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1. In today’s fast-changing environments, job analysis will continue to be relevant for legal
compliance and defensibility in the event of a court action.
2. According to the text, global competition, fast technological obsolescence, changing worker
profiles, and rapid increases in knowledge requirements have made it difficult to create accurate
and up-to-date job descriptions.
3. A job is a collection of tasks and responsibilities performed by an individual whereas a position
consists of a group of related activities and duties.
4. Compensation cannot be determined fairly without detailed knowledge of each job.
5. Within the job analysis process, organization change occurs during the preparation for job
6. In unionized organizations, job analysis steps have to meet the various provisions of the
collective agreement between the management and the union.
7. Job analysis questionnaires are checklists that seek to collect information about positions in a
8. When using a job analysis questionnaire, it is important to use the same questionnaire on similar
9. Information about the job environment such as health and safety hazards is included in working
conditions on a job description.
10. Performance standards describe to what level an employee needs to be doing the job to be a
good performer versus an average or a poor performer.
11. Health and safety training or equipment that is required would be included in a job description
under human characteristics.
12. The critical incident method involves identifying and describing specific events when an employee
performed really well and when they performed very poorly.
13. When collecting job data, the analyst usually talks to a number of workers and then supervisors.
14. Standardized surveys to collect information about jobs, working conditions, and other
performance-related information are called questionnaires.
15. During the data collection process, the interviewer should not establish rapport with the
interviewee while collecting job data because it will affect the results.
16. Job data collected during the interview process should be reviewed and verified by both the
interviewee and the immediate supervisor.
17. A face-to-face meeting with 5 to 7 experts on a job and a facilitator to collect job and performance
related information is called a brainstorming group.
18. An employee log is an approach to collecting job- and performance-related information by asking
the job-holder to summarize tasks, activities, and challenges in a diary format.
19. The existence of language barriers with foreign-language-speaking workers may make the
observation approach a viable method of collecting job- and performance-related information
20. Each method of collecting job- and performance-related information has its shortcomings. As a
result, analysts often use a combination of two or more techniques concurrently.
21. Disadvantages of focus groups for collecting job data include: they are slow, costly, and may miss
regularly occurring activities.
22. According to the text, observation is the most common method of collecting data for job analysis.
23. A job description is a collection of tasks and responsibilities performed by an individual.
24. “Undertakes other tasks assigned by the supervisor” is an example of a responsibility on a job
25. Job descriptions will most often be signed by an incumbent and their supervisor.
26. The two major attributes of jobs used for classification criteria in the NOC were skill level and skill
27. The first digit in the National Occupational Classification represents the skill type category.
28. In the National Occupational Classification, the second digit is for education level.
29. A job specification is a written statement that explains what a job demands of jobholders and
human skills and factors required.
30. “Works in a well ventilated office” would be included under effort factors on a job specification.
31. Job specifications should be generic so as not to limit employee job tasks. For example, it would
be better to include “must lift heavy materials” than “lifts 10 pound boxes.”
32. A well-crafted job description can be used for employee discipline.
33. Job descriptions can help in preparation for light or modified duties for a worker.
34. Job performance standards are developed from job analysis information, and then actual
employee performance is measured.
35. A well-developed job description can provide details on the “essential functions” of a job. This can
be helpful when an employee requests a reasonable accommodation.
36. Job analysis information containing job standards, is usually sufficient for jobs where performance
is: quantified, easily measurable, requires little interpretation, and performance standards are
understood by workers and supervisors.
37. A competency matrix lists different levels of skill for a combination of competencies.
38. The need for an engineer to have the technical expertise at skill level VI would be included on a
39. When competencies become broad spanning, a job with few specific duties or tasks, may
become indefensible legally.
40. In competency-based management competencies are identified after careful analysis of work of
the high performers.
41. Job design identifies job duties, characteristics, competencies, and sequences regardless of
technology, workforce, organization character, and environment.
42. Job creation is identification of job duties, characteristics, competencies, and sequences taking
into consideration technology, workforce, organization character, and environment.
43. Job families are groups of different jobs that are closely related by similar duties, responsibilities,
skills, or job elements.
44. The definition of efficiency is achieving maximal output with task specialization.
45. A short cycle is created when workers are limited to a few repetitive tasks, according to engineers
in industrial engineering.
46. Short job cycles require large investments in worker training.
47. The definition of work flow is the sequence of and balance between jobs in an organization
needed to produce the firm’s goods or services.
48. Ergonomics is the study of the relationship between the economy and the work environment.
49. According to the Job Characteristics Model, 5 characteristics result in 3 psychological states:
meaningfulness, responsibility, and knowledge of expectations.
50. Autonomy, in a job context, is having control over one’s work. It’s the freedom to control one’s
response to the environment resulting in an increased sense of recognition, self-esteem, job
satisfaction, and performance.
51. Task identity is a set of attributes and codes which serve to identify tasks within a job description
52. Creating the wick on candles but not getting to view the completed candle would be an example
of task identity.
53. Knowing that at community values the work of police officers is an example of task significance.
54. The definition of feedback is information that helps evaluate the success or failure of an action or
55. Task significance is the impact which one’s activities and responsibilities have on the workflow.
56. Job enlargement adds more responsibilities and autonomy to a job, giving the worker greater
powers to plan, do, and evaluate job performance.
57. Environmental considerations are the influence of the external environment on job design. It
includes employee ability, availability, and social expectations.
58. Fast food businesses in Alberta offering hiring bonuses to workers is an example of the effect of
59. In a national survey conducted by the Conference Board of Canada, what percentage of
respondent reported the use of teams in their workplace?
E. teams are archaic and are no longer used in workplaces
60. Which of the following is a strong reason why employee logs are NOT a popular choice for
collecting job- and performance-related information?
A. employees are often untruthful about the information they include in the log
B. after the novelty wears off, accuracy tends to decline as entries become less frequent
C. asking employees to log job- and performance-related information is an invasion of their
D. employees may be lacking in key-boarding skills or have poor penmanship
E. completing employee logs during a shift takes the employee away from their work and makes
them less productive
61. In a competency matrix, which competencies contribute to job performance, success of the
organization, support the vision, strategic direction, and values of the firm?
A. problem solving
B. organizational ability
C. communication skills
E. all of the choices except seniority
62. When conducting an interview to collect data, a structured checklist should be used. The checklist
should collect information on a variety of matters including:
A. physical demands, working conditions, and safety and health issues
B. current performance standards and improvements needed
C. education, skills, competencies, and experience levels needed
D. major duties and percentage of time spent on each
E. all of the choices
63. Which of the following may NOT occur as a result of job rotation?
A. a break in the monotony of highly specialized work
B. the worker becomes competent in several jobs
C. employee’s self-image and personal growth improves
D. expansion of the number of related tasks in the job
E. the worker becomes more valuable to the organization
64. Which of the following elements should NOT be considered when designing jobs?
A. employee considerations
B. organizational considerations
C. environmental considerations
D. job specialization considerations
E. social considerations
65. Even where work flow might suggest a particular job design, the job must meet the expectations
of workers. Failure to consider these expectations can create dissatisfaction, poor motivation, and
low quality of work life. This is an example of:
A. work practices
B. social expectations
C. environmental considerations
D. job designs
E. job specifications
66. Key considerations in job design include the following:
A. environmental considerations
B. employee considerations
C. ergonomic considerations
D. economic considerations
E. all of the choices except economic considerations
67. Which of the following major Human Resource management activities do NOT rely on job
A. elimination of unnecessary job requirements that can cause discrimination in employment
B. matching of job applicants to job requirements
C. Fair and equitable compensation of employees
D. planning of future human resource requirements
E. planning of employee’s career path
68. Likely targets of job analysis are jobs:
A. that are critical to the success of an organization
B. that are difficult to learn or perform
C. for which the firm continuously hires
D. that have existed since the organization began
E. all of the choices except that have existed since the organization began
69. What are the disadvantages of using direct observation as a means of collecting job- and
A. all of the choices
B. it is slow
C. it is costly
D. it is potentially less accurate than other methods of collecting data
E. workers may perform differently when they know they are being watched
70. Which of the following is a nonhuman source of job data?
A. job incumbent
C. job experts
D. videos/films supplied by appliance/machine manufacturers
71. Job analysis consists of three phases: preparation, collection of job information, and use of job
information for improving organizational effectiveness. Which of the following is NOT part of the
Use of Job Analysis phase?
A. job specification
B. data collection instrument design
C. job performance standards
D. designing HRIS
E. organization change
72. When creating a job analysis questionnaire, which of the following may be considered under the
category of working conditions?
A. skills and training
B. job design
D. recognizable health and safety hazards
E. all of the choices
73. What is the definition of competency?
A. a complete or whole set of skills aligned with successful job performance
B. a set of characters which make an employee competitive
C. knowledge, skill, ability, or behaviour associated with successful job performance
D. communication skills making an employee a strong leader
E. a group of leaders within the organization
74. The Psychological States as identified in the Job Characteristics Model are:
A. knowledge of results of work
B. meaningfulness of work
C. meaningfulness of social interaction
D. responsibility for work outcomes
E. all of the choices except meaningfulness of social interaction
75. To improve the work experience in routine jobs, human resource departments often use a
combination of job rotation, job enlargement, job enrichment, and employee involvement and
work teams. What is the definition of job enrichment?
A. adding more responsibilities and autonomy to a job
B. adding more tasks to a job to increase the job
C. moving employees from one job to another
D. work that is organized around teams and processes
E. providing more autonomy, feedback, and task significance to workers
76. In the context of human resources, what is the acronym NOC for?
A. National Organization of Cosmetologists
B. National Optometrists Conference
C. Norwegian Organic Commission
D. National Organizational Classification
E. National Occupational Classification
77. Industrial engineers study work cycles to determine which job elements can be combined,
modified, or eliminated to reduce the overall time needed to perform the task. Task specialization
was suggested as a key strategy to improve efficiency. Which of the following is best-suited to
E. social work
78. According to SHRM Survey Findings: Job Analysis Activities. December 11, 2014, which are the
3 most popular methods of collecting job- and performance-related information?
A. interviews, questionnaires, and observation
B. interviews, focus groups, and questionnaires
C. observation, focus groups, and employee logs
D. employee jobs, interviews, and focus groups
E. questionnaires, employee logs, and observation
79. Job analysis information is usually sufficient for jobs with which of the following features?
A. performance standards are understood by workers and supervisors
B. performance is supported by multiple certificates and diplomas
C. performance is quantified
D. performance is measurable
E. all of the choices except performance is supported by multiple certificates and diplomas
80. The study of ergonomics is multidisciplinary, using principles from the following fields of study:
B. behaviour sciences
E. all of the choices
81. Which of the following is NOT part of the duties and responsibilities section on a job analysis
B. decision making
D. quick overview
E. other management functions
82. Jobs are at the core of every organization’s productivity. Which of the following is TRUE about
jobs which are not well designed?
A. employee output suffers
B. the organization is less able to meet the demands of society
C. profits fall
D. employee relationships increase
E. all of the choices except employee relationships increase
83. Which of the following are NOT parts of a job identity?
A. job title
C. promotion schedule
D. job location
E. job grade
84. A well-crafted job description can also be used for:
A. selection of office location
C. recognition and rewards
D. essential job function analysis
E. all of the choices except selection of office location
85. Which of the following is a result of aging?
A. decrease in several hand functions
B. lowered muscular strength
C. reduced self esteem
D. reduced vision and hearing
E. all of the choices except reduced self esteem