Information gathered through a job analysis is used to develop job descriptions and job specifications. Managers use job analysis for the purpose of recruitment, compensation, training, and performance appraisal but not for assessing employee benefits options. Dif: 2 Page Ref: 116 4) A manager uses the information in a job analysis for all of the following EXCEPT .
A) assessing training requirements B) complying with FCC regulations C) determining appropriate compensation D) recruiting and selecting individuals for a job E) providing accurate performance appraisals Answer: B Explanation: Managers use information gathered from a job analysis for many activities including providing performance appraisals, recruiting, determining compensation, and assessing training requirements. Job analysis plays a major role in EYE (Equal Employment Opportunity Commission) implicate but not with FCC (Federal Communications Commission) regulations.
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Dif: page Ref: 117 5) Which of the following most likely depends on a job’s required skills, education level, safety hazards, and degree of responsibility? A) employee compensation B) organizational culture C) annual training ARQ reorients D) OSHA and EYE compliance E) telecommuting opportunities Explanation: Compensation in the form of salaries and bonuses greatly depends upon a job’s required skills, education level, safety hazards, and level of responsibility. Managers use the job analysis to determine the relative Roth of a specific job and the most appropriate compensation for an employee.
Dif: 2 Page Ref: 117 6) In order for Hollies Construction to be in full compliance with the Americans with Disabilities Act, the manager needs a for each position to validate all human resource activities. A) performance appraisal B) compensation schedule C) workflow system D) quality control clerk E) job analysis Explanation: A job analysis is needed for each job at a firm to ensure compliance with the EEOC. According to the U. S. Federal Agencies’ Uniform Guidelines on Employee Selection, a job analysis is needed to validate all major human resource activities.
A firm that IS in compliance With the Americans with Disabilities Act, for example, should know the essential job functions of each job which requires a job analysis. Dif: 2 Page Ref: 117 Skill: Application 7) Managers use to uncover essential duties that have not been assigned to specific employees. A) work activities B) job specifications D) performance standards E) job context Explanation: Job analysis can help reveal duties that need to be assigned to a specific employee. Job specifications are generated by a job analysis, but they typically focus on the type of person that is most suitable for a specific job.
Work activities, performance standards, and job context are the types of information that are provided through a job analysis, but they do not necessarily uncover unassigned tasks. Dif: 1 page Ref: 117 8) The lists a job’s specific duties as well as the skills and training needed to perform a particular job. A) organization chart B) job analysis C) work aid E) job description Explanation: Job descriptions list the specific duties, skills, and training related to a particular job. Organization charts show the distribution of work within a company but not specific duties.
A job description is created after a job analysis has been performed. Dif: 1 Page Ref: 117 9) How many steps are involved in the job analysis process? A) two B) four C) six D) eight E) ten Explanation: Six steps are involved in the job analysis process. Step 1 involves deciding how the information will be used, and step 2 involves reviewing relevant background information. Step 3 requires selecting representative positions, and step 4 calls for analyzing the job. Verifying the job analysis information occurs in step 5, while developing a job description and job specification occurs in step 6.
Dif: 1 Page Ref: 117 0) What is the first step in conducting a job analysis? A) deciding how the gathered information will be used B) collecting data on job activities and working conditions C) selecting representative job positions to assess D) reviewing relevant background information E) writing job descriptions and job specifications Explanation: The first step in performing a job analysis is deciding how the job analysis will be used because this determines the data that will be collected and how it will be collected.
Collecting data, selecting which job positions to analyze, reviewing background information like organization charts and recess charts, and writing job descriptions are additional steps in the job analysis process. Dif:2 Page Ref: 1 17 1 1) Reviewing relevant background information such as organization charts, process charts, and job descriptions is the analysis. A) first B) second C) third step of performing a job D) foe Roth E) fifth Explanation: The second step of the job analysis process involves reviewing relevant background information.
Organization charts, process charts, and job descriptions are types of background information that are useful in developing or revising a job analysis. Dif: 1 Page Ref: 117 2) Which of the following data collection techniques would be most useful when writing a job description for a software engineer? A) distributing position analysis questionnaires B) interviewing employees C) analyzing organization charts D) observing employees E) developing a job process chart Explanation: Interviewing employees to determine what the job entails is an effective method of collecting data for writing a job description.
Observing employees is typically only effective if a job involves physical tasks, and software engineering involves more thought and discussion than physical activity. Position analysis questionnaires are useful for compensation purposes rather than for writing job descriptions. Dif 2 Page Ref: 1 17 13) Which of the following is a written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job?
A) job specification C) job report D) job description Answer: D Explanation: A job description is a written list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities, and it is the result of a job analysis. Job specifications focus on the human acquirement for a particular job, such as personality and education. Job context refers to the physical working conditions or work schedule associated with a job.
Dif: 1 Page Ref: 117 14) Which Of the following refers to the human requirements needed for a job, such as education, skills, and personality? A) job specifications C) job placement E) job descriptions Explanation: Job specifications are the human requirements needed for a particular job like education, skills, and personality. A job description is a list of the job’s duties and responsibilities. Both job descriptions and job specifications are products of a job analysis. Dif. 1 Page Ref: 117 15) All of the following requirements are typically addressed in job specifications EXCEPT .
A) desired personality traits B) required education levels C) essential skills D) necessary experience E) working conditions Explanation: Working conditions, responsibilities, and job duties are addressed in a job description rather than the job specifications. Job specifications focus on the human requirements for a job, such as personality, education, skills, and experience. Dif: 2 Page Ref: 1 17 16) Which of the following indicates the distribution of work within a firm and he lines of authority and communication?
A) job analysis B) process chart C) employee matrix D) organization chart E) corporate overview Explanation: Organization charts show the organization-wide distribution of work with titles of each position and interconnecting lines that show who reports to and communicates with whom. Organization charts are useful when performing a job analysis, which is a process of determining the duties and skills associated with a specific position. Dif: 1 Page Ref: 1 17 17) shows the flow Of inputs to and outputs from a job being analyzed.
A) organization chart C) value chain D) job analysis Explanation: A process chart is a work-flow chart that shows the flow of inputs to and outputs from a particular job. In the second step of performing a job analysis, background information such as process charts, organization charts, and job descriptions are reviewed. Dif: 1 Page Ref: 118 18) During the job analysis process, it is important to before collecting data about specific job duties and working conditions.
A) test job questionnaires on a small group of workers B) confirm the job activity list with employees C) select a sample of similar jobs to analyze D) develop a job description outline E) assemble the job specifications list Explanation: The third step of the job analysis process involves selecting representative positions to analyze. If there are too many similar jobs in a firm, it is best to select a representative sample.
After representative positions have been chosen, analysis of the job can occur, which may include interviewing employees or using questionnaires. Job descriptions and job specifications are not developed until the final step of the job analysis process. Dif: 3 Page Ref: 1 18 19) The fourth step in conducting a job analysis most likely involves collecting ATA about all of the following EXCEPT behaviors B) required employee abilities C) typical working conditions D) employee turnover rates E) specific job activities .
A) necessary employee Explanation: The fourth step in analyzing a job requires collecting data about job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job. Interviews, questionnaires, and observations are the most popular methods for gathering data. It is unlikely that data regarding employee turnover rates would be gathered during a job analysis.
Dif: 2 Page Ref: 1 18 0) While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the B) HER manager C) union leader D) legal department E) worker . A) EEOC representative Explanation: According to the fifth step of a job analysis, collected data should be confirmed with the worker performing the job and his/her immediate supervisor. Although HER managers play a role in the job analysis process by observing workers, it is the worker and his/her immediate supervisor that provide direct knowledge of the duties involved in a specific job.
Dif: 2 Page Ref: 1 18 1 ) During the job analysis process, the primary purpose of having workers review and modify data collected about their current positions is to A) confirm that the information is correct and complete B) provide a legal benchmark for employer lawsuits C) enable participants to understand their job strengths D) encourage employees to seek additional job training E) validate the job specification list provided by HER Explanation: Allowing employees to review and modify the information collected about their current positions provides the opportunity to confirm that the data is correct and complete, which may help gain employee acceptance of the job analysis data and conclusions. Job specifications and job descriptions are created after employees review the collected data. Dif: 3 Page Ref: 118 22) What is the final step in conducting a job analysis? A) conducting an exit interview of all participants B) writing a job description and job specifications C) validating all of the collected job data D) collecting data on specific job activities E) reviewing relevant background information Explanation: The final step in the job analysis process involves developing a job description and job specifications, which are the two tangible products of job analysis.
This step occurs after job data has been collected and validated, and background information has been reviewed. Exit interviews are not conducted. Dif:2 Page Ref: 118 23) Murray, Inc. Emphasizes a desire for detail-oriented, motivated employees with strong social skills as indicated in the firm’s job B) analysis C) reports D) descriptions E) context . A) specifications Explanation: Job specifications summarize the personal qualities, traits, skills, and background required for getting a job done. Murray, Inc. Wants detail- oriented, motivated employees, which would be described in the firm’s job specifications. Job descriptions address the activities and responsibilities of a job.
Both job descriptions and job specifications are products of a job 24) The primary drawback of performing a job analysis regards the A) unverifiable data a job analysis typically provides B) certification required to conduct a job analysis C) amount of time a job analysis takes to complete D) redundant information gathered during a job analysis E) costs associated with the technology needed for a job analysis Answer: C Explanation: Conducting a job analysis can be time-consuming because it may take days to interview multiple employees and their managers, which is why n abbreviated version is often used by managers. The information gathered through a job analysis is typically verifiable and useful, and the main cost is time rather than money.
Although management training may be necessary to perform an adequate job analysis, it is unlikely that certification is required. Dif: page Ref: 118 25) Which Of the following guidelines is recommended to managers conducting a job analysis? A) Use one tool for gathering information to maintain the validity of the results. B) Rely on the human resource manager to complete questionnaires and verify data. C) Conduct group interviews thou supervisors present to ensure accuracy. D) Collect information from employees performing the same job in different departments. E) Develop complex questions using technical jargon specific to the organization.
Answer: D Explanation: If several employees perform the same job in different departments, a manager should collect job analysis information from each of them because the manner in which an employee with a particular job title spends his or her time most likely varies from department to department. Several tools should be used to gather information rather than only one, and employees and supervisors typically complete questionnaires rather than HER managers, who instead observe workers performing their job duties. Supervisors should be included in group interviews, and questions should be clear rather than complex. Dif: 3 page Ref: 1 19 26) Which method for collecting job analysis information is considered best for quantifying the relative worth of a job for compensation purposes?