dessler
Chapter 4: Job Analysis
Multiple Choice
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)
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.
f. work activities
g. human behaviors
h. machines, tools, equipment, and work aids
i. performance standards
j. job context
(a; moderate; p. 112)
2. 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)
3. 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)
4. The fifth step in conducting a job analysis is _____.
a. deciding how to use the information
b. reviewing relevant background information
c. verifying the job analysis information
d. collecting data on job activities
e. developing a job description and job specification
(c; moderate; p. 114)
5. Which of the following is not an advantage of using interviews to collect job analysis data?
a. it is simple to use
b. some information may be exaggerated or minimized
c. it is quick to collect information
d. it can identify uncommon, but important activities
e. it can be used to explain need for
Multiple Choice
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)
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.
f. work activities
g. human behaviors
h. machines, tools, equipment, and work aids
i. performance standards
j. job context
(a; moderate; p. 112)
2. 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)
3. 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)
4. The fifth step in conducting a job analysis is _____.
a. deciding how to use the information
b. reviewing relevant background information
c. verifying the job analysis information
d. collecting data on job activities
e. developing a job description and job specification
(c; moderate; p. 114)
5. Which of the following is not an advantage of using interviews to collect job analysis data?
a. it is simple to use
b. some information may be exaggerated or minimized
c. it is quick to collect information
d. it can identify uncommon, but important activities
e. it can be used to explain need for