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Terms in this set (47)Because a job analysis includes information about the requirements of someone performing T 2. A statement of the different duties, tasks, and responsibilities of a job is known as a job specification. F 3. Job specifications describe the duties, tasks, and responsibilities performed on the job and therefore play a key role in performance appraisal. F 8. Job Analysis is the process of obtaining information about jobs through a process of determining what the duties, tasks or activities of those jobs are. T 9. Job analysis helps employers meet their duty under the law. T 10. Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries. T 11. Employee interviewing is the most accurate method of job analysis because the employee is least likely to exaggerate essential job functions. F 13. O*Net, compiled by the Department of Labor, contains standardized and comprehensive job descriptions. T 14. Critical incident analysis is an organization specific list of tasks and their descriptions used as a basis to identify components of a job. F 15. The critical job tasks identified by the critical incident approach to job analysis include those important behaviors and job responsibilities performed by the jobholder that lead to job success. T 16. Job descriptions, job specifications, and even job evaluation can now be downloaded quickly from O*NET. F 17. The task inventory analysis method was pioneered by Microsoft. F 18. Most job descriptions include a job title, a job identification section, and a job duties section. T 19. The job title is of psychological importance as well as descriptive. T 20. Under the Americans with Disabilities Act, the purpose of "essential functions" in a job description is to help match job requirements to organizational goals. F 21. The law requires employers to be able to show that the job criteria they use to select employees for a particular position relate specifically to the duties for that job. T 22. Job specifications usually cover two areas: (1) the skill required to perform the job and (2) the level of autonomy inherent in the position. F 23. When writing a job description, use statements that are terse, direct, and simply T 25. Managers of businesses where employees perform many different job tasks must be concerned about writing specific job descriptions because federal guidelines and court decisions require job requirements must be based on valid job-related criteria. T 27. Software programs, more often than not, actually hinder the job analysis process. F 28. Job design considers organizational objectives, industrial engineering considerations, ergonomic concerns, and job descriptions. F 44. Job design objectives that emphasize industrial engineering considerations concentrate on the study of work cycles to determine how to reduce the time needed to complete the cycle. T 45. A critical aspect of industrial engineering is the establishment of time standards for a particular work cycle. T 48. The job specifications section should also include interpersonal skills if a competency-based job analysis approach is used. T 1. A job-analysis approach that utilizes an inventory of the various types of work activities that can constitute any job is known as: functional job analysis 2. A job analysis method by which important job tasks are identified for job success is known as: functional job analysis 3. An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs is known as: task inventory analysis 4. A job specification is: a statement of the knowledge, skills, and abilities required to perform work. 5. A statement of the knowledge, skills, and abilities required to perform a job is a: job specification 6. Employers must be able to show that job specifications: relate specifically to the duties of the job. 7. A job description is: a statement of the tasks, duties and responsibilities of a job 10. The worth and compensation of a job should depend on all of the following except: the sex of the employee 11. Job analysis is called the cornerstone of HRM because: the information it collects serves so many HRM functions. 12. The process of obtaining information about jobs by determining their duties, tasks, or activities is called: job analysis 17. Which of the following is not a method to gather job analysis information? applications 19. Job data may be obtained in all of the following ways except from: the Uniform Guidelines on Employee Selection Procedures. 20. When a job analyst doubts the accuracy of information provided by employees, he or she should obtain additional information from all of the following except: o*net 24. The objective of the critical incident method of job analysis is to: identify critical job tasks. 25. Which popular method of job analysis was pioneered by the U.S. Air Force? Task Inventory Analysis 26. In a fast-moving environment where job analysis must accommodate change, many organizations may adopt a ____, where the emphasis is placed on characteristics of successful performers rather than standard duties. Competency Based Analysis 27. Most job descriptions contain all of the following except a: job evaluation section 28. The job title: is of psychological importance in that it provides status to the employee. indicates the level within the occupational hierarchy occupied by the jobholder. may indicate the basic duties involved in the job. 29. The section of a job description that provides information about the location of the job and the reporting relationships involved is the: job identification section. 30. The statements in a job description covering job duties or essential job functions are usually arranged in: order of importance 31. The job specification section of a job description should include: Interpersonal or behavioral attributes necessary for job success.
32. Which of the following is not a problem frequently associated with job descriptions? They tend to broaden the scope of activities of the jobholder 74. Which of the following is not a disadvantage of flextime schedules: flextime makes it difficult to recruit and retain personnel.
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QUESTION The activities that managers engage in to increase their power and to use power effectively to achieve their goals are known as: 15 answers QUESTION What is the clinical effect of vasodilation? 9 answers QUESTION Research has shown that companies seldom start utilizing strategic management after a crisis, but rather when profits are high and their industries become less competitive. 4 answers What are the 4 methods of job analysis?See Performing Job Analysis. Four primary methods of job evaluations used to set compensation levels are point factor, factor comparison, job ranking and job classification.
What are the 5 job analysis methods?Job Analysis Methods – Survey Method, Interview Method, Observation Method, Record Method, Job Psychographic Method, Job Analysis by Test and a Few Others.
What is the most common job analysis method?The questionnaire method is perhaps the most commonly used job analysis method. The jobholders are given a well-designed questionnaire to elicit essential job-related information. The questionnaires are given to supervisors once they have been completed.
What are the techniques of job analysis?This particular method includes three techniques: direct observation, Work Methods Analysis and Critical Incident Technique. The first method includes direct observation and recording of behaviour of an employee in different situations.
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Common methods of analyzing jobs include interviews, questionnaires, observation, and diaries.
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