Question 1

Which of the following is a job description approach that you can use in environments where job data quickly becomes inaccurate and outdated?
A)change management approach
B)performance approach
C)dynamic approach
D)competency-based approach

Accepted Answer

A competency-based approach focuses on the skills and behaviors needed for a job, which remain relevant even when specific job tasks change, making it suitable for environments where job data quickly becomes outdated.

Question 2

What section of the job description defines "who" will be successful doing the job,and provides a basis for attracting qualified applicants?
A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Accepted Answer

Job specifications define the required knowledge, skills, abilities, and other characteristics (KSAOs) that a candidate must possess in order to be successful in the job. This information is used to attract qualified candidates and ensure that the right person is hired for the job. The other sections of the job description provide important context and details about the job, but do not specifically define the qualifications of a successful candidate.

Question 3

What is the process of systematically defining and arranging tasks,roles,and other processes to achieve employee goals and organizational effectiveness?
A)job analysis
B)organizational design
C)job evaluation
D)job design

Accepted Answer

Job design is the process of organizing tasks, duties, and responsibilities into a productive unit of work to achieve specific objectives, enhancing both organizational efficiency and employee job satisfaction.

Question 4

What would you include in the job duties section of a job description?
A)a description of the competencies required to perform the job
B)the responsibilities entailed and results to be accomplished in the job
C)the KSAOs that employees must possess
D)the physical and mental demands of the job

Accepted Answer

The job duties section of a job description should clearly outline the responsibilities and tasks that the employee will be expected to fulfill in their role, as well as the results that they will be accountable for achieving. This information is crucial for potential candidates to understand what the job entails and whether they have the necessary skills and experience to perform it successfully. The job duties section should be specific, measurable, and actionable, and should provide a clear picture of what success in the role looks like.

Question 5

What is the human resource function called when a manager uses the information on the job description and specifications as a basis for evaluating the relative worth of the job?
A)performance reviews
B)compensation
C)performance evaluation
D)performance management

Accepted Answer

The human resource function of using job description and specifications to evaluate the worth of a job is called compensation, as it involves determining the appropriate pay and benefits for the role. Performance reviews, performance evaluation, and performance management all involve assessing and developing an employee's job performance, but do not specifically relate to determining job worth.

Question 6

What would you include in the job specifications section of a job description?
A)a description of the competency framework
B)the responsibilities entailed and results to be accomplished in the job
C)the specific performance tasks required to perform the job
D)the KSAOs that employees must possess in order to perform the work tasks

Accepted Answer

Job specifications focus on the KSAOs (Knowledge, Skills, Abilities, and Other characteristics) that employees must possess to perform the job tasks effectively.

Question 7

What is the human resource function called when a manager uses the information on the job description as a basis for identifying the physical and mental capabilities required to perform the job,and the work environment conditions to ensure jobs are performed safely?
A)legal issues
B)health and safety
C)safety training and development
D)performance management

Accepted Answer

This function is called health and safety, as it involves ensuring that the job description is used to identify any physical or mental requirements or potential hazards associated with the role, in order to make sure that the work environment is safe for employees to perform the job.

Question 8

What is the human resource function called when a manager uses the information on the job description and specifications to determine the rate in which the job is paid?
A)performance reviews
B)compensation
C)performance evaluation
D)pay equity

Accepted Answer

Determining the rate at which a job is paid based on job description and specifications is a part of the compensation function of human resource management. A performance review involves evaluating an employee's job performance, while pay equity refers to ensuring that employees are paid fairly for similar work.

Question 9

Which of the following is NOT a consideration in job design?
A)process engineering considerations
B)HR metrics
C)organizational objectives
D)ergonomic considerations

Accepted Answer

While HR metrics may inform the job design process, it is not a primary consideration in job design. The other options listed (process engineering considerations, organizational objectives, and ergonomic considerations) are all fundamental considerations in job design.

Question 10

How would you ensure that the job duties section of a job description was written correctly?
A)use specific statements listed in order of importance
B)include the performance requirements
C)include the specific physical and mental demands of the job
D)use of complete sentences to ensure the duties and responsibilities are measurable

Accepted Answer

Using specific statements listed in order of importance ensures clarity and prioritization of job duties, making it easier for candidates to understand the role's expectations.

Question 11

What is the human resource function called when a manager uses the information on the job description as a basis to identify any discrepancies between the knowledge,skills,and abilities demonstrated by a jobholder and the requirements contained in the description and specification for that job?
A)recruitment
B)selection
C)training and development
D)performance standards

Accepted Answer

This function is called training and development. It involves identifying gaps in an employee's skills, knowledge, and abilities compared to what is required for the job, as outlined in the job description and specification, and then developing and implementing a plan to address these gaps.

Question 12

What does the selection process use job analysis information for?
A)to determine which interviewing method to use
B)to identify selected personality traits
C)to specify the criteria that will be used to measure the qualifications of job applicants
D)to decide whether or not to administer employment tests

Accepted Answer

Job analysis information is used to specify the criteria that will be used to measure the qualifications of job applicants in the selection process. This includes identifying the knowledge, skills, abilities, and other characteristics necessary for success in the job, and using that information to develop selection criteria and assessment tools. The other options may also be relevant factors in the selection process, but they are not directly related to using job analysis information.

Question 13

Which statement about the usefulness of job analysis is NOT accurate?
A)Job analysis data is useful for developing performance evaluation tools.
B)Job analysis data is helpful in making pay rate decisions.
C)Job analysis data is helpful in ensuring a firm's compliance with human rights legislation.
D)Job analysis data is more useful in large firms than in small ones.

Accepted Answer

This statement is not accurate as job analysis data is equally useful in both large and small firms. The usefulness of job analysis data is based on the extent to which it is used by the organization, not on its size.

Question 14

What can the information on job requirements be used to develop?
A)recruitment practices
B)job advertisements
C)job descriptions
D)HR policies and procedures

Accepted Answer

The answer of What can the information on job requirements...

Question 15

Which HRM activity is job analysis NOT related to?
A)production planning and expediting
B)compensation and benefits
C)training,development,and performance evaluation
D)recruitment and selection

Accepted Answer

Job analysis is not directly related to production planning and expediting, which involves creating schedules and coordinating activities to ensure efficient production processes. Job analysis focuses on examining the duties, responsibilities, and requirements of specific positions in order to develop job descriptions and determine compensation and training needs. It is also used in recruitment and selection to identify the most qualified candidates for a job. It is related to compensation and benefits, training, development, and performance evaluation, as all of these HR activities rely on accurate job analysis information.

Question 16

What is the human resource function called when a manager uses the information on the job description as a basis to compare the skills and abilities of each applicant?
A)recruitment
B)selection
C)training and development
D)performance standards

Accepted Answer

This process is called selection. During the selection process, managers use job descriptions to identify the key skills and qualifications required for the job, and then compare the applicants' skills and abilities against those requirements to choose the best candidate for the job. Recruitment refers to the process of finding potential candidates, training and development relates to developing skills of existing employees, and performance standards refers to setting expectations for employees' job performance.

Question 17

What would you include in the job summary section of a job description?
A)a description of the primary purpose of the job
B)a narrative that lists the major job duties
C)a description of the major job requirements
D)a summary of the KSAOs into 3 to 4 lines

Accepted Answer

The job summary section of a job description typically includes a description of the primary purpose of the job, providing a concise overview of what the job entails and its role within the organization.

Question 18

By comparing the knowledge,skills,and abilities (KSAs)identified by job analysis with those that employees bring to the job,managers can determine the gap that exists.What is this information especially useful for?
A)union negotiations
B)determining the jobs salary scale
C)training and development initiatives
D)establishing selection criteria

Accepted Answer

The information on the gap between the KSAs identified by job analysis and those possessed by employees is especially useful for training and development initiatives. This information can help managers identify areas where employees are lacking in skills, knowledge, or abilities, and design targeted training programs to bridge the gap and improve performance. The information may also be useful for identifying skill gaps during the hiring process, but it is primarily used for training and development purposes. The information is not directly related to union negotiations or determining the job's salary scale.

Question 19

What section of the job description describes the qualifications required of applicants recruited for a job opening?
A)job title
B)job summary
C)job specifications
D)job duties and responsibilities

Accepted Answer

Job specifications typically outline the qualifications, skills, education, and experience requirements for the position.

Question 20

What is the human resource function called when a manager uses the information on the job description as a basis for evaluating the performance of the jobholder?
A)job feedback
B)job evaluation
C)compensation
D)performance reviews

Accepted Answer

Performance reviews involve evaluating the performance of jobholders, and this can be done using the job description as a basis for the evaluation. Job feedback involves giving feedback to jobholders on their performance, which may or may not involve using the job description as a basis for evaluation. Job evaluation is a process of determining the relative worth of different jobs within an organization. Compensation refers to the total amount of money and benefits that employees receive in exchange for their work. While the job description may be used in determining compensation, it is not specifically related to using the job description as a basis for evaluating jobholder performance.

Quiz 3: Defining and Designing the Work

Which of the following is a job description approach that you can use in environments where job data quickly becomes inaccurate and outdated?

What section of the job description defines "who" will be successful doing the job,and provides a basis for attracting qualified applicants?

What is the process of systematically defining and arranging tasks,roles,and other processes to achieve employee goals and organizational effectiveness?

What would you include in the job duties section of a job description?

What is the human resource function called when a manager uses the information on the job description and specifications as a basis for evaluating the relative worth of the job?

What would you include in the job specifications section of a job description?

What is the human resource function called when a manager uses the information on the job description as a basis for identifying the physical and mental capabilities required to perform the job,and the work environment conditions to ensure jobs are performed safely?

What is the human resource function called when a manager uses the information on the job description and specifications to determine the rate in which the job is paid?

Which of the following is NOT a consideration in job design?

How would you ensure that the job duties section of a job description was written correctly?

What is the human resource function called when a manager uses the information on the job description as a basis to identify any discrepancies between the knowledge,skills,and abilities demonstrated by a jobholder and the requirements contained in the description and specification for that job?

What does the selection process use job analysis information for?

Which statement about the usefulness of job analysis is NOT accurate?

What can the information on job requirements be used to develop?

Which HRM activity is job analysis NOT related to?

What is the human resource function called when a manager uses the information on the job description as a basis to compare the skills and abilities of each applicant?

What would you include in the job summary section of a job description?

By comparing the knowledge,skills,and abilities (KSAs) identified by job analysis with those that employees bring to the job,managers can determine the gap that exists.What is this information especially useful for?

What section of the job description describes the qualifications required of applicants recruited for a job opening?

What is the human resource function called when a manager uses the information on the job description as a basis for evaluating the performance of the jobholder?