Human Resource Management, 12e (Dessler)Chapter 4 Job Analysis1) Which of the following terms refers to the procedure used to determine the duties associated with job positions and the characteristics of the people to hire for those positions?A) job descriptionB) job specificationC) job analysisD) job contextE) job standard Answer: CExplanation: Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be most appropriate for the job. A job analysis produces the necessary information to develop job descriptions and job specifications. Diff: 1Page Ref: 116Chapter: 4Objective: 1Skill: Concept2) The information resulting from a job analysis is used for writing _.A) job descriptionsB) corporate objectivesC) personnel questionnairesD) training requirementsE) mission statementsAnswer: AExplanation: A job description is a list of what a job entails, and it is derived from a job analysis. Job analysis is the procedure through which you determine the duties of job positions and the characteristics of the people that should be hired for the positions.Diff: 1Page Ref: 116Chapter: 4Objective: 1Skill: Concept3) All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT _.A) work activitiesB) human behaviorsC) performance standardsD) human requirementsE) employee benefits optionsAnswer: EExplanation: Work activities, human behaviors, work aids, performance standards, job context, and human requirements are the types of information typically collected through a job analysis. Information gathered through a job analysis is used to develop job descriptions and job specifications. Managers use job analysis for the purpose of recruitment, compensation, training, and performance appraisal but not for assessing employee benefits options.Diff: 2Page Ref: 116Chapter: 4Objective: 1Skill: Concept4) A manager uses the information in a job analysis for all of the following EXCEPT _.A) assessing training requirementsB) complying with FCC regulationsC) determining appropriate compensationD) recruiting and selecting individuals for a job E) providing accurate performance appraisalsAnswer: BExplanation: Managers use information gathered from a job analysis for many activities including providing performance appraisals, recruiting, determining compensation, and assessing training requirements. Job analysis plays a major role in EEO (Equal Employment Opportunity Commission) compliance but not with FCC (Federal Communications Commission) regulations.Diff: 2Page Ref: 117Chapter: 4Objective: 1Skill: Concept5) Which of the following most likely depends on a jobs required skills, education level, safety hazards, and degree of responsibility? A) employee compensationB) organizational cultureC) annual training requirementsD) OSHA and EEO complianceE) telecommuting opportunitiesAnswer: AExplanation: Compensation in the form of salaries and bonuses greatly depends upon a jobs required skills, education level, safety hazards, and level of responsibility. Managers use the job analysis to determine the relative worth of a specific job and the most appropriate compensation for an employee. Diff: 2Page Ref: 117Chapter: 4Objective: 1Skill: Concept6) In order for Hollis Construction to be in full compliance with the Americans with Disabilities Act, the manager needs a _ for each position to validate all human resource activities.A) performance appraisalB) compensation scheduleC) workflow systemD) quality control clerkE) job analysisAnswer: EExplanation: A job analysis is needed for each job at a firm to ensure compliance with the EEOC. According to the U.S. Federal Agencies Uniform Guidelines on Employee Selection, a job analysis is needed to validate all major human resource activities. A firm that is in compliance with the Americans with Disabilities Act, for example, should know the essential job functions of each job which requires a job analysis.Diff: 2Page Ref: 117Chapter: 4Objective: 1Skill: Application7) Managers use _ to uncover essential duties that have not been assigned to specific employees.A) work activitiesB) job specificationsC) job analysisD) performance standardsE) job contextAnswer: CExplanation: Job analysis can help reveal duties that need to be assigned to a specific employee. Job specifications are generated by a job analysis, but they typically focus on the type of person that is most suitable for a specific job. Work activities, performance standards, and job context are the types of information that are provided through a job analysis, but they do not necessarily uncover unassigned tasks.Diff: 1Page Ref: 117Chapter: 4Objective: 1Skill: Concept8) The