Chapter 5 Information for Making Human Resource Decisions

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1 Chapter 5 Information for Making Human Resource Decisions MULTIPLE CHOICE 1. Which of the following is NOT correct regarding job analysis? a. It is the process of gathering and organizing detailed information about jobs. b. It helps managers understand the processes through which jobs are most effectively performed. c. It is a fundamental input to the human resource planning process. d. It results from the design of recruitment and selection procedures for new employees. e. It helps managers understand the kinds of skills and abilities necessary for employees to perform their jobs. ANS: D PTS: 1 REF: p OBJ: Which of the following statements BEST describes the link between job analysis and human resource planning? a. Job analysis helps human resource planners understand exactly what kinds of work must be performed within the organization in the future. b. Job analysis provides information to help design training and development programs. c. Job analysis clarifies the essential elements of each job. d. Human resource planning forecasts the supply and demand for human resources. e. Mathematical models of historic trends can help in forecasting labor supply and demand. ANS: A PTS: 1 REF: p OBJ: When an organization attempts to forecast the supply of and demand for human resources, this is called a. empowerment. b. job enrichment. c. outsourcing. d. human resource planning. e. telemarketing. ANS: D PTS: 1 REF: p. 98 OBJ: John, a job analyst, was asked to prepare an analysis of the KSAs necessary to be a waiter at a local restaurant. Which of the following would NOT appear in his analysis? a. The waiter must be able to lift and carry trays. b. The waiter will have a comprehensive health coverage plan. c. The waiter must communicate effectively with customers. d. The waiter will have to stand for most of the workday. e. The waiter needs to have a good short-term memory. ANS: B PTS: 1 REF: p OBJ: A can often facilitate the forecasting of the supply of human resources. a. human resource information system b. focus group c. quality circle 2012 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 42

2 d. think tank e. quality team ANS: A PTS: 1 REF: p. 99 OBJ: A national hotel chain established a plan that describes how top managers will be promoted throughout the organization over time. This is called a. demand forecasting. b. the social context. c. empowerment. d. executive succession. e. human resource control. ANS: D PTS: 1 REF: p. 101 OBJ: When being interviewed during the gathering of job analysis data, which type of individual may provide exaggerated information about a job's complexity or importance? a. The job incumbent b. The immediate supervisor c. A higher-level supervisor d. An industrial engineer e. A human resource manager ANS: A PTS: 1 REF: p. 109 OBJ: Who generally share responsibility for conducting a job analysis? a. The line manager, the job incumbent, and the top management team b. The top management team, the operations manager, and the human resource manager c. The line manager, the human resource department, and the job analyst d. The job analyst, the immediate supervisor, and the job incumbent e. The human resource department, the job incumbent, and the job analyst ANS: C PTS: 1 REF: p. 109 OBJ: A small management-consulting firm experiences a tremendous boost in business in one year and must hire many new professional employees to provide services to its new customers. This business is likely following a strategy. a. growth b. stability c. reduction d. multinational e. none of these ANS: A PTS: 1 REF: p. 101 OBJ: 5.2 NAT: AACSB: reflective thinking AACSB: strategy 10. When an individual seeks additional training and education to improve her or his ability to find work, this is called: a. human capital investment. b. market waging. c. functional job analysis Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 43

3 d. rate of unemployment. e. task analysis inventory. ANS: A PTS: 1 REF: p. 106 OBJ: Which job analysis technique consists of requiring subject matter experts to develop a comprehensive description of work? a. Narrative job analysis b. The PAQ c. Functional job analysis d. Fleishman job analysis system e. Task analysis inventory ANS: A PTS: 1 REF: p. 110 OBJ: What is involved in the Fleischman job analysis system of conducting work assessments? a. A taxonomy of fifty-two abilities that effectively captures variations in job performance, which are rated by job incumbents b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance ANS: A PTS: 1 REF: p. 110 OBJ: What is involved in the task analysis inventory method? a. A taxonomy of fifty-two abilities rated on a seven-point scale b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions c. Analyzing the job in terms of involvement with people, data, and things d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics e. Generating examples of effective and ineffective performance ANS: B PTS: 1 REF: p. 110 OBJ: Anuj looks at a job analysis that reports scores on various items, organized into areas called "Information inputs," "Mental processes," "Relationships with other people," and so on. The scales tell how frequently those areas are used in the job, how important they are to the job, and other measures. Anuj is looking at a job analysis that was based on a. a narrative. b. critical incidents. c. a position analysis questionnaire. d. the Fleishman job analysis system. e. the O*NET. ANS: C PTS: 1 REF: p. 111 OBJ: Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 44

4 15. When Hank needed to write a job analysis for a court reporter, he used the O*NET online database. One section of the information stated, "Court reporters ask speakers to clarify statements, file a legible transcript of records, verify accurate transcripts, and record depositions." This information is part of the job's a. KSAs. b. tasks. c. working conditions. d. critical incidents. e. SMEs. ANS: B PTS: 1 REF: p. 108 OBJ: Which of the following would be included in a job description for a computer programmer? a. Bachelor's degree in computer science b. Knowledge of COBOL c. Writing programs to run network processes on the mainframe d. Proficiency in computer languages e. Keyboarding skills ANS: C PTS: 1 REF: p. 113 OBJ: 5.5 NAT: AACSB: analytic AACSB: HRM 17. Which of the following would be included in a job specification for an administrative assistant? a. Keeping minutes of meetings b. Answering phones c. Typing correspondence d. Maintaining the boss's calendar e. Ability to take dictation in shorthand ANS: E PTS: 1 REF: p. 113 OBJ: On the FBI's employment Page, you read: "To qualify as an FBI Special Agent, you must be a U.S. citizen, at least 23 and not more than 37 years old, have vision not worse than 20/40, pass a color vision and hearing test, have a valid driver's license, be in excellent physical condition, and possess a four-year college degree." What are you reading? a. A job description b. A job specification c. A job SME d. A job analysis e. A job family ANS: B PTS: 1 REF: p. 113 OBJ: Which of the following would be a competency, as described in the text? a. Decisiveness b. Keyboarding speed c. IQ of 100 d. Clean driving record e. Degree in computer science ANS: A PTS: 1 REF: p. 113 OBJ: Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 45

5 20. A provides an overview of the duties and tasks required to effectively perform a particular job or line of work. a. job specification b. job description c. benchmark d. personnel file e. work permit ANS: B PTS: 1 REF: p. 113 OBJ: Which of the following is an accurate statement? a. Job descriptions focus on succession planning b. Job specifications indicate the knowledge and skills needed to perform work c. Job descriptions focus on the individual d. Job specifications focus on the work e. None of these. ANS: B PTS: 1 REF: p. 113 OBJ: Organization try to develop job when planning for human resources, which are groups of jobs that are similar. a. components b. indicators c. vectors d. industries e. families ANS: E PTS: 1 REF: p. 108 OBJ: The third step in job analysis involves a. determining who is responsible for collecting data. b. getting feedback from customers. c. tracking productivity. d. identifying the work to be assessed. e. defining the work itself. ANS: A PTS: 1 REF: p. 108 OBJ: The approach to job analysis requires the specification of effective and ineffective performance. a. skill variety b. Fleischman c. PAQ d. MPDQ e. critical incidents ANS: E PTS: 1 REF: p. 113 OBJ: Which of the following is NOT a common legal issue in job analysis and design? a. The failure to perform a job analysis 2012 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 46

6 b. Using job analysis to discriminate by gender c. Discrimination against disabled applicants because of an inaccurate job analysis d. The use the job characteristics model of job design e. Job analysis that includes factors that are not job related ANS: A PTS: 1 REF: p OBJ: The percentage of individuals looking for and available for work who are not currently employed is called the: a. job description b. rate of unemployment c. advanced rate of employment d. job specification e. None of these. ANS: B PTS: 1 REF: p. 104 OBJ: The prevailing wage rate for a given job in a given labor market is called the: a. component wage rate b. indicator wage rate c. vector wage rate d. industry wage rate e. market wage rate ANS: E PTS: 1 REF: p. 105 OBJ: The first step in job analysis involves a. determining who is responsible for collecting data. b. determining information needs. c. determining data collection methods. d. identifying the work to be assessed. e. defining the work itself. ANS: B PTS: 1 REF: p. 108 OBJ: A computerized job classification system that is a major source of job information is called the: a. WORKS Dataset b. Fleischman Inventory c. PAQ Job Base d. MPDQ Info Set e. O*NET ANS: E PTS: 1 REF: p. 110 OBJ: This particular job analysis technique focuses primarily on managerial jobs. a. MPDQ b. PAQ c. O*NET d. MBO e. None of these 2012 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 47

7 ANS: A PTS: 1 REF: p. 112 OBJ: 5.5 Scenario 5.1 CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web while cruising in space. The product depends on vastly new technology requiring a technical knowledge of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the workers will do, rather than what is involved in the job. The company would like to identify only the essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research and development and the head of production, are the only two individuals within the company who really understand the new product and what new knowledge, skills, and abilities of employees will be necessary to produce it. 31. Refer to Scenario 5.1. The definition of the essential functions of the new jobs will be particularly helpful with which other aspect of human resource management? a. The turnover reduction program b. Compliance with the ADA c. Early retirement incentives d. Increased productivity e. Motivation of existing employees ANS: B PTS: 1 REF: p. 114 OBJ: 5.5 TYP: analyze 32. Refer to Scenario 5.1. In this situation, who will be the BEST source of information for job analysis? a. Current job incumbents b. Line managers c. The top management team d. The SMEs e. Online sources such as O*NET ANS: D PTS: 1 REF: p. 109 OBJ: 5.5 TYP: analyze 33. Refer to Scenario 5.1. Which job analysis method BEST suits CyberRocket's needs? a. Fleishman job analysis system b. Critical incidents approach c. Task analysis inventory d. Position Analysis Questionnaire e. Narrative job analysis ANS: D PTS: 1 REF: p OBJ: 5.5 TYP: analyze 34. Refer to Scenario 5.1. The job analysis information about what the new workers must be able to do, rather than about what the job entails, is likely to provide more information for job a. descriptions. b. specifications. c. evaluations. d. analyses. e. duties. ANS: B PTS: 1 REF: p. 113 OBJ: Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 48

8 TYP: analyze 35. Refer to Scenario 5.1. The two top executives feel that newly hired astrophysicists will work independently, with little oversight or control by top management. The information would likely appear in the a. job description. b. job specification. c. job request. d. personnel file. e. none of these. ANS: A PTS: 1 REF: p. 113 OBJ: 5.5 TYP: analyze TRUE/FALSE 36. Forecasting the future supply of human resources does not require an analysis of internal company records. ANS: F PTS: 1 REF: p OBJ: The average age of the U.S. workforce is gradually decreasing. ANS: F PTS: 1 REF: p. 99 OBJ: An organization should considered its strategic plan when forecasting the demand for human resources. ANS: T PTS: 1 REF: p. 101 OBJ: 5.1 NAT: AACSB: analytic AACSB: strategy TYP: knowledge 39. The reduction strategy essentially maintains the status quo with regard to the number of individuals employed by a company. ANS: F PTS: 1 REF: p. 103 OBJ: 5.2 NAT: AACSB: analytic AACSB: strategy TYP: comprehension 40. Job analysis affects the selection process, but it only indirectly influences performance appraisal and compensation. ANS: F PTS: 1 REF: p. 106 OBJ: The second step in job analysis involves determining methods for obtaining information. ANS: T PTS: 1 REF: p. 108 OBJ: The most common approach to job analysis is the narrative job analysis. ANS: T PTS: 1 REF: p. 110 OBJ: Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 49

9 NAT: AACSB: analytic AACSB: HRM TYP: knowledge 43. The functional job analysis relies on a taxonomy of abilities that represents all the key work dimensions. ANS: F PTS: 1 REF: p. 111 OBJ: The critical incidents method relies on important behaviors that distinguish effectives from ineffective performers. ANS: T PTS: 1 REF: p. 113 OBJ: Evidence suggests that jobs occupied by men are rated as more complex than are similar jobs occupied by women. ANS: T PTS: 1 REF: p. 114 OBJ: 5.5 SHORT ANSWER 46. How does job analysis relate to the various human resource management processes in the organization? ANS: Job analysis is a fundamental building block for many human resource processes. It provides information used in human resource planning, selection decisions, and recruitment efforts by specifying the necessary skills and abilities needed of employees. Job analysis is used to identify the essential functions of jobs, and thus can be used to comply with the Americans with Disabilities Act. Job analysis information is used in the design of performance appraisal, training and development, and compensation decisions by identifying what employees need to be able to accomplish, how well it should be accomplished, how to remedy performance problems through training, and how to compensate for these accomplishments. PTS: 1 REF: p OBJ: Discuss the specific job analysis techniques in terms of the types of information generated, the degree of specificity to the job being analyzed, and relationship to the characteristics of the job or of the worker. ANS: Narrative job analysis involves one or more SMEs' preparing a written narrative or text description of the job itself. This information will be typically individualistic (i.e., specific to the job). The Fleishman job analysis system defines abilities as enduring traits of individuals that account for differences in performance. A taxonomy of abilities representing dimensions relative to work is rated on a scale to reflect specific abilities needed to complete a job. Therefore, this system describes worker traits rather than job tasks. This system can be used across job families Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 50

10 The task analysis inventory involves analyzing all the tasks performed in the focal job. SMEs generate a list of tasks performed, and a job incumbent then evaluates each task on dimensions such as time spent, frequency, relative importance, relative difficulty, or time needed to learn the task. This information will be specific to a particular job, and describes the job rather than the worker. Functional job analysis describes all jobs in terms of their level of involvement with people, data, and things. It is the first attempt to develop a single instrument that can describe all jobs in common terms. This approach describes the actions that occur on the job. The Position Analysis Questionnaire, (PAQ), consists of 194 items that reflect work behavior, working conditions, and job characteristics assumed to be capable of being generalized across a wide variety of jobs. The PAQ describes what a worker does on the job, rather than what gets done. The critical incidents approach relies on examples of effective or ineffective performance. For job analysis, the approach focuses on those critical behaviors that distinguish between effective and ineffective performers. This approach will be specific to a particular job. It will describe worker behavior, rather than what gets done. PTS: 1 REF: p OBJ: Describe knowledge, skills, and abilities and provide some examples for a job in which you have worked. ANS: Knowledge, skills, and abilities are the characteristics necessary to perform a job well. Many of these factors appear in the job specification and are assessed in the job analysis and evaluation processes. Knowledge pertains to the wisdom and learning needed to perform work successfully, much of which can be obtained through experience and training. Skills can also be obtained through training and include proficiencies on various tasks. Abilities are usually learned over much longer periods of time. (Examples provided by students will vary.) PTS: 1 REF: p. 108 OBJ: Describe some of the actions that a firm might take to implement a human resource plan when it has a strategy of growth, stability, and reduction. ANS: To implement a growth strategy, a firm will need to add personnel and make extra efforts to retain current personnel. Actions might include tapping new sources of new hires, increasing the percentage of applicants that are selected, and changing the nature of work and compensation policies to make its jobs more attractive. To implement a strategy of stability, the human resource function needs to make relatively minor and subtle changes, but overall, there will be little change. Actions might include training for enhanced performance and recruiting to fill openings that occur as the result of natural attrition. To implement a strategy of reduction, the organization needs to cut back its workforce. Cutbacks may result from natural attrition, which requires no action from the organization. However, it's more likely that the organization will want to accelerate the process of reduction, which could require offering early retirement, layoffs, or terminations. PTS: 1 REF: p OBJ: Summarize legal issues in job analysis Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 51

11 ANS: Because the job analysis provides the foundation for recruiting and selection and is often the basis for performance appraisal and compensation, it is essential that the analysis stand up to legal scrutiny. One of the most important legal issues in job analysis is the necessity of performing a job analysis, in order to defend against charges of discrimination. Without a formal, written, validated job analysis, the organization may not be able to prove that its requirements are job related, opening the organization up to lawsuits. Organizations must also use care in writing job analyses to ensure that the job requirements are not biased against workers with disabilities or against members of protected classes, such as women and minorities. PTS: 1 REF: p OBJ: Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 52