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Job analysis is a process of gathering information about the job

The final process of a job analysis is the preparation of two statements, namely, job description
and job specification
Which of the following terms is not associated with job analysis? competitor
The process of bringing together different tasks to build a job is called job design
The process of grouping of similar types of works together is known as job classification
The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and
responsibilities is known as job evaluation
The written statement of the findings of job analysis is called job description
A structured questionnaire method for collecting data about the personal qualities of employees
is called work profiling system
The model that aims at measuring the degree of each essential ability required for performing the
job effectively is known as Fleishman Job Analysis System
The method that depends mainly on the ability and experience of the supervisors for gathering
relevant information about the job is called the technical conference method
Designing a job according to the workers physical strength and ability is known as ergonomics
Which of the following is not a component of job design? job outsourcing
Moving employees from one job to another in a predetermined way is called job rotation
Observable and measurable behaviors that comprise part of a job are known as performance
management.
Analyzing jobs involves determining in detail: What the job entails and the characteristics of
people to hire.
A list of what a job entails is the job's: Job description.
What kind of people to hire for a particular job is indicated by the: Job specifications.
The organization-wide division of work is shown by a(n): Organization chart.
Two tangible products of the job analysis are:________ and ___________.Job description; job
specifications.
Popular methods for gathering job analysis data are: all

The most widely used method for identifying a job's duties and responsibilities is the: Interview.
The main problem with obtaining job analysis data through interviews is: Information
distortion.
Quantitative job analysis techniques do not include: Diary/log.
Identifying personal traits that validly predict which candidates will do well on the job is the goal
of: Job specifications.
Basing job specifications on statistical analysis is more _____ than a judgmental approach.
Defensible
Encouraging employees not to limit themselves to what's on their job descriptions is: Dejobbing.
A detailed picture of work flow is shown by the organization chart. False
Supervisor interviews are best used to collect job analysis data when groups of employees have
the same or similar jobs false
The questionnaire is a quick and efficient way to obtain information from a large number of
employees. True
A standardized method of quantitatively rating, classifying, and comparing different jobs is
achieved by use of the DOL job analysis procedure. True
Job specifications identify the type of person to recruit for a specific job.true
The most difficult but legally defensible method of identifying job specifications is statistical
analysis. True
Systematically moving workers from one job to another is job enlargement. False
Redesigning jobs to provide workers with feelings of achievement and recognition is job
enrichment. True
Broadening a job's responsibilities and not limiting employees to what's on their job descriptions
is job enrichment. False
Demonstrable characteristics of a person that enable work performance are known as
competencies. True
Observable and measurable behaviors that comprise part of a job are known as performance
management false