Reference no: EM131146114

True/False questions

71) Job analysis produces information used for writing job descriptions and job specifications

72) The information gathered during a job analysis is primarily used to ensure that firms are in compliance with the EEO, OSHA, and all state governments

73) Organization charts show the division of work throughout the organization, how a job relates to others, and where a job fits in the organization.

74) A process chart provides relevant background information during the job analysis process by indicating job titles and lines of communication

75) Conducting the job analysis is the sole responsibility of the HR specialist.

76) Informal interviews provide quantitative job analysis information, which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes.

77) The immediate supervisor of a group of workers being interviewed for job analysis purposes is not allowed to attend the session due to concerns about workers failing to provide honest responses to questions.

78) Studies suggest that employees are more likely to describe their job duties in the form of simple task statements instead of as ability statements during job analysis interviews.

79) Questionnaires developed for the purpose of job analysis are always structured in the form of checklists so that the information can easily be entered into a database.

80) Observation as a job analysis data collection method is most appropriate for jobs that involve physical activities.

81) Some employers collecting job analysis information provide employees with pocket dictating machines and pagers to record activities at random times of the work day.

82) Quantitative approaches for collecting job analysis data are more appropriate than qualitative approaches when a manager seeks to compare jobs for pay purposes.

83) No significant differences exist between the functional job analysis method and the Department of Labor method.

84) A standard format for writing a job description does not exist.

85) The FLSA status section of a job description permits quick identification of a job as exempt or nonexempt from overtime and minimum wage provisions.

86) Experts advise the inclusion of statements such as "performs other assignments as required" in all job descriptions to ensure the flexibility of the job's duties and responsibilities.
87) The Americans with Disabilities Act (ADA) requires that organizations have job descriptions that list the essential functions of all jobs.

88) O*NET has become an increasingly popular Web tool for creating and distributing position analysis questionnaires to employees who are located throughout the world.

89) The statistical analysis method for developing job specifications is more defensible than the judgmental approach because equal rights legislation forbids using traits that a firm cannot prove distinguish between high and low job performers.

90) Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement.

91) Job analysis plays a significant role at the Daimler plant in Alabama where employees are organized into work teams and job descriptions are written in broad terms.

92) In reengineered business processes, workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks.

93) Many job analysts and employers assert that in today's work environment, job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need.

94) Competencies are observable and measurable behaviors, and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.

95) Functional-based job analysis means describing the job in terms of the measurable, observable, behavioral competencies that an employee doing that job must exhibit to do the job well.

96) Competency-based job analysis is more worker-focused than traditional job analysis.

97) Competency-based job analysis focuses on the knowledge, skills, and behavior of a worker rather than the tasks associated with a particular job.

98) Typical categories used in competency-based job analysis include general competencies, leadership competencies, and technical competencies.

99) British Petroleum implemented a competency-based skills matrix for its employees. As a result, employee training, appraisals, and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.

100) ABC Widgets, Inc. wants to develop a high-performance work system, so its HR department should develop traditional job descriptions rather than competency-based job descriptions.

Descriptive questions

101) How does job analysis support human resource management activities? Briefly describe one of the methods commonly used for gathering job analysis data.

102) What are the steps involved in the job analysis process? Briefly discuss the methods available for collecting job analysis information.

103) What time-saving options are available to a busy manager who needs to conduct a job analysis and write job descriptions? Explain your answer in a brief essay.

104) What are the advantages and disadvantages of using interviews to collect job analysis data?

105) How has the Internet changed job analysis methods? How has the Internet improved the ability of managers to write job descriptions?

106) In a brief essay, compare and contrast job descriptions and job specifications.

107) How does the ADA affect hiring practices? How does an HR manager determine whether or not a job description complies with the ADA?

108) A human resource manager needs to develop job specifications for a new position at her firm. She can either base the job specifications on statistical analysis or on common sense. Briefly describe each method, and recommend which method the HR manager should use.
Answer: Most job specifications come from the educated guesses of people like supervisors and human resource managers. The basic procedure here is to ask, "What does it take in terms of education, intelligence, training, and the like to do this job well?" There are several ways to get these "educated guesses." You could simply review the job's duties, and deduce from those what human traits and skills the job requires. You can also choose them from the competencies listed in Web-based job descriptions. In any case, use common sense when compiling your list. Don't ignore the behaviors that may apply to almost any job but that might not normally surface through a job analysis. Industriousness is an example. Who wants an employee who doesn't work hard?

110) What is a competency-based job analysis? Why should firms consider describing jobs in terms of competencies instead of duties?