Question 1

Job specifications should be generic so as not to limit employee job tasks.For example,it would be better to include "must lift heavy materials" than "lifts 10 pound boxes."

Accepted Answer

Job specifications should be specific and accurate to ensure that the employee understands the expectations and requirements of the job. "Must lift heavy materials" is too vague and does not provide enough detail for the employee to understand the physical demands of the job. "Lifts 10-pound boxes" is specific and accurately conveys the level of physical exertion required for the job.

Question 2

Job descriptions can help in preparation for light or modified duties for a worker.

Accepted Answer

Job descriptions outline the tasks and responsibilities of a particular job. By reviewing job descriptions, employers can determine what tasks can be modified or lightened to accommodate an injured worker while they recover. This can help to ensure that the worker can continue to contribute to the workforce while also promoting their recovery.

Question 3

The first digit in the National Occupational Classification represents the skill type category.

Accepted Answer

The first digit in the NOC represents the skill type category, referred to as the Skill Level.

Question 4

Disadvantages of focus groups for collecting job data include: they are slow,costly,and may miss regularly occurring activities.

Accepted Answer

The answer of Disadvantages of focus groups for collecting job...

Question 5

A well-developed job description can provide details on the "essential functions" of a job.This can be helpful when an employee requests a reasonable accommodation.

Accepted Answer

A well-developed job description can provide information on the essential functions of a job, which can be helpful in determining if a reasonable accommodation is necessary for an employee to perform those functions.

Question 6

In the National Occupational Classification,the second digit is for education level.

Accepted Answer

The second digit in the National Occupational Classification (NOC) is indeed for education level. It categorizes occupations based on the level of formal education and training required to work in that occupation. For example, an occupation with a second digit of 0 generally requires no formal education, while an occupation with a second digit of 9 typically requires a Master's or Doctoral degree.

Question 7

A well-crafted job description can be used for employee discipline.

Accepted Answer

A well-crafted job description outlines job responsibilities, expectations, and performance standards. It can be used as a reference in employee performance evaluations and disciplinary actions if employees consistently fail to meet the standards outlined in the job description.

Question 8

When competencies become broad spanning,a job with few specific duties or tasks,may become indefensible legally.

Accepted Answer

If a job has broad spanning competencies, it means that the employee is expected to possess a range of skills and abilities rather than just performing a few specific duties or tasks. This can make it difficult to define the specific requirements of the job and may lead to legal challenges if an employee feels that they are being treated unfairly or unjustly. Therefore, it is important for employers to clearly define the competencies and responsibilities of a job to avoid any potential legal issues.

Question 9

The need for an engineer to have the technical expertise at skill level VI would be included on a competency matrix.

Accepted Answer

Competency matrices typically include skill levels and technical expertise required for different positions or roles within a company or industry. Skill level VI is typically considered the highest level of technical expertise, and is often required for engineers in advanced or specialized fields.

Question 10

In competency-based management competencies are identified after careful analysis of work of the high performers.

Accepted Answer

In competency-based management, competencies are identified through a thorough analysis of the work of high performers, also known as best practices. This helps in identifying the specific skills, knowledge, and behaviors required for successful performance in a particular role or position.

Question 11

Job descriptions will most often be signed by an incumbent and their supervisor.

Accepted Answer

Job descriptions are typically signed by the incumbent (the employee holding the position) and their supervisor or manager, as they are important documents outlining the responsibilities and expectations of the employee in the role.

Question 12

Job performance standards are developed from job analysis information,and then actual employee performance is measured.

Accepted Answer

Job performance standards are typically based on the information gathered from job analysis, and they serve as a basis for measuring and evaluating actual employee performance.

Question 13

"Undertakes other tasks assigned by the supervisor" is an example of a responsibility on a job description.

Accepted Answer

"Undertakes other tasks assigned by the supervisor" describes a responsibility that is common to many job descriptions.

Question 14

Job analysis information containing job standards,is usually sufficient for jobs where performance is: quantified,easily measurable,requires little interpretation,and performance standards are understood by workers and supervisors.

Accepted Answer

If the job standards are quantified, easily measurable, require little interpretation, and the performance standards are understood by workers and supervisors, then job analysis information containing job standards is usually sufficient.

Question 15

A competency matrix lists different levels of skill for a combination of competencies.

Accepted Answer

A competency matrix lists different levels of skill for a combination of competencies, typically used in employee development and training. It helps to assess an individual's strengths and weaknesses, and plan for their professional growth.

Question 16

"Works in a well ventilated office" would be included under effort factors on a job specification.

Accepted Answer

"Works in a well-ventilated office" would be considered a working condition rather than an effort factor. Effort factors typically relate to the physical or mental exertion required to perform the job.

Question 17

According to the text,observation is the most common method of collecting data for job analysis.

Accepted Answer

The answer of According to the text,observation is the most...

Question 18

A job specification is a written statement that explains what a job demands of jobholders and human skills and factors required.

Accepted Answer

A job specification is a written statement that outlines the necessary qualifications, skills, experience, and personal traits required for a specific job. It explains the duties and responsibilities of a job and the human attributes needed to perform the job effectively.

Question 19

The two major attributes of jobs used for classification criteria in the NOC were skill level and skill type.

Accepted Answer

This is correct, as skill level and skill type are the two primary attributes used to classify jobs in the National Occupational Classification (NOC).

Question 20

A job description is a collection of tasks and responsibilities performed by an individual.

Accepted Answer

The answer of A job description is a collection of...

Quiz 2: Job Analysis and Design