3, 4
Learn
106) In a brief essay, compare and contrast job descriptions and job specifications.
Answer: The primary function of a job analysis is to develop job specifications and
job
descriptions. A job description is a written statement of what the worker actually does,
how he or
she does it, and what the job's working conditions are. You use this information to
write a job
specification; this lists the knowledge, abilities, and skills required to perform the job
satisfactorily. There is no standard format for writing a job description. However,
most
descriptions contain sections that cover:
1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specifications
The job specification takes the job description and answers the question, "What
human traits and
experience are required to do this job effectively?" It shows what kind of person to
recruit and
for what qualities you should test that person. The job specification may be a section
of the job
description, or a separate document.

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