dessler_hrm12_tif04,人力资源4

Human Resource Management, 12e Dessler Chapter 4 Job Analysis 1 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 E job standard Answer C Explanation Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be most appropriate for the job. A job analysis produces the necessary ination to develop job descriptions and job specifications. Diff 1Page Ref 116 Chapter 4 Objective 1 Skill Concept 2 The ination resulting from a job analysis is used for writing ________. A job descriptions B corporate objectives C personnel questionnaires D training requirements E mission statements Answer A Explanation A job description is a list of what a job entails, and it is derived from a job analysis. Job analysis is the procedure through which you determine the duties of job positions and the characteristics of the people that should be hired for the positions. Diff 1Page Ref 116 Chapter 4 Objective 1 Skill Concept 3 All of the following types of ination will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. A work activities B human behaviors C perance standards D human requirements E employee benefits options Answer E Explanation Work activities, human behaviors, work aids, perance standards, job context, and human requirements are the types of ination typically collected through a job analysis. Ination gathered through a job analysis is used to develop job descriptions and job specifications. Managers use job analysis for the purpose of recruitment, compensation, training, and perance appraisal but not for assessing employee benefits options. Diff 2Page Ref 116 Chapter 4 Objective 1 Skill Concept 4 A manager uses the ination in a job analysis for all of the following EXCEPT ________. A assessing training requirements B complying with FCC regulations C determining appropriate compensation D recruiting and selecting individuals for a job E providing accurate perance appraisals Answer B Explanation Managers use ination gathered from a job analysis for many activities including providing perance appraisals, recruiting, determining compensation, and assessing training requirements. Job analysis plays a major role in EEO Equal Employment Opportunity Commission compliance but not with FCC Federal Communications Commission regulations. Diff 2Page Ref 117 Chapter 4 Objective 1 Skill Concept 5 Which of the following most likely depends on a jobs 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 E telecommuting opportunities Answer A Explanation Compensation in the of salaries and bonuses greatly depends upon a jobs required skills, education level, safety hazards, and level of responsibility. Managers use the job analysis to determine the relative worth of a specific job and the most appropriate compensation for an employee. Diff 2Page Ref 117 Chapter 4 Objective 1 Skill Concept 6 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 perance appraisal B compensation schedule C workflow system D quality control clerk E job analysis Answer E Explanation A job analysis is needed for each job at a firm to ensure compliance with the EEOC. According to the U.S. Federal Agencies Uni Guidelines on Employee Selection, a job analysis is needed to validate all major human resource activities. A firm that is in compliance with the Americans with Disabilities Act, for example, should know the essential job functions of each job which requires a job analysis. Diff 2Page Ref 117 Chapter 4 Objective 1 Skill Application 7 Managers use ________ to uncover essential duties that have not been assigned to specific employees. A work activities B job specifications C job analysis D perance standards E job context Answer C Explanation Job analysis can help reveal duties that need to be assigned to a specific employee. Job specifications are generated by a job analysis, but they typically focus on the type of person that is most suitable for a specific job. Work activities, perance standards, and job context are the types of ination that are provided through a job analysis, but they do not necessarily uncover unassigned tasks. Diff 1Page Ref 117 Chapter 4 Objective 1 Skill Concept 8 The