Job Analysis

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Job Analysis
Multiple Choice

1._____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. a.Job description
b.Job specification
c.Job analysis
d.Job context
e.None of the above
(c; easy; p. 112)

2.The information resulting from job analysis is used for writing _____. a.job descriptions
b.work activities
c.work aids
d.job context
e.performance standards
(a; easy; p. 112)

3.Which of the following types of information can be collected via a job analysis? a.work activities
b.human behaviors
c.performance standards
d.job context
e.all of the above
(e; moderate; p. 112)

4.Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis. a.work activities

b.human behaviors
c.machines, tools, equipment, and work aids
d.performance standards
e.job context
(b; moderate; p. 112)

5.Information regarding how, why, and when a worker performs each activity is included in the information about _____ an HR specialist may collect during a job analysis. a.work activities
b.human behaviors
c.machines, tools, equipment, and work aids
d.performance standards
e.job context
(a; moderate; p. 112)

6.Information regarding the quantity or quality levels for each job duty is included in the information about _____ an HR specialist may collect during a job analysis. a.work activities
b.human behaviors
c.machines, tools, equipment, and work aids
d.performance standards
e.job context
(d; moderate; p. 112)

7.Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist may collect during a job analysis. a.work activities

b.human behaviors
c.human requirements
d.performance standards
e.job context
(c; moderate; p. 112)

8.Information regarding matters such as physical working conditions and work schedule is included in the information about _____ an HR specialist may collect during a job analysis. a.work activities

b.human behaviors
c.machines, tools, equipment, and work aids
d.performance standards
e.job context
(e; moderate; p. 112)

9.There are _____ steps in doing a job analysis.
a.three
b.four
c.five
d.six
e.ten
(d; easy; p. 113)

10.Deciding how to use the resulting information is the _____ step in doing a job analysis. a.first
b.second
c.third
d.fourth
e.fifth
(a; moderate; p. 113)

11.The first step in conducting a job analysis is _____.
a.deciding how to use the information
b.reviewing relevant background information
c.selecting representative positions
d.collecting data on job activities
e.developing a job description and job specification
(a; moderate; p. 113)

12.Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _____ step in doing a job analysis. a.first
b.second
c.third
d.fourth
e.fifth
(b; moderate; p. 113)

13.The second step in conducting a job analysis is _____.
a.deciding how to use the information
b.reviewing relevant background information
c.selecting representative positions
d.collecting data on job activities
e.developing a job description and job specification
(b; moderate; p. 113)

14.Selecting representative positions to use in the job analysis is the _____ step in the process. a.first
b.second
c.third
d.fourth
e.fifth
(c; moderate; p. 114)

15.The third step in conducting a job analysis is _____.
a.deciding how to use the information
b.reviewing relevant background information
c.selecting representative positions
d.collecting data on job activities
e.developing a job description and job specification
(c; moderate; p. 114)

16.Collecting data on job activities,...
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