Question 1

Industrial engineers study work cycles to determine which job elements can be combined,modified,or eliminated to reduce the overall time needed to perform the task.Task specialization was suggested as a key strategy to improve efficiency.Which of the following is best-suited to task specialization?
A)manufacturing
B)teaching
C)nursing
D)parenting
E)social work

Accepted Answer

Manufacturing involves repetitive and standardized tasks that can be easily analyzed by industrial engineers for task specialization. Teaching, nursing, parenting, and social work may involve a higher degree of variability in tasks and interactions, making it difficult to apply task specialization strategies.

Question 2

Job analysis information is usually sufficient for jobs with which of the following features?
A)performance standards are understood by workers and supervisors
B)performance is supported by multiple certificates and diplomas
C)performance is quantified
D)performance is measurable
E)all of the choices except performance is supported by multiple certificates and diplomas

Accepted Answer

Job analysis information is usually sufficient for jobs where the performance standards are understood by workers and supervisors, performance is quantified, and performance is measurable. However, the presence of multiple certificates and diplomas is not necessarily an indication of the job's suitability for job analysis.

Question 3

Which of the following may NOT occur as a result of job rotation?
A)a break in the monotony of highly specialized work
B)the worker becomes competent in several jobs
C)employee's self-image and personal growth improves
D)expansion of the number of related tasks in the job
E)the worker becomes more valuable to the organization

Accepted Answer

Job rotation typically involves the temporary assignment of an employee to another job or to another department. It is intended to broaden the employee's experience and skills, alleviate boredom and monotony, and improve morale and motivation. An expansion of the number of related tasks in the job is not a typical outcome of job rotation, as it implies a permanent change in the employee's position rather than a temporary assignment.

Question 4

Key considerations in job design include the following:
A)environmental considerations
B)employee considerations
C)ergonomic considerations
D)economic considerations
E)all of the choices except economic considerations

Accepted Answer

The answer of Key considerations in job design include the...

Question 5

According to SHRM Survey Findings: Job Analysis Activities.December 11,2014,which are the 3 most popular methods of collecting job- and performance-related information?
A)interviews,questionnaires,and observation
B)interviews,focus groups,and questionnaires
C)observation,focus groups,and employee logs
D)employee jobs,interviews,and focus groups
E)questionnaires,employee logs,and observation

Accepted Answer

According to the SHRM survey, the three most popular methods of collecting job- and performance-related information are interviews, questionnaires, and observation. Option A includes all three of these methods, making it the correct choice.

Question 6

What are the disadvantages of using direct observation as a means of collecting job- and performance-related information?
A)all of the choices
B)it is slow
C)it is costly
D)it is potentially less accurate than other methods of collecting data
E)workers may perform differently when they know they are being watched

Accepted Answer

Direct observation can be slow, costly, potentially less accurate, and may lead to altered behavior when workers know they are being observed, making all the choices valid disadvantages.

Question 7

In the context of human resources,what is the acronym NOC for?
A)National Organization of Cosmetologists
B)National Optometrists Conference
C)Norwegian Organic Commission
D)National Organizational Classification
E)National Occupational Classification

Accepted Answer

NOC stands for National Occupational Classification, which is a system used in Canada to categorize different occupations based on their skill level and education requirements. It is used in various human resources processes, including tracking employment trends and analyzing labour market data.

Question 8

Which of the following elements should NOT be considered when designing jobs?
A)employee considerations
B)organizational considerations
C)environmental considerations
D)job specialization considerations
E)social considerations

Accepted Answer

The answer of Which of the following elements should NOT...

Question 9

Which of the following is a nonhuman source of job data?
A)job incumbent
B)subordinates
C)job experts
D)videos/films supplied by appliance/machine manufacturers
E)supervisors

Accepted Answer

Videos/films supplied by appliance/machine manufacturers are a nonhuman source of job data as they provide information about how to operate machines or appliances and do not involve human input or feedback. The other options listed all involve human sources of job data, such as employees or supervisors.

Question 10

The study of ergonomics is multidisciplinary,using principles from the following fields of study:
A)biology
B)behaviour sciences
C)physics
D)engineering
E)all of the choices

Accepted Answer

The study of ergonomics is a multidisciplinary field that involves the principles of biology, behavior sciences, physics, and engineering. Therefore, all of the choices are the best choice.

Question 11

Which of the following major Human Resource management activities do NOT rely on job analysis information?
A)elimination of unnecessary job requirements that can cause discrimination in employment
B)matching of job applicants to job requirements
C)Fair and equitable compensation of employees
D)planning of future human resource requirements
E)planning of employee's career path

Accepted Answer

Career path planning is more focused on the individual's aspirations and potential growth within the organization rather than the specific requirements of their current job, which is what job analysis primarily addresses.

Question 12

When creating a job analysis questionnaire,which of the following may be considered under the category of working conditions?
A)skills and training
B)job design
C)knowledge
D)recognizable health and safety hazards
E)all of the choices

Accepted Answer

The answer of When creating a job analysis questionnaire,which of...

Question 13

In a competency matrix,which competencies contribute to job performance,success of the organization,support the vision,strategic direction,and values of the firm?
A)problem solving
B)organizational ability
C)communication skills
D)seniority
E)all of the choices except seniority

Accepted Answer

The answer of In a competency matrix,which competencies contribute to...

Question 14

Even where work flow might suggest a particular job design,the job must meet the expectations of workers.Failure to consider these expectations can create dissatisfaction,poor motivation,and low quality of work life.This is an example of:
A)work practices
B)social expectations
C)environmental considerations
D)job designs
E)job specifications

Accepted Answer

This example highlights the importance of considering social expectations in job design to ensure worker satisfaction and motivation.

Question 15

To improve the work experience in routine jobs,human resource departments often use a combination of job rotation,job enlargement,job enrichment,and employee involvement and work teams.What is the definition of job enrichment?
A)adding more responsibilities and autonomy to a job
B)adding more tasks to a job to increase the job
C)moving employees from one job to another
D)work that is organized around teams and processes
E)providing more autonomy,feedback,and task significance to workers

Accepted Answer

Job enrichment refers to adding more responsibilities and autonomy to a job, giving employees a higher level of control and decision-making power over their work. This can lead to increased job satisfaction and motivation for employees.

Question 16

When conducting an interview to collect data,a structured checklist should be used.The checklist should collect information on a variety of matters including:
A)physical demands,working conditions,and safety and health issues
B)current performance standards and improvements needed
C)education,skills,competencies,and experience levels needed
D)major duties and percentage of time spent on each
E)all of the choices

Accepted Answer

A structured checklist should include all of the options listed in order to gather comprehensive information about the position being interviewed for. Physical demands, working conditions, and safety and health issues can help determine if the position is suitable for the candidate. Current performance standards and improvements needed can give insight into the expectations of the position. Education, skills, competencies, and experience levels needed can help determine the qualifications of the candidate. Major duties and percentage of time spent on each can provide an overview of the responsibilities and workload of the position.

Question 17

The Psychological States as identified in the Job Characteristics Model are:
A)knowledge of results of work
B)meaningfulness of work
C)meaningfulness of social interaction
D)responsibility for work outcomes
E)all of the choices except meaningfulness of social interaction

Accepted Answer

The Psychological States as identified in the Job Characteristics Model are: knowledge of results of work, meaningfulness of work, responsibility for work outcomes.

Question 18

Likely targets of job analysis are jobs:
A)that are critical to the success of an organization
B)that are difficult to learn or perform
C)for which the firm continuously hires
D)that have existed since the organization began
E)all of the choices except that have existed since the organization began

Accepted Answer

The best choice is E because all of the options except for "that have existed since the organization began" are likely targets of job analysis. Critical jobs, difficult jobs, and jobs that the firm continuously hires for all require a thorough understanding of job duties and requirements, which can be obtained through job analysis. Additionally, just because a job has existed since the organization began does not mean that it should not undergo a job analysis, as changes may have occurred in the job over time.

Question 19

Job analysis consists of three phases: preparation,collection of job information,and use of job information for improving organizational effectiveness.Which of the following is NOT part of the Use of Job Analysis phase?
A)job specification
B)data collection instrument design
C)job performance standards
D)designing HRIS
E)organization change

Accepted Answer

Data collection instrument design is part of the collection of job information phase, not the use of job analysis phase.

Question 20

What is the definition of competency?
A)a complete or whole set of skills aligned with successful job performance
B)a set of characters which make an employee competitive
C)knowledge,skill,ability,or behaviour associated with successful job performance
D)communication skills making an employee a strong leader
E)a group of leaders within the organization

Accepted Answer

Competency refers to the knowledge, skills, abilities, or behaviors that are associated with successful job performance. It encompasses a complete set of skills aligned with successful job performance, which includes both technical and behavioral skills. Option A and B are partly correct but not a complete definition of competency. Option D is incorrect as it only talks about communication skills as a part of competency, while competency includes a broader range of skills. Option E is also incorrect as it talks about a group of leaders within the organization, which is not related to the definition of competency.

Quiz 2: Job Analysis and Design

Industrial engineers study work cycles to determine which job elements can be combined,modified,or eliminated to reduce the overall time needed to perform the task.Task specialization was suggested as a key strategy to improve efficiency.Which of the following is best-suited to task specialization?

Job analysis information is usually sufficient for jobs with which of the following features?

Which of the following may NOT occur as a result of job rotation?

Key considerations in job design include the following:

According to SHRM Survey Findings: Job Analysis Activities.December 11,2014,which are the 3 most popular methods of collecting job- and performance-related information?

What are the disadvantages of using direct observation as a means of collecting job- and performance-related information?

In the context of human resources,what is the acronym NOC for?

Which of the following elements should NOT be considered when designing jobs?

Which of the following is a nonhuman source of job data?

The study of ergonomics is multidisciplinary,using principles from the following fields of study:

Which of the following major Human Resource management activities do NOT rely on job analysis information?

When creating a job analysis questionnaire,which of the following may be considered under the category of working conditions?

In a competency matrix,which competencies contribute to job performance,success of the organization,support the vision,strategic direction,and values of the firm?

Even where work flow might suggest a particular job design,the job must meet the expectations of workers.Failure to consider these expectations can create dissatisfaction,poor motivation,and low quality of work life.This is an example of:

To improve the work experience in routine jobs,human resource departments often use a combination of job rotation,job enlargement,job enrichment,and employee involvement and work teams.What is the definition of job enrichment?

When conducting an interview to collect data,a structured checklist should be used.The checklist should collect information on a variety of matters including:

The Psychological States as identified in the Job Characteristics Model are:

Likely targets of job analysis are jobs:

Job analysis consists of three phases: preparation,collection of job information,and use of job information for improving organizational effectiveness.Which of the following is NOT part of the Use of Job Analysis phase?

What is the definition of competency?