Strategic Human Resources Planning, 5e

Test Bank for Strategic Human Resources

Planning 5th Edition Belcourt McBey Hong Yap
8131527808 9788131527801

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CHAPTER 4—JOB ANALYSIS

MULTIPLE CHOICE
1. Under which category in the Position Analysis Questionnaire would the use of
interpersonal contacts in the work environment be used?
a. information input
b. mental processes
c. work output
d. relationships with other workers

ANS: D BLM: Higher Order REF: Page 102

2. What type of planning deals with determining which internal candidates are best suited
for promotion within an organization?
a. scientific
b. succession
c. special
d. specification

ANS: B BLM: Higher Order REF: Page 91

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 Test Bank Strategic Human Resources Planning, 5e

3. What is the term that describes a grouping of related duties, tasks, and behaviours
performed by one or more individuals?
a. cluster
b. criteria
c. skill
d. job

ANS: D BLM: Remember REF: Page 89

4. What is the purpose of a Position Analysis Questionnaire?

a. to use items or job elements to compare jobs throughout an organization
b. to determine the people, data, and things required to perform a job
c. to gather information on qualitative behaviours for a job
d. to divide a job into dimensions anchored to a numerical scale

ANS: A BLM: Higher Order REF: Page 102

5. With respect to job analysis, when does the error called “contamination” occur?
a. when a job description fails to incorporate relevant behaviours
b. when the job analysis gathers too much information
c. when invalid behaviours are included in a job description
d. when critical incidents put the focus on irrelevant behaviours

ANS: C BLM: Higher Order REF: Page 93

6. Which of the following steps is NOT listed in Darin Hartley’s “Job Analysis at the
Speed of Reality” (JASR)?
a. Determine the scope of the job to be analyzed.
b. Obtain top management support.
c. Identify the job’s functional “duty areas.”
d. Briefly explain the JASR process and participant roles.

ANS: B BLM: Remember REF: Page 94

7. Susan is conducting a job analysis of John’s job and watches John do his work by
standing near him. What type of observation method is Susan utilizing?
a. indirect
b. proximal
c. direct
d. distal

ANS: C BLM: Higher Order REF: Page 97

8. If questionnaires are used in a job analysis, which of the following would NOT be a
common element?
a. other attributes

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 Strategic Human Resources Planning, 5e

b. working conditions
c. education
d. responsibilities

ANS: A BLM: Remember REF: Page 97

9. While completing the Position Analysis Questionnaire (PAQ), Chris is asked about the
types of planning, reasoning, and decision-making processes required for a job. What
segment of the PAQ is Chris completing?
a. information input
b. mental processes
c. work output
d. relationships with other workers

ANS: B BLM: Higher Order REF: Page 102

10. What are the two written outcomes from a job analysis?
a. job specification and job description
b. job tasks and job skills
c. job skills and job knowledge
d. job knowledge and job benchmarks

ANS: A BLM: Remember REF: Page 89

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 Test Bank Strategic Human Resources Planning, 5e

11. According to the textbook, what is the process called if all jobs are analyzed at the
same time during a job analysis?
a. sequential
b. concurrent
c. simultaneous
d. reciprocal

ANS: B BLM: Remember REF: Page 94

12. What is the primary purpose of the Canadian federal government’s National
Occupational Classification (NOC)?
a. To provide Canadians with usable information about where to find local jobs.
b. To provide Canadians with necessary information requirements for degree
programs.
c. To provide Canadians with relevant information for the highest paying
occupations.
d. To provide Canadians with definitive information on occupations and their
requirements.

ANS: D BLM: Higher Order REF: Page 94

13. In a job analysis, if Karen asks Bill to list certain events that greatly influence his job,
what is Karen probably asking Bill for?
a. behavioural anchors
b. common complaints
c. knowledge, skills, and abilities
d. critical incidents

ANS: D BLM: Higher Order REF: Page 102

14. What criticism has been made of competency-based approaches to job analysis?
a. They are so time-consuming that their costs are not rationalized.
b. They are so detailed that the information produced is overload.
c. They are so broad and ill-defined that they are of little practical use.
d. They are so altruistic that they are devoid of useful information.

ANS: C BLM: Higher Order REF: Page 107

15. According to the text, what need prompted the increased use of competency
modelling?
a. The need for flexibility and cross-training of employees.
b. The need for generalized knowledge and role competencies.
c. The need for problem-solving and accountability skills.
d. The need for advocacy and increased performance abilities.

ANS: A BLM: Higher Order REF: Page 103

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 Strategic Human Resources Planning, 5e

16. In the article titled “Competency Models in Practice,” several categories are used to
organize competencies identified by the leadership team at 3M. Which of the
following is NOT one of those categories?
a. essential competencies
b. visionary competencies
c. strategic competencies
d. fundamental competencies

ANS: C BLM: Remember REF: Page 104

17. In Step 3 of the Job Analysis Process from the text, which of the following is a typical
question used to examine recorded data on the job?
a. What type of education and training are required to improve performance?
b. What specific performance reasons are there for the job to be modified?
c. What can the employee’s manager due to motivate exemplary performance?
d. What is the sequence of behaviours required for successful job performance?

ANS: D BLM: Remember REF: Page 99

18. What are the two main aspects associated with Frederick Taylor’s presentation of
scientific management?
a. The methods and time measurement associated with each task.
b. The technological skills and abilities associated with each task.
c. The training and orientation requirements associated with each task.
d. The critical incidents and behaviours associated with each task.

ANS: A BLM: Remember REF: Page 91

19. What is one of the minimum requirements needed to perform a job analysis?
a. personality
b. mindset
c. knowledge
d. perception

ANS: C BLM: Remember REF: Page 89

20. Which of the following provides the foundation for effective talent management and
ensures legal compliance?
a. job enrichment
b. job enlargement
c. job analysis
d. job rotation

ANS: C BLM: Remember REF: Page 89

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