Quiz 2: Job Analysis and Evaluation Flashcards
(10 cards)
When interviewing Subject Matter Experts (SMEs) for a job analysis, which of the following best describes an important guideline to follow during the interview process?
a. Focus on the supervisor’s perspective without considering the worker’s viewpoint
b. Choose a loud and busy location to keep the interview dynamic and engaging
c. Avoid open-ended questions and ask only yes/no questions to speed up the process
d. Ensure the interview is conducted in a quiet and private location to make the employee feel comfortable
d. Ensure the interview is conducted in a quiet and private location to make the employee feel comfortable
Which of the following is a key advantage of observing incumbents performing their jobs during a job analysis?
a. It allows the job analyst to analyze a job without requiring interaction with employees
b. The job analyst can directly experience the tasks being performed
c. It provides firsthand insights into how tasks are performed in the natural work setting
d. It eliminates the need for additional data collection methods such as interviews
c. It provides firsthand insights into how tasks are performed in the natural work setting
Who is typically responsible for conducting a job analysis within an organization?
a. The employee currently performing the job being analyzed
b. An individual in the human resources department, who must be professionally trained for the task
c. An untrained manager with basic knowledge of the job
d. External consultants with minimal knowledge of the company’s operations
b. An individual in the human resources department, who must be professionally trained for the task
What is the primary purpose of job analysis in organizational settings?
a. To determine the cost-effectiveness of job-related tasks
b. To create employee satisfaction surveys for job improvement
c. To evaluate the performance of employees within a specific job
d. To gather and structure information about a job’s components, characteristics, and requirements to ensure proper fit with personnel
d. To gather and structure information about a job’s components, characteristics, and requirements to ensure proper fit with personnel
When determining the essential KSAOs (Knowledge, Skills, Abilities, and Other Characteristics) for a job, which of the following definitions is correct for the term “ability”?
a. The body of information needed to perform a task
b. A basic capacity for performing various tasks, acquiring knowledge, or developing a skill
c. The tangible qualifications such as degrees, licenses, or years of experience
d. The proficiency to perform a learned task
b. A basic capacity for performing various tasks, acquiring knowledge, or developing a skill
What is the primary purpose of a job description, as outlined in job analysis?
a. To provide a detailed performance evaluation of current employees
b. To assess the cultural fit of a candidate with the organization
c. To summarize the tasks and requirements of a job in a concise, written format
d. To document the financial compensation associated with a job
c. To summarize the tasks and requirements of a job in a concise, written format
In an organization with a large number of employees performing the same job, which of the following is generally advisable when preparing for a job analysis?
a. No employees should participate, as job analysis is an external task
b. It is unnecessary to conduct a job analysis for such a job role
c. All employees should participate in the job analysis process
d. Only a select few employees should participate based on their seniority
d. Only a select few employees should participate based on their seniority
In the context of employee selection, which of the following is essential for determining whether an applicant is suitable for a job?
a. Offering a broad overview of job responsibilities in the initial interview
b. Using personality tests to evaluate social compatibility
c. Developing interview questions and tests to assess the necessary knowledge, skills, and abilities for the job
d. Focusing on the applicant’s previous work experience without testing specific competencies
c. Developing interview questions and tests to assess the necessary knowledge, skills, and abilities for the job
In the context of personpower planning, what does worker mobility refer to?
a. The process of relocating employees to different geographical locations for job opportunities
b. The potential for employees to be promoted to higher-level positions, leading to eventual success in their careers
c. The process of training employees to move between departments
d. The mobility of workers between companies in the same industry
b. The potential for employees to be promoted to higher-level positions, leading to eventual success in their careers
According to the Peter Principle, what typically happens when employees are promoted based on performance?
a. They are continuously promoted until they reach a level where they are most competent
b. They become better suited for managerial roles and thrive under pressure
c. They are promoted until they reach a level of incompetence
d. They eventually reach a position where they perform best and contribute more
c. They are promoted until they reach a level of incompetence
