Reference no: EM13521567
True / False Questions
1. In most modern organizations, jobs are largely well established and change little over time.
2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.
3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.
4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description.
5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs.
6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.
7. Advances in technology are one of the major reasons for changes in jobs.
8. A job family is a grouping of positions that are similar in their tasks and task dimensions.
9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element.
10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that are difficult to classify in traditional job analysis.
11. Measures of engagement reflect specific skills sets that are readily measured through job analysis.
12. Competency analysis is one way to incorporate engagement into job analysis.
13. Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.
14. Job analysis is a primary input and support activity for most functional staffing activities.
15. Team-based jobs lend themselves particularly well to job requirements job analysis.
16. The job requirements matrix is composed of two components: tasks and KSAOs.
17. Task statements are objectively written descriptions of the behaviors or work activities engaged in by employees in order to perform the job.
18. Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.
19. The KSAO portion of a job requirements matrix is often converted to a job description.
20. The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."
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