Test Bank for Human Resource Management Canadian 9th Edition Schwind 52 Test Bank True – False Questions 34 Test Bank Free Text Questions 66 Test Bank Multiple Choice Questions Interview
Trang 1Test Bank for Human Resource Management
Canadian 9th Edition Schwind
52 Test Bank True – False Questions
34 Test Bank Free Text Questions
66 Test Bank Multiple Choice Questions
Interviews are an effective way to collect job information for
all of the following reasons except
1 A interviewers can explain unclear questions
2 B they are quick and cost effective
3 C answers can be clarified
4 D job holders and supervisors provide input
5 E the process can provide accuracy
In identifying jobs to be analyzed, likely targets often include
the following, except
1 A jobs that are crucial to organizational success
2 B jobs that may preclude members of equity target groups
3 C jobs that are difficult to learn or perform
4 D jobs where there is continuous hiring
5 E jobs involving computers
When knowledge about jobs and their requirements are
collected by a human resource department, this is
5 E job standards setting
The technique where incumbents provide examples of
behaviours required to do a job effectively, and the way to do it is considered a(n)
1 A Functional Job Analysis
2 B Occupational Information Network
3 C Position Analysis Questionnaire
4 D Critical Incident Method
5 E Fleishman's Job Analysis System
Trang 2The job identity section on a job description would typically
include the following except
1 A job title
2 B job summary
3 C job location
4 D job grade and status
5 E whom job reports to
Phase 1 of the job analysis process includes all the following
except
1 A preparation for job analysis
2 B collection of job analysis information
3 C uses of job analysis information
4 D familiarization with the organization and jobs
5 E identification of jobs to be analyzed
The key parts of a job description have sections which
include
1 A human characteristics, working conditions, performance standards, tasks
2 B job identity, reporting relationships, salary, holidays
3 C job responsibilities, job working conditions, performance standards,
compensation
4 D job summary, reporting relationships, compensation, tasks
5 E job identity, job summary, job responsibilities, and job working conditions
Major human resource activities that rely on job analysis
information include all the following except
1 A determination of training needs
2 B job design/redesign
3 C fair compensation policies
4 D setting of realistic performance standards
5 E maintenance of the organization's physical infrastructure
For any human resource department to be effective, it must
first have a clear understanding of
1 A the jobs found throughout the organization
2 B the size of the organization
3 C the customer base
4 D the technology involved
5 E the legal environment the firm operates within
Trang 3Generally speaking, the use of employee logs as a collection
method for job analysis information would likely be most useful when the goal is to look at
1 A job selection procedures
2 B training procedures
3 C specific tasks and activities
4 D compensation policies
5 E discipline policies
In the first phase of job analysis, one activity a human
resource specialist must do is
1 A become familiar with the organization and its jobs
2 B determine sources of information
3 C design collection methods
4 D collect job analysis information
5 E design job descriptions
Human sources of organizational job data could include all
the following except
1 A managers at other similar businesses
2 B job incumbents
3 C supervisors
4 D customers
5 E subordinates
The purpose of job analysis schedules is to
1 A properly schedule the job analyst's time
2 B schedule which jobs are to be analyzed
3 C to collect uniform information on the jobs being analyzed
4 D analyze how employee's time is scheduled
5 E replace job schedules with position schedules in the organization
A business has one supervisor and six workers; the workers
have identical tasks and responsibilities Therefore there exists
1 A seven jobs
2 B six jobs and one position
3 C two jobs and seven positions
4 D seven jobs and two positions
5 E seven jobs and one position
Trang 4Which job analysis method focuses on cognitive,
psychomotor, physical and sensory abilities and is relatively new?
1 A Functional Job Analysis
2 B Occupational Information Network
3 C Position Analysis Questionnaire
4 D Critical Incident Method
5 E Fleishman's Job Analysis System
The federal government created an occupational
classification which uses the variables of skill level and types of job It is known as
1 A DOT
2 B NOC
3 C www.workopolis.com
4 D Position Analysis Questionnaire
5 E Functional Job Analysis
In choosing a data collection method for job analysis
information, the best way is
1 A interviewing
2 B observation
3 C (mailed) questionnaire
4 D employee log
5 E there is no one best way
The collection of tasks and responsibilities performed by
one person is called a
4 D equipment design blueprints
5 E interviews with employees and supervisors
Trang 5Standardized questionnaires to collect job information
measure the following
1 A compensation levels
2 B workstation design
3 C absenteeism
4 D performance standards
5 E previous job incumbents
Job analysis allows human resource specialists to
1 A determine proper colour schemes for various departments
2 B justify their existence
3 C help protect the organization from charges of discrimination
4 D avoid detailed job descriptions
5 E avoid legal requirements
Most job analysis checklists will attempt to measure all of
the following items except
1 A duties and responsibilities
2 B total wages or salary received
3 C performance standards
4 D working conditions
5 E safety hazards
A brief concise overview on a job description that tells what
a job is, how it is done, and why, is called the
Job analysis information is used for all the following except
1 A writing job descriptions
2 B determining profit margins
3 C designing performance standards
4 D job design
5 E assessing job specifications
The collection phase of job analysis includes
1 A determination of the uses of job analysis information
2 B identification of jobs to be analyzed
3 C determination of the source(s) of job data
4 D familiarization with organizational mission
5 E design of job descriptions and specifications
Trang 6There are phases in the job analysis process
The definition of a job is such that a job may be held by
1 A no more than one person
2 B one or more people so long as they are in different departments
3 C one or more people so long as they are in the same department
4 D any number of people regardless of location
5 E part-time employees only
The definition of a job is
1 A a position held by one person
2 B whatever work is assigned on a particular day
3 C the physical work space occupied
4 D a group of related activities and duties
5 E the same as instructions given by the immediate manager
Using existing job descriptions and specifications as the
source of data for a job analysis is an example of
which type of source of job data?
The two major job attributes that are used as classification
criteria by the National Occupational Classification (NOC) are
1 A skill level and skill type
2 B industry and occupational mobility
3 C industry and skill type
4 D education required and level of computerization
5 E skill level and geographic location
The Vancouver Fire Department was found to be in violation
of the Human Rights Act by having a minimum height requirement for applicants This could likely have been avoided by
1 A simply re-writing the job description
Trang 72 B avoiding taking the matter to the Human Rights Commission
3 C a proper job analysis process
4 D appealing to city officials
5 E keeping the requirements secret
Which job analysis method asks reviewers to determine the
degree to which 194 different task elements are
present in a specific job?
1 A Functional Job Analysis
2 B Occupational Information Network
3 C Position Analysis Questionnaire
4 D Critical Incident Method
5 E Fleishman's Job Analysis System
66 Free Test Bank for Canadian Human Resource
Management Canadian 9th Edition Schwind
Multiple Choice Questions - Page 2
Internal job analysis information can produce valid job
performance standards under all the below conditions except
1 A when performance is quantified
2 B when tasks are complex and specialized
3 C when performance is easily measured
4 D when performance standards are understood by workers and supervisors
5 E when performance requires little interpretation
Moving employees between different jobs is called
Trang 8Without measurable job performance standards
1 A performance control systems are relatively worthless
2 B management is more effective
3 C performance will remain at a constant high level
4 D morale will increase among the best workers
5 E workers can be in a strike position
A competency is a skill or ability associated with high
One good means of checking the accuracy of job
descriptions is to have them checked by
1 A (selected) jobholders
2 B the job supervisor(s)
3 C an impartial committee from outside the job area
4 D job holders and supervisors
5 E other human resource specialists
All the following are features of control systems except
In the last twenty years many jobs have been redesigned,
often due to the following reason(s)
1 A global competition
2 B global competition and complex technology
3 C increasing worker expectations
4 D global competition, complex technology, and increasing worker expectations
Trang 95 E increasing worker expectations and global competition
A competency model used in job design, can be developed
for all of the following except
The text suggests that accurate and timely job descriptions
are becoming increasingly difficult to produce for a variety of reasons including all the following except
1 A global competition
2 B changing worker profile
3 C fast technological obsolescence
4 D rapid increase in knowledge requirements
5 E lack of task identity, variety, and significance
Among the key employee considerations in job design are all
the following except
Proper job performance standards can do all the following,
with the likely exception of
1 A challenging and motivate employees
2 B maintaining high performance levels
3 C allowing managers to monitor and control work performance
4 D reducing morale
5 E contributing to employee satisfaction
To increase the quality of work life in specialized jobs, HR
departments will implement
1 A job rotation, job enlargement or job enrichment programs
2 B job enlargement, autonomy and job rotation programs
3 C feedback, variety and task identity
4 D ergonomic studies, job rotation and work teams
5 E job enrichment, work teams and employee suggestions programs
Trang 10The working conditions section on a job description could
include all of the following except
1 A organizational consideration of job design
2 B ergonomic consideration of job design
3 C employee consideration of job design
4 D environmental (societal) consideration of job design
5 E considered the same as task identity for job analysis purposes
When job analysts focus on developing broader skills rather
than performing specific duties they are using a
1 A reactive system
2 B competency matrix
3 C job redesign portfolio
4 D structured systematic appraisal
5 E total organization systems approach
Jobs that give workers autonomy tend to increase an
employee's
1 A self esteem and job performance
2 B salary and vacation allotment
3 C seniority level and self esteem
4 D productivity and apathy
5 E dissatisfaction and complaints
The physical relationship between the worker and the work
is a(n)
1 A organizational consideration of job design
2 B ergonomic consideration of job design
3 C employee consideration of job design
4 D environmental consideration of job design
5 E functional consideration of job design
Job rotation is a(n)
1 A organizational consideration of job design
2 B environmental consideration of job design
3 C employee consideration of job design
4 D ergonomic consideration of job design
Trang 115 E job rotation is not a job design consideration
When jobs are expanded by increasing the number of related
tasks an employee does, this is an example of
Organizational considerations of job design include
1 A efficiency and work flow
2 B task variety
3 C feedback
4 D task identity
5 E task significance
Work practices are an
1 A employee consideration of job design
2 B ergonomic consideration of job design
3 C organizational consideration of job design
4 D environmental (societal) consideration of job design
5 E legal consideration of job design
Competency based job descriptions are used for all of the
A job specification describes
1 A what a job does
2 B where the job fits specifically within the organization
3 C job demands and human characteristics required by them
4 D specific job behaviours required by company policies
5 E salary and benefits
When job design increases a worker's responsibility and
control over a job, this is an example of
Trang 12Designing proper job performance standards is another
1 A "job reports to data entry supervisor"
2 B "job requires adherence to specific company regulations"
3 C "job requires lifting 20kg bags in wet, noisy environment"
4 D "job deals solely with retail customers"
5 E "job may involve shift work"
One of the organizational considerations involved in job
When actual performance strays from the performance
standards for a job, one likely corrective action may
be
1 A changes to the standards
2 B having another person measure performance
3 C dismissal
4 D changing the job title
5 E changing jobs from full-time to part-time
Task significance is an
1 A organizational consideration of job design
2 B ergonomic consideration of job design
3 C employee consideration of job design
4 D environmental consideration of job design
5 E legal consideration of job design
Task identity is an
1 A ergonomic consideration of job design
2 B organizational consideration of job design
3 C employee consideration of job design
Trang 134 D environmental (societal) consideration of job design
5 E both an ergonomic and an environmental consideration of job design
Environmental considerations of job design include
52 Free Test Bank for Canadian Human Resource
Management Canadian 9th Edition Schwind True
- False Questions
(p 71)When identifying job required competencies, job
analysts include skills and knowledge, but not
behaviours
2 False
(p 60)The use of inappropriate job requirements causes
organizations to break criminal laws
2 False
(p 79)The intent of involving employees in teams is to
provide more autonomy, feedback and compensation
2 False
(p 61)The human characteristics required by the job holder
is a key piece of information measured by job
analysts
2 False
(p 60)Phase 2 of the job analysis process is the collection of
all relevant information.
2 False
(p 59-60)Identification of jobs to be analyzed is the third key
activity of phase 1 of job analysis