Reference no: EM13857264

Question 1: Watching people go about their work while recording their frequency of behaviours refers to what type of data collection method?

a. unstructured questionnaire
b. unstructured observation
c. structured observation
d. structured interview
e. structured questionnaire

Question 2: The following data collection method of job analysis can be used structured, unstructured, or in combination and also with closed and open type of questions. This is called the:

a. questionnaire method.
b. group interview method.
c. individual interview method.
d. observation method.
e. diary/log method.

Question 3: Making jobs more rewarding or satisfying by adding more meaningful tasks is primarily associated with:

a. codetermination.
b. job rotation.
c. job enrichment.
d. industrial democracy.
e. job enlargement.

Question 4: Which of the following statements about writing job specifications is false?

a. To comply with legal requirements, all qualifications listed must be justifiable, based on current duties and responsibilities.
b. Writing job specifications for trained employees is quite straightforward.
c. It should be kept in mind that the current incumbent may be under- or overqualified for the job.
d. For entry-level jobs, identifying the actual physical and mental demands is critical.

Question 5: The job analysis technique that involves 194 items, each of which represents a basic element that may or may not play an important role in the job, is known as:

a. functional job analysis.
b. a position analysis questionnaire (PAQ).
c. a participant diary/log.
d. a structured survey.

Question 6: Re-engineering is:

a. The fundamental rethinking and radical redesign of the business processes to improve performance.
b. The most effective way to get job description data.
c. The fundamental rethinking and radical redesign of the business processes to improve job analysis data.
d. None of the above.

Question 7: The first step in the job analysis process is:

a. designing a job analysis questionnaire.
b. identifying the use to which the information will be put.
c. developing a job description and job specification.
d. selecting the representative jobs and positions to be analyzed.
e. reviewing relevant background information about positions and jobs.

Question 8: Job analysis provides data on job requirements that can be used to develop:

a. HR policies and procedures.
b. a staffing table.
c. a skills inventory.
d. an organization chart.
e. a job description.

Question 9: The procedure for determining the tasks, duties, and responsibilities of a job and the human attributes required to perform it is known as:

a. job design.
b. job analysis.
c. preparing a job description.
d. job evaluation.
e. writing a job specification.

Question 10: An individual preparing a job description for the first time would find it helpful to refer to the:

a. National Occupational Classification.
b. HRDC Job Classification Dictionary.
c. Dictionary of Occupational Titles.
d. Standard Occupational Classification.

Question 11: Which of the following jobs could be analyzed effectively using direct observation?

a. lawyer
b. human resources manager
c. design engineer
d. software engineer
e. accounting clerk

Question 12: The quantitative job analysis method that rates each job in term of responsibilities for data, people and things is known as:

a. functional job analysis.
b. a participant diary/log.
c. a structured survey.
d. direct observation.

Question 13: Physical demands analysis (PDA) refers to:

a. a quantitative method for classifying jobs based on types and amounts of responsibility for data, people, and things.
b. a questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.
c. identification of the senses used and type, frequency, and amount of physical effort involved in the job.
d. the fundamental rethinking and radical design of business processes.

Question 14: A disadvantage of using the questionnaire method of job analysis is:
a. the fact that it is labour-intensive.
b. the length of time involved.
c. the time and expense involved in development and testing.
d. the amount of double-checking required.
e. the fact that it is more costly than interviewing hundreds of workers.

Question 15: A list of the knowledge, skills, and abilities needed to perform a particular job is known as:

a. a job description.
b. the job standards.
c. a position analysis.
d. a job specification.
e. the human requirements.