人力资源第四章习题

Chapter 4: Job AnalysisMultiple Choice1.________ is the procedure through which one determines the dutiesassociated with positions and the characteristics of people to hire for those positions.Job analysis2.The information resulting from job analysis is used for writing ________.job descriptions3.Which of the following types of information can be collected via a jobanalysis?a.work activitiesb.human behaviorsc.performance standardsd.job contextrmation regarding job demands such as lifting weights or walking longdistances is included in the information about ________ an HR specialistmay collect during a job analysis.human behaviorsrmation regarding how, why, and when a worker performs eachactivity is included in the information about ________ an HR specialistmay collect during a job analysis.work activitiesrmation regarding the quantity or quality levels for each job duty isincluded in the information about ________ an HR specialist may collect during a job analysis.performance standardsrmation regarding job-related knowledge or skills and requiredpersonal attributes is included in the information about ________ an HRspecialist may collect during a job analysis.human requirementsrmation regarding matters such as physical working conditions andwork schedule is included in the information about ________ an HRspecialist may collect during a job analysis.job context9.There are ________ steps in doing a job analysis.six10.Deciding how to use the resulting information is the ________ step indoing a job analysis.first11.The first step in conducting a job analysis is ________.deciding how to use the information12.Reviewing relevant background information such as organization charts,process charts, and job descriptions is the ________ step in doing a jobanalysis.second13.The second step in conducting a job analysis is ________.reviewing relevant background information14.Selecting representative positions to use in the job analysis is the________ step in the process.third15.The third step in conducting a job analysis is ________.selecting representative positions16.Collecting data on job activities, required employee behaviors, workingconditions, and human traits and abilities needed to perform the job is the ________ step in the job analysis process.fourth17.The fourth step in conducting a job analysis is ________.collecting data on job activities18.Verifying the job analysis information with the worker performing the joband with his or her immediate supervisor is the ________ step in the jobanalysis process.fifth19.The fifth step in conducting a job analysis is ________.verifying the job analysis information20.Developing a job description and job specification is the ________ step inthe job analysis process.sixth21.The final step in conducting a job analysis is ________.developing a job description and job specification22.A(n) ________ shows the flow of inputs to and outputs from the job beinganalyzed.process chart23.Which term refers to a written statement that describes the activities andresponsibilities of the job?job description24. A ________ summarizes the personal qualities, traits, skills, andbackground required for getting the job done.job specification25.Royall & Company emphasizes a desire for detail-oriented, motivatedemployees with strong social skills. This part of Royall & Company’s job ________.job specification26.Which of the following may be included in a job specification?a.personal qualitiesb.traitsc.skillsd.required background27.Which of the following methods is used to gather job analysis data?a.interviewsb.questionnairesc.observation28.Who is interviewed by managers collecting job analysis data?a.individual employeesb.groups of employees with the same jobc.supervisors who know the jobd.all of the above29.Which of the following is not an advantage of using interviews to collectjob analysis data?Some information may be exaggerated or minimized.30.Interviews often include questions about ________.a.supervisory responsibilitiesb.job dutiescationd.experience31.In addition to identifying the specific duties associated with a job, a jobanalysis should also seek to identify the ________.order of importancefrequency of occurrence32.For which of the following jobs is direct observation not recommended tocollect data used in a job analysis?engineer33. A ________ is the time it takes to complete a job.work cycle34.The average cycle time is a(n) ________.it depends on the specific job35.When a worker changes what he or she would normally do because theyare being watched, ________ has occurred.reactivity36.Which two data collection methods are frequently used together?direct observation and interviewing37.Jane records every activity she participates in at work along with time in alog. This approach to data collection for job analysis is based on ________.diaries38.Which of the following is considered a qualitative approach to jobanalysis?interviews39.Which of the following is considered a quantitative approach to jobanalysis?Department of Labor Job Analysis Procedure40.What form of data collection involves recording work activities in a log?diaries41.Which of the following is not one of the basic activities included in aposition analysis questionnaire?all are included in a position analysis questionnaire42.The ________ assigns a quantitative score to each job based on itsdecision-making, skilled activity, physical activity, equipment operation, and information-processing characteristics.position analysis questionnaire43.Which quantitative job analysis technique can be conducted online?position analysis questionnaire44.Which of the following is included in a functional job analysis?a.the extent to which specific instructions are necessary to perform thetaskb.the extent to which reasoning and judgment are required to performthe taskc.the mathematical ability required to perform the taskd.the verbal and language facilities required to perform the task45.Most job descriptions contain sections that cover ________.a.job summaryb.standards of performancec.working conditionsd.job identification responsibilitiese.all of the above46.One uses information from the ________ to write a job specification.job description47.What type of information is contained in the job identification section of ajob description?job title48.FLSA status is located in the ________ section of a job description.job identification49.The ________ classifies all workers into one of 23 major groups of jobs.Standard Occupational Classification50.Under the ________, the individual must have the requisite skills,educational background, and experience to perform the job’s essentialfunctions. ADA51.Which section of a job description should define the limits of thejobholder’s authority, direct supervision of other personnel, and budgetary limitations? responsibilities and duties52.When is an employer required to make a “reasonable accommodation” fora disabled individual?when a disabled individual has the necessary skills, education, andexperience to perform the job, but can’t because of the job’s currentstructure53.Job duties that employees must be able to perform, with or withoutreasonable accommodation, are called ________.essential job functions 54.The job specification takes the job description and answers the question,________?What human traits and experience are required to do this job well 55.When filling jobs with untrained people, the job specifications mayinclude ________.physical traits56.Which of the following work behaviors is considered “generic” orimportant to all jobs?industriousness57.All of the following work behaviors are considered “generic” or importantto all jobs except ________.experience58.________ means assigning workers additional same-level activities, thusincreasing the number of activities they perform.Job enlargement59.________ means systematically moving workers from one job to another.Job rotation60._________ means redesigning jobs in a way that increases theopportunities for the worker to experience feelings of responsibility,achievement, growth, and recognition. Job enrichment61.Who argued that the best way to motivate workers is to build opportunitiesfor challenge and achievement into their jobs via job enrichment?Frederick Herzberg62.________ refers to broadening the responsibilities of the company’s jobs,and encouraging employees not to limit themselves to what’s on their jobdescriptions.Dejobbing63.Dejobbing can be described as ________.encouraging employees not to limit themselves to what’s on their jobdescriptions64.Job enrichment can be described as ________.redesigning jobs to increase opportunities for responsibility65.Jack works at a Hilton hotel. Some weeks he works in catering but he alsoworks in housekeeping, and in reservations periodically. This is anexample of ________.job rotation66.The fundamental rethinking and radical redesign of business processes toachieve dramatic improvements in performance is called ________.reengineering67.Describing the job in terms of the measurable, observable, and behavioralcompetencies necessary for good job performance is called a ________.competency-based job analysispetency analysis focuses on ________.how work is accomplished69.Traditional job analysis focuses on ________.what is accomplished70.When a supervisor bases an employee’s training, appraisals, and rewardson the skills and competences he or she needs to achieve his or her goals,the supervisor is using ________.performance managementTrue/ False71.Job analysis produces information used for writing job descriptions andjob specifications. (T; easy; p. 126)72.The information gathered during a job analysis is primarily used for listingwhat jobs entail and what kind of people to hire for the job. (T; easy; p. anization charts show the division of work throughout the organization,how the job relates to others, and where the job fits in the organization. (T;74. A process chart shows the organization-wide division of work, how thejob in question relates to other jobs, and where the job fits in the overallorganization. (F; moderate; p. 128)75.Conducting the job analysis is the sole responsibility of the HR specialist.(F; moderate; p. 129)76.The interview is the most widely used method for identifying job dutiesand responsibilities. (T; easy; p. 130)77.Interviews used for job analysis typically follow an unstructured format.(F; easy; p. 129)78.After completing an interview, the data should be verified with theworker’s immediate supervisor. (T; moderate; p. 130)79.Observation as a data collection method in a job analysis is mostappropriate for jobs entailing a lot of mental activity. (F; easy; p. 133) 80.Employers may provide employees pocket dictating machines and pagersto record activities at random times of the work day. (T; moderate; p. 136) 81.Qualitative approaches are more appropriate than quantitative approacheswhen one seeks to compare jobs for pay purposes. (F; moderate; p. 137) 82.No significant differences exist between the functional job analysismethod and the DOL method. (F; moderate; p. 137)83.The Department of Labor Procedure identifies performance standards andtraining requirements for a job. (F; difficult; p. 137)84.There is no standard format for writing a job description. (T; moderate; p.85.The FLSA status section of a job description permits quick identificationof a job as exempt or nonexempt from overtime and minimum wageprovisions. (T; moderate; p. 144)86.The Americans with Disabilities Act (ADA) requires that organizationshave job descriptions that list the essential functions of the jobs. (F;87.The statistical analysis method for job specifications is more defensiblethan the judgmental approach because equal rights legislation forbidsusing traits that can’t distinguish b etween high and low job performers. (T;88.The early work of Frederick Taylor supports the recent trend of dejobbing.(F; difficult; p. 153)89.Job enlargement refers to redesigning jobs in a way that increasesresponsibility and achievement. (F; moderate; p. 153)90.Job rotation is another term for dejobbing. (F; easy; p. 153)91.Boundaryless organizations use teams and other mechanisms to makeboundaries more permeable. (T; moderate; p. 155)92.In reengineered situations, workers tend to become collectivelyresponsible for overall results rather than being individually responsiblefor just their own tasks. (T; difficult; p. 155)93.Job analysis experts are concerned that in high performance workenvironments in which employers need workers to seamlessly move fromjob to job and exercise self-control, job descriptions based on lists of job-specific duties may actually inhibit the flexible behavior companies need.(T; moderate; p. 156)anizations define competencies in the same way. (F; moderate; p. 155)95.Functional-based job analysis means describing the job in terms of themeasurable, observable, behavioral competencies that an employee doingthat job must exhibit to do the job well. (F; difficult; p. 156)petency-based job analysis is more job-focused than traditional jobanalysis. (F; difficult; p. 156)petency analysis focuses on how the worker meets the job’sobjectives or actually accomplishes the work. (T; moderate; p. 156)98.Performance management means basing employee training, appraisals,and rewards on the skills and competencies he or she needs to achieve hisor her goals. (T; moderate; p. 156)99. A job’s required competencies might include general competencies,leadership competencies, and technical competencies. (T; moderate; p. 15 100.Employee attitude is at the h eart of a company’s performance management process. (F; moderate; p. 156)。