Chapter 04 Job Analysis
and Competency
Models Test Bank
Catano 5e
,Chapter 4 Job Analysis and Competency Models
MULTIPLE CHOICE
1. Why is a job analysis important for recruitment and selection?
a. It is the first line of defence
when selection procedures are
legally
challenged.
b. It emphasizes selection skills and
responsibilities while de-
emphasizing effort and working
conditions.
c. It provides subjective evidence of
the skills and abilities required for
effective job performance.
d. It establishes the worth of a job and
defines it in measurable terms.
ANS: A PTS: 1 REF: 111 OBJ: 1
BLM: Higher Order
You are the HR person for a small enterprise in charge of hiring as part of an
expansion. You want to be sure that you hire the right people for the new
positions. The first question that comes to mind is how to identify exactly who
you are looking for. A job analysis will help you get the necessary information. Job
analyses procedures can be very elaborate; however, a job analysis is nothing
more than finding answers to a series of questions about the job. Ask yourself a
series of questions that will help you find the right person.
2. In this situation, which of the following questions would you NOT ask to collect
information in a job analysis?
a. Will there be any differences in the
job in the future relative to the past?
b. What do you wish your new hires to
accomplish?
c. What do people who hold similar
jobs think about the knowledge,
skills, abilities and other attributes
needed?
d. Will the employees do different
things on different days?
ANS: A PTS: 1 REF: 110 OBJ: 1
BLM: Remember
3. Which concept describes the process of collecting information about jobs by any
method for any purpose?
a. organizational analysis
b. job analysis
c. work analysis
d. needs analysis
, ANS: B PTS: 1 REF: 111 OBJ: 1
BLM: Remember
4. Which of the following best defines work analysis?
a. the knowledge, skills, abilities, and
other attributes that are needed by
a job incumbent to do well on a job
b. the process of collecting information
about jobs for the purpose of
recruitment and selection
c. the systematic process for
gathering, documenting, and
analyzing data about the work
required for a job
d. a review of the whole job, not the
constituent parts
ANS: C PTS: 1 REF: 110-111 OBJ: 1
BLM: Remember
5. What source of data is NOT typically used in a job analysis?
a. employees
b. managers
c. shareholders
d. supervisors
ANS: C PTS: 1 REF: 111 OBJ: 2
BLM: Remember
6. Which of the following does NOT describe one of the three key considerations in
job analysis?
a. A job analysis is a formal, structured
process carried out under a set of
guidelines established in advance.
b. A job analysis refers to a single
methodology.
c. A job analysis breaks down a job
into its constituent parts, rather
than looking at the job as a whole.
d. A job analysis uses a range of
techniques.
ANS: B PTS: 1 REF: 111 OBJ: 1
BLM: Remember
7. Which of the following would NOT typically be used as data for a job analysis?
a. performance
b. standards
c. responsibilities
d. knowledge
ANS: A PTS: 1 REF: 111 OBJ: 2
BLM: Remember
, 8. What is the definition of job specifications?
a. a collection of positions with related
job activities and duties
b. the different duties and
responsibilities performed by one
employee
c. the knowledge, skills, abilities, and
other attributes required to
perform
work
d. the tasks, duties, and
responsibilities associated with work
ANS: C PTS: 1 REF: 112 OBJ: 1
BLM: Remember
9. A hospital employs a variety of individuals as nurses, doctors, technicians and
so forth. How would these generic groups be classified?
a. by position
b. by role
c. by worker
d. by job
ANS: D PTS: 1 REF: 112 OBJ: 1
BLM: Remember
and Competency
Models Test Bank
Catano 5e
,Chapter 4 Job Analysis and Competency Models
MULTIPLE CHOICE
1. Why is a job analysis important for recruitment and selection?
a. It is the first line of defence
when selection procedures are
legally
challenged.
b. It emphasizes selection skills and
responsibilities while de-
emphasizing effort and working
conditions.
c. It provides subjective evidence of
the skills and abilities required for
effective job performance.
d. It establishes the worth of a job and
defines it in measurable terms.
ANS: A PTS: 1 REF: 111 OBJ: 1
BLM: Higher Order
You are the HR person for a small enterprise in charge of hiring as part of an
expansion. You want to be sure that you hire the right people for the new
positions. The first question that comes to mind is how to identify exactly who
you are looking for. A job analysis will help you get the necessary information. Job
analyses procedures can be very elaborate; however, a job analysis is nothing
more than finding answers to a series of questions about the job. Ask yourself a
series of questions that will help you find the right person.
2. In this situation, which of the following questions would you NOT ask to collect
information in a job analysis?
a. Will there be any differences in the
job in the future relative to the past?
b. What do you wish your new hires to
accomplish?
c. What do people who hold similar
jobs think about the knowledge,
skills, abilities and other attributes
needed?
d. Will the employees do different
things on different days?
ANS: A PTS: 1 REF: 110 OBJ: 1
BLM: Remember
3. Which concept describes the process of collecting information about jobs by any
method for any purpose?
a. organizational analysis
b. job analysis
c. work analysis
d. needs analysis
, ANS: B PTS: 1 REF: 111 OBJ: 1
BLM: Remember
4. Which of the following best defines work analysis?
a. the knowledge, skills, abilities, and
other attributes that are needed by
a job incumbent to do well on a job
b. the process of collecting information
about jobs for the purpose of
recruitment and selection
c. the systematic process for
gathering, documenting, and
analyzing data about the work
required for a job
d. a review of the whole job, not the
constituent parts
ANS: C PTS: 1 REF: 110-111 OBJ: 1
BLM: Remember
5. What source of data is NOT typically used in a job analysis?
a. employees
b. managers
c. shareholders
d. supervisors
ANS: C PTS: 1 REF: 111 OBJ: 2
BLM: Remember
6. Which of the following does NOT describe one of the three key considerations in
job analysis?
a. A job analysis is a formal, structured
process carried out under a set of
guidelines established in advance.
b. A job analysis refers to a single
methodology.
c. A job analysis breaks down a job
into its constituent parts, rather
than looking at the job as a whole.
d. A job analysis uses a range of
techniques.
ANS: B PTS: 1 REF: 111 OBJ: 1
BLM: Remember
7. Which of the following would NOT typically be used as data for a job analysis?
a. performance
b. standards
c. responsibilities
d. knowledge
ANS: A PTS: 1 REF: 111 OBJ: 2
BLM: Remember
, 8. What is the definition of job specifications?
a. a collection of positions with related
job activities and duties
b. the different duties and
responsibilities performed by one
employee
c. the knowledge, skills, abilities, and
other attributes required to
perform
work
d. the tasks, duties, and
responsibilities associated with work
ANS: C PTS: 1 REF: 112 OBJ: 1
BLM: Remember
9. A hospital employs a variety of individuals as nurses, doctors, technicians and
so forth. How would these generic groups be classified?
a. by position
b. by role
c. by worker
d. by job
ANS: D PTS: 1 REF: 112 OBJ: 1
BLM: Remember
