Job Analysis and Evaluation

Question 1

Process of determining work activities and requirement

Answer 1

Job Analysis

Question 2

2 to 5 page summary of tasks and requirements found in the job analysis

Answer 2

Job Description

Question 3

if individuals are hired for a particular job, what other jobs can they expect to eventually be promoted and become successful

Answer 3

Worker mobility

Question 4

Foundation for almost all human resource activities

Answer 4

Job Analysis

Question 5

Promoting employees until they eventually reach their highest level of incompetence

Answer 5

Peter Principle

Question 6

the HR principles designed to ensure compliance with federal standards and contains several direct references to the necessity of job analysis

Answer 6

Uniform Guidelines on Employee Selection (1978)

Question 7

Describes the nature of the Job

Answer 7

Job Title

Question 8

enables a human resources professional to classify jobs into groups based on similarities in requirements and duties

Answer 8

Job Analysis

Question 9

It can affect the perceptions of the status and worth of a job

Answer 9

Job Title

Question 10

The environment in which the employee works and should mention stress level, work schedule, physical demands, level of responsibility, degree of danger.

Answer 10

Job Context

Question 11

Job description should outline standards of performance

Answer 11

Work Performance

Question 12

KSAO needed to be successful on the job

Answer 12

Job Specifications or Competencies

Question 13

Who conducts Job Analysis?

Answer 13

• trained individual
• job incumbents
• supervisors
• consultants

Question 14

informal changes that employees make in their job

Answer 14

Job Crafting

Question 15

the job analyst individually interviews/observes a number of incumbents out in the field

Answer 15

Field based job analysis

Question 16

typing letters or filing memos

Answer 16

Formal Requirements

Question 17

coffee making or picking up the children from school

Answer 17

Informal Requirements

Question 18

1. identify the tasks performed
2. write task statements
3. Rate task statements
4. determine essential KSAO
5. Selecting tests to tap KSAO

Answer 18

Conducting Job Analysis

Question 19

What is a primary reason for conducting a job analysis?

Answer 19

To identify the specific duties and responsibilities of a job.

Question 20

True or False: Job analysis is only necessary when hiring new employees.

Answer 20

False

Question 21

Fill in the blank: Job analysis is required when __________ to ensure compliance with labor laws.

Answer 21

updating job descriptions

Question 22

Which situation necessitates a job analysis? A) Company reorganization
B) Annual performance reviews
C) Employee training
D) All of the above

Answer 22

D) All of the above

Question 23

What can job analysis help to improve in an organization?

Answer 23

Workforce efficiency and employee satisfaction.

Question 24

What is the primary purpose of writing task statements in job analysis?

Answer 24

To clearly define the duties and responsibilities associated with a specific job.

Question 25

True or False: Task statements should be vague and open to interpretation.

Answer 25

False

Question 26

Fill in the blank: A well-written task statement should include the _____, the action, and the outcome.

Answer 26

task

Question 27

Which of the following best describes a task statement? A) A detailed job description B) A concise description of a job function C) A list of qualifications

Answer 27

B) A concise description of a job function

Question 28

What does PAQ stand for?

Answer 28

Position Analysis Questionnaire

Question 29

True or False: The Position Analysis Questionnaire is used to analyze job content.

Answer 29

True

Question 30

Fill in the blank: The PAQ provides a systematic method for assessing __________ aspects of a job.

Answer 30

job-related

Question 31

What is the primary purpose of a Job Structure Profile?

Answer 31

To outline the hierarchy and classification of jobs within an organization.

Question 32

Multiple Choice: Which of the following is NOT a component of the Job Elements Inventory? A) Job Tasks B) Work Environment C) Employee Satisfaction

Answer 32

C) Employee Satisfaction

Question 33

What type of information does the Job Elements Inventory collect?

Answer 33

job tasks and requirements.

Question 34

True or False: The Job Structure Profile can help in compensation planning.

Answer 34

True

Question 35

What is the main benefit of using the Position Analysis Questionnaire?

Answer 35

It standardizes job analysis across different roles within an organization.

Question 36

Fill in the blank: The PAQ is primarily designed for __________ jobs.

Answer 36

non-managerial

Question 37

What methodology does the PAQ utilize to evaluate jobs?

Answer 37

A quantitative method that uses a structured questionnaire.

Question 38

True or False: FJA only assesses the physical tasks of a job.

Answer 38

False

Question 39

Fill in the blank: FJA categorizes job tasks into three main areas: _____, _____, and _____ functions.

Answer 39

data, people, things

Question 40

Which of the following is NOT a component of Functional Job Analysis? A) Task identification B) Performance appraisal C) Worker characteristics

Answer 40

B) Performance appraisal

Question 41

The primary purpose is to provide a comprehensive understanding of job requirements to inform recruitment, training, and performance evaluation.

Answer 41

Functional Job Analysis

Question 42

instrument concerned with the relationship between the worker and the work objects

Answer 42

AET

Question 43

Consist of 400 or more questions covering 5 major categories

Answer 43

Job Components Inventory

Question 44

What are the five major categories covered by the Job Components Inventory?

Answer 44

1. perceptual and physical 2. mathematical 3. tools and equipment 4. communication 5. decision making and responsibility

Question 45

Fill in the blank: The category that describes the environment in which a job is performed is called _____ Context.

Answer 45

Work

Question 46

Multiple Choice: Which of the following is NOT one of the five major categories of the Job Components Inventory? A) mathematical B) job satisfaction C) communication D) perceptual and physical

Answer 46

B) Job Satisfaction

Question 47

created by the federal government to replace the dictionary of the occupation titles

Answer 47

Occupational Information network

Question 48

What are the four levels of job according to the developers of OIN?

Answer 48

economic, organizational, individual, and organizational

Question 49

it is consist of 33 items identifying the traits necessary for the successful performance of a job

Answer 49

Threshold Traits analysis

Question 50

132-item inventory that taps the extent to which a job incumbent needs to adapt to situations on the job

Answer 50

Job Adaptability inventory

Question 51

107 items tapping 12 personality dimensions under OCEAN. it identifies personality types needed to perform job-related tasks

Answer 51

Personality-Related Position Requirements form

Question 52

Best method for employee selection and performance appraisal

Answer 52

Worker-Oriented Methods

Question 53

Best for work designs and writing job descriptions

Answer 53

Job-oriented Methods

Question 54

Most standardized method least costly take the least amount of time

Answer 54

PAQ

Question 55

Least Standardized, but most useful

Answer 55

CIT

Question 56

it has the lowest quality results

Answer 56

TTA

Question 57

THE PROCESS OF DETERMINING A JOB'S WORTH

Answer 57

Job Evaluation

Question 58

involves comparing job within an organization to ensure that the people in job worth the most money and paid accordingly

Answer 58

Internal Pay Equity

Question 59

worth of a job is determined by comparing its worth to the external market

Answer 59

External Pay Equity

Question 60

the amount of money a job is worth

Answer 60

Direct compensation