人力資源第四章習(xí)題

1、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

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

3、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. m

4、achines, tools, equipment, and work aids d. performance standards e. job context (b; moderate; p. 126) 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 beha

5、viors c. machines, tools, equipment, and work aids d. performance standards e. job context (a; moderate; p. 126) 6. 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. hu

6、man behaviors c. machines, tools, equipment, and work aids d. performance standards e. job context (d; moderate; p. 126) 7. 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.

7、a. work activities b. human behaviors c. human requirements d. performance standards e. job context (c; moderate; p. 126) 8. 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.

8、 work activities b. human behaviors c. machines, tools, equipment, and work aids d. performance standards e. job context (e; moderate; p. 126) 9. There are steps in doing a job analysis. a. three b. four c. five d. six e. ten (d; easy; p. 127) 10. Deciding how to use the resulting information is the

9、 step in doing a job analysis. a. first b. second c. third d. fourth e. fifth (a; moderate; p. 127) 11. 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 a

10、ctivities e. developing a job description and job specification (a; moderate; p. 127) 12. 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. 1

11、27) 13. 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) 14. Selec

12、ting 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) 15. The third step in conducting a job analysis is . a. deciding how to use the information b. reviewing relevant background information c. select

13、ing representative positions d. collecting data on job activities e. developing a job description and job specification (c; moderate; p. 128) 16. Collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job is the step i

14、n the job analysis process. a. first b. second c. third d. fourth e. fifth (d; moderate; p. 128) 17. 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 a

15、ctivities e. developing a job description and job specification (d; moderate; p. 128) 18. 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; mod

16、erate; p. 128) 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.

17、128) 20. 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) 21. The final step in conducting a job analysis is . a. deciding how to use the information b. reviewing relevant background infor

18、mation c. selecting representative positions d. collecting data on job activities e. developing a job description and job specification (e; moderate; p. 128) 22. 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 pre

19、view e. job description (b; moderate; p. 128) 23. 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) 24. A summarizes the personal qualities

20、, traits, skills, and background required for getting the job done. a. job specification b. job analysis c. job report d. job description e. job context (a; moderate; p. 128) 25. Royall moderate; p. 128) 26. Which of the following may be included in a job specification? a. personal qualities b. trai

21、ts c. skills d. required background e. all of the above (e; easy; p. 128) 27. Which of the following methods is used to gather job analysis data? a. interviews b. questionnaires c. observation d. all of the above e. none of the above (d; moderate; p. 129) 28. Who is interviewed by managers collectin

22、g job analysis data? a. individual employees b. groups of employees with the same job c. supervisors who know the job d. all of the above e. none of the above (d; moderate; p. 129) 29. Which of the follow ing is not an adva ntage of using in terviews to collect job an alysis data? a. It is simple to

23、 use. b. Some information may be exaggerated or minimized. c. It is quick to collect information. d. It can ide ntify un com mon, but importa nt activities. e. It can be used to explain need for job analysis. (b; moderate; p. 130) 30. In terviews ofte n in clude questi ons about. a. supervisory resp

24、onsibilities b. job duties c. education d. experienee e. all of the above (e; easy; p. 130) 31. In additi on to ide ntify ing the specific duties associated with a job, a job an alysis should also seek to ide ntify the a. length of time an employee has held the position b. order of importanee c. fre

25、quency of occurrenee d. all of the above e. b and c only (e; difficult; p. 133) 32. For which of the followi ng jobs is direct observati on not recomme nded to collect data used in a job an alysis? a. assembly-line worker b. accounting clerk c. engineer d. receptionist e. salesperson (c; difficult;

26、p. 133) 33. Ais the time it takes to complete a job. a. job specification b. work cycle c. work week d. shift e. none of the above (b; moderate; p. 136) 34. The average cycle time is a(n) . a. minute b. hour c. day d. week e. it depends on the specific job (e; easy; p. 136) 35. When a worker changes

27、 what he or she would normally do because they are being watched, has occurred. a. proactivity b. reactivity c. cycling d. diverting e. none of the above (b; moderate; p. 136) 36. Which two data collection methods are frequently used together? a. direct observation and interviewing b. questionnaires

28、 and direct observation c. interviewing and questionnaires d. diaries and interviewing e. most are used individually (a; difficult; p. 136) 37. Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on . a. diaries

29、 b. interviews c. direct observation d. questionnaires e. supervisor verification (a; easy; p. 136) 38. Which of the following is considered a qualitative approach to job analysis? a. position analysis questionnaire b. interviews c. Department of Labor approach d. functional job analysis e. all are

30、qualitative approaches (b; difficult; p. 137) 39. Which of the followi ng is con sidered a qua ntitative approach to job an alysis? a. in terviews b. diaries c. Department of Labor Job Analysis Procedure d. direct observation e. questionnaires (c; difficult; p. 137) 40. What form of data collecti on

31、 invo Ives record ing work activities in a log? a. in terviews b. diaries c. direct observati on d. questi onn aires e. none of the above (b; easy; p. 136) 41. Which of the following is not one of the basic activities in cluded in a positi on an alysis questi onn aire? a. performing skilled activiti

32、es b. being physically active c. operating equipment d. processing information e. all are included in a position analysis questionnaire (e; moderate; p. 137) 42. Theassig ns a qua ntitative score to each job based on its decisi on-mak ing, skilled activity, physical activity, equipme nt operatio n,

33、and in formati on-process ing characteristics. a. Department of Labor Procedure b. position analysis questionnaire c. functional job analysis d. log approach e. all of the above (b; moderate; p. 137) 43. Which qua ntitative job an alysis tech nique can be con ducted on li ne? a. position analysis qu

34、estionnaire b. Department of Labor Procedure c. functional job analysis d. all of the above e. none of the above (a; difficult; p. 137) 44. Which of the following is included in a functional job analysis? a. the extent to which specific instructions are necessary to perform the task b. the extent to

35、 which reasoning and judgment are required to perform the task c. the mathematical ability required to perform the task d. the verbal and language facilities required to perform the task e. all of the above (e; moderate; p. 138) 45. Most job descriptions contain sections that cover . a. job summary

36、b. standards of performance c. working conditions d. job identification responsibilities e. all of the above (e; easy; p. 141) 46. One uses information from the to write a job specification. a. job summary b. job identification c. job description d. standards for performance e. job advertisement (c;

37、 moderate; p. 141) 47. What type of information is contained in the job identification section of a job description? a. job title b. job summary c. relationships statement d. major functions or activities e. all of the above (a; difficult; p. 144) 48. FLSA status is located in the section of a job d

38、escription. a. job summary b. job identification c. relationships d. responsibilities and duties e. none of the above (b; moderate; p. 144) 49. The classifies all workers into one of 23 major groups of jobs. a. Department of Labor Procedure b. Job analysis c. Standard Occupational Classification d.

39、Federal Professions Classification System e. none of the above (c; easy; p. 145) 50. Under the , the individual must have the requisite skills, educational background, and experience to perform the job s essential functions. a. SOC b. DOL c. ADA d. FCC e. SIC (c; moderate; p. 145) 51. Which section

40、of a job description should define the limits of the jobholder s authority, direct supervision of other personnel, and budgetary limitations? a. job identification b. job summary c. relationships d. responsibilities and duties e. pay levels (d; moderate; p. 145) 52. When is an employer required to m

41、ake a“reasonable accommodation” for a disabled individual? a. any time a disabled individual applies for a position b. employers are only encouraged to make reasonable accommodations c. when a disabled individual has the necessary skills, education, and experience to perform the job, but can t becau

42、se of the job s current structure d. when it would present an undue hardship e. when the job function is essential (c; moderate; p. 146) 53. Job duties that employees must be able to perform, with or without reasonable accommodation, are called . a. essential job functions b. job requirements c. pri

43、mary job activities d. work activities e. all of the above (a; easy; p. 146) 54. The job specification takes the job description and answers the question, ? a. What human traits and experience are required to do this job well b. When will the supervisor be completely satisfied with a worker s work c

44、. What are the four main activities making up this job d. How many other employees are available to perform job functions e. What are the performance standards for the job (a; difficult; p. 148) 55. When filling jobs with untrained people, the job specifications may include . a. quality of training

45、b. length of previous service c. previous job performance d. physical traits e. all of the above (d; moderate; p. 148) 56. Which of the following work behaviors is considered “ generic ” or important to all jobs? a. industriousness b. intelligence c. experience d. morality e. motivation (a; moderate

46、; p. 149) 57. All of the follow ing work behaviors are con sidered “ gen eric ” or importa nt to all jobsexcept. a. thoroughness b. attendance c. experienee d. schedule flexibility e. industriousness (c; moderate; p. 149) 58. means assig ning workers additi onal same-level activities, thus in creas

47、ing the nu mber of activities they perform. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Job adjustment (d; easy; p. 153) 59. means systematically moving workers from one job to ano ther. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Job adjus

48、tment (a; easy; p. 153) 60. means redesig ning jobs in a way that in creases the opport un ities for the worker to experie nee feeli ngs of resp on sibility, achieveme nt, growth, and recog niti on. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Job adjustment (b; easy; p.

49、 154) 61. Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment? a. Adam Smith b. Frederick Taylor c. Frederick Herzberg d. Abraham Maslow e. Milton Friedman (c; moderate; p. 154) 62. refers to broadening the respo

50、nsibilities of the companys jobs, and encouraging employees not to limit themselves to what s on their job descriptions. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Dejobbing (e; easy; p. 154) 63. Dejobbing can be described as . a. assigning workers additional work at t

51、he same level b. redesigning jobs to increase opportunities for responsibility c. moving workers from one job to another d. encouraging employees not t o limit themselves to whats on their job descriptions e. focusing workers on highly specialized jobs (d; moderate; p. 154) 64. Job enrichment can be

52、 described as . a. assigning workers additional work at the same level b. redesigning jobs to increase opportunities for responsibility c. moving workers from one job to another d. encouraging employees not to limit themselves to what s on their job descriptions e. focusing workers on highly special

53、ized jobs (b; moderate; p. 154) 65. Jack works at a Hilton hotel. Some weeks he works in catering but he also works in housekeeping, and in reservations periodically. This is an example of . a. job enlargement b. job rotation c. job enrichment d. dejobbing e. job specialization (b; easy; p. 154) 66.

54、 The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called . a. job redesign b. reengineering c. process engineering d. job enlargement e. outsourcing (b; easy; p. 155) 67. Describing the job in terms of the measurable, observable

55、, and behavioral competencies necessary for good job performance is called a . a. competency-based job analysis b. Department of Labor Procedure c. functional job analysis d. SOC classification system e. none of the above (a; easy; p. 155) 68. Competency analysis focuses on . a. what is accomplished

56、 b. how work is accomplished c. when work is accomplished d. who accomplishes the work e. where the work is accomplished (b; difficult; p. 155) 69. Traditional job analysis focuses on a. what is accomplished b. how work is accomplished c. when work is accomplished d. who accomplishes the work e. whe

57、re the work is accomplished (a; difficult; p. 156) 70. When a supervisor bases an employee s training, appraisals, and rewards on the skills and competences he or she needs to achieve his or her goals, the supervisor is using . a. competency analysis b. traditional analysis c. performance management

58、 d. functional systems management e. none of the above (c; moderate; p. 156) True/ False 71. Job analysis produces information used for writing job descriptions and job specifications. (T; easy; p. 126) 72. The information gathered during a job analysis is primarily used for listing what jobs entail

59、 and what kind of people to hire for the job. (T; easy; p. 126) 73. Organization charts show the division of work throughout the organization, how the job relates to others, and where the job fits in the organization. (T; easy; p. 127) 74. A process chart shows the organization-wide division of work

60、, how the job in question relates to other jobs, and where the job fits in the overall organization. (F; moderate; p. 128) 75. Conducting the job analysis is the sole responsibility of the HR specialist. (F; moderate; p. 129) 76. The interview is the most widely used method for identifying job dutie