Which 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?

1.
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Which term refers to the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees?
- A.
  Job analysis
- B.
  HR alignment
- C.
  Strategic planning
- D.
  Talent management
2.
Connor, a manager at a boat manufacturing firm, takes a talent management approach to his duties. Which of the following would Connor most likely do?
- A.
  Coordinate recruitment and compensation activities
- B.
  Use different competencies for recruitment and development
- C.
  Rely primarily on applicant testing results for hiring decisions
- D.
  Manage employees based on their experience with the organization
3.
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 description
- B.
  Job specification
- C.
  Job analysis
- D.
  Job context
4.
The information resulting from a job analysis is used for writing ________.
- A.
  Job descriptions
- B.
  Corporate objectives
- C.
  Personnel questionnaires
- D.
  Training requirements
5.
All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________.
- A.
  Work activities
- B.
  Human behaviors
- C.
  Performance standards
- D.
  Employee benefits options
6.
A manager uses the information in a job analysis for all of the following EXCEPT ________.
- A.
  Assessing training requirements
- B.
  Complying with FCC regulations
- C.
  Determining appropriate compensation
- D.
  Providing accurate performance appraisals
7.

Which of the following most likely depends on a job's required skills, education level, safety hazards, and degree of responsibility?
- A.
  Employee compensation
- B.
  Organizational culture
- C.
  Annual training requirements
- D.
  OSHA and EEO compliance
8.
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 appraisal
- B.
  Compensation schedule
- C.
  Workflow system
- D.
  Job analysis
9.
Allison, a manager at a large clothing retail store, needs to determine essential duties that have not been assigned to specific employees. Which of the following would most likely provide Allison with this information?
- A.
  Work activities
- B.
  Job context
- C.
  Job analysis
- D.
  Performance standards
10.
The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job.
- A.
  Organization chart
- B.
  Job analysis
- C.
  Work aid
- D.
  Job description
11.
Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis. What should be Jennifer's first step in the process?
- A.
  Deciding how the gathered information will be used
- B.
  Collecting data on job activities and working conditions
- C.
  Selecting representative job positions to assess
- D.
  Reviewing relevant background information
12.
Which of the following data collection techniques would be most useful when writing a job description for a software engineer?
- A.
  Distributing position analysis questionnaires
- B.
  Interviewing employees
- C.
  Analyzing organization charts
- D.
  Developing a job process chart
13.
Which of the following is a written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job?
- A.
  Job specification
- B.
  Job analysis
- C.
  Job description
- D.
  Job context
14.
Which of the following refers to the human requirements needed for a job, such as education, skills, and personality?
- A.
  Job specifications
- B.
  Job analysis
- C.
  Job placement
- D.
  Job descriptions
15.
All of the following requirements are typically addressed in job specifications EXCEPT ________.
- A.
  Desired personality traits
- B.
  Required education levels
- C.
  Necessary experience
- D.
  Working conditions
16.
Which of the following indicates the division of work within a firm and the lines of authority and communication?
- A.
  Process chart
- B.
  Employee matrix
- C.
  Organization chart
- D.
  Corporate overview
17.
A(n) ________ shows the flow of inputs to and outputs from a job being analyzed.
- A.
  Organization chart
- B.
  Process chart
- C.
  Job analysis
- D.
  Job description
18.
A workflow analyst would most likely focus on which of the following?
- A.
  Methods used by the firm to accomplish tasks
- B.
  Behaviors needed to complete specific work
- C.
  A single, identifiable work process
- D.
  A quantifiable worker skill
19.
Which of the following is an example of business process reengineering?
- A.
  Using computerized systems to combine separate tasks
- B.
  Creating a visual chart for work flow procedures
- C.
  Assigning additional activities to new employees
- D.
  Developing employee skills and behaviors
20.
During the job analysis process, it is important to ________ before collecting data about specific job duties and working conditions.
- A.
  Test job questionnaires on a small group of workers
- B.
  Confirm the job activity list with employees
- C.
  Select a sample of similar jobs to analyze
- D.
  Assemble the job specifications list
21.
The fourth step in conducting a job analysis most likely involves collecting data about all of the following EXCEPT ________.
- A.
  Required employee abilities
- B.
  Typical working conditions
- C.
  Employee turnover rates
- D.
  Specific job activities
22.
While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________.
- A.
  EEOC representative
- B.
  HR manager
- C.
  Legal department
- D.
  Worker
23.
During the job analysis process, the primary purpose of having workers review and modify data collected about their current positions is to ________.
- A.
  Confirm that the information is correct and complete
- B.
  Provide a legal benchmark for employer lawsuits
- C.
  Encourage employees to seek additional job training
- D.
  Validate the job specification list provided by HR
24.
What is the final step in conducting a job analysis?
- A.
  Writing a job description and job specifications
- B.
  Validating all of the collected job data
- C.
  Collecting data on specific job activities
- D.
  Reviewing relevant background information
25.
Murray, Inc. emphasizes a desire for detail-oriented, motivated employees with strong social skills as indicated in the firm's job ________.
- A.
  Specifications
- B.
  Analysis
- C.
  Reports
- D.
  Descriptions

Which term refers to a procedure for determining the duties and skill?

Job analysis is a procedure through which you determine the duties and responsibilities, nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an employee to perform particular job.

Which is the procedure to determine job duties and the characteristics of people to hire for those jobs?

Job analysis is the procedure through which you determine the duties of the jobs you are analyzing and the characteristics of the people to hire for them.

What is the process which identifies and determine the duties of a given job?

A job analysis is often known as the process used to identify the tasks, responsibilities, skills, objectives, and work environment for a specific job.

What is the name of the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job?

A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent output result of the job analysis.

Which 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?

Which term refers to a procedure for determining the duties and skill?

Which is the procedure to determine job duties and the characteristics of people to hire for those jobs?

What is the process which identifies and determine the duties of a given job?

What is the name of the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job?

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