Chapter 4: Job Analysis Multiple Choice
1. ________ is the procedure 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. 126)
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. 126)
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. 126)
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. 126)
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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. 126)
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. 126)
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. 126)
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. 126)
6.
7.
8.
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9.
There are ________ steps in doing a job analysis. a. three b. four c. five d. six e. ten
(d; easy; p. 127)
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. 127)
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. 127)
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. 127)
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. 127)
10.
11.
12.
13.
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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. 128)
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. 128)
Collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job is the ________ step in the job analysis process. a. first b. second c. third d. fourth e. fifth
(d; moderate; p. 128)
The fourth 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 (d; moderate; p. 128)
Verifying the job analysis information with the worker performing the job and with his or her immediate supervisor is the ________ step in the job analysis process. a. first b. second c. third d. fourth e. fifth
(e; moderate; p. 128)
15.
16.
17.
18.
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19.
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. 128)
Developing a job description and job specification is the ________ step in the job analysis process. a. second b. third c. fourth d. fifth e. sixth
(e; moderate; p. 128)
The final 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 (e; moderate; p. 128)
A(n) ________ shows the flow of inputs to and outputs from the job being analyzed.
a. organization chart b. process chart c. value chain d. job preview e. job description (b; moderate; p. 128)
Which term refers to a written statement that describes the activities and responsibilities of the job? a. job specification b. job analysis c. job report
d. job description e. job context
(d; moderate; p. 128)
20.
21.
22.
23.
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