HRMN 3420 EXAM 2 PRACTICE QUESTIONS
WITH DETAILED EXPLANATIONS 2026
◉ objective of job analysis.
Answer: to identify:
- significant tasks performed in a job
- the qualifications, tools, and equipment needed to performs those
tasks
- the environment in which the tasks must be carried out
◉ task.
Answer: basic unit of work (professor - prepares lectures, develops
exams, grades exams, place grades in spreadsheet)
◉ duty.
Answer: large segment of the work performed and includes
"bundles" of tasks (teach, service, research)
◉ position.
Answer: a set of tasks performed by a single employee; as many
positions as there are employees (adjunct, fixed-term, assistant,
associate, or full professor)
,◉ job.
Answer: a set of similar positions which are grouped together (all
assistant, associate, or full professors)
◉ job family.
Answer: a set of similar jobs (higher education)
◉ work flow analysis.
Answer: understanding how job being analyzed fits into the
organization as a whole
◉ job description.
Answer: (an outcome of job analysis)
a list of the tasks, duties, and responsibilities (TDRs) that a
particular job entails
◉ job specifications.
Answer: (an outcome of job analysis)
what do the people in the job need to have? (minimum
requirements)
- a list of KSAOs that an individual must have to perform a particular
job
, ◉ knowledge.
Answer: usually a recognized body of info such as "knowledge of
accounting principles," "knowledge of statistical process control," or
"knowledge of basic electrical principles"
◉ skill.
Answer: an individual's level of proficiency or competency in
performing a specific task, usually expressed in numerical terms
(skill at typing 30 words per minute, skill at tig-welding bicycle
frame to standards within 30 minutes, skill at handling and
operating a forklift)
◉ ability.
Answer: relatively enduring, stable attributes (cognitive or physical)
(spatial, motor, dexterity, etc)
◉ other characteristics that fall into KSAOs.
Answer: other personal attributes (personality, willingness,
interests, motivation, licenses, degrees, years of experience)
◉ job analysis.
Answer: considered the building block of all HR functions
WITH DETAILED EXPLANATIONS 2026
◉ objective of job analysis.
Answer: to identify:
- significant tasks performed in a job
- the qualifications, tools, and equipment needed to performs those
tasks
- the environment in which the tasks must be carried out
◉ task.
Answer: basic unit of work (professor - prepares lectures, develops
exams, grades exams, place grades in spreadsheet)
◉ duty.
Answer: large segment of the work performed and includes
"bundles" of tasks (teach, service, research)
◉ position.
Answer: a set of tasks performed by a single employee; as many
positions as there are employees (adjunct, fixed-term, assistant,
associate, or full professor)
,◉ job.
Answer: a set of similar positions which are grouped together (all
assistant, associate, or full professors)
◉ job family.
Answer: a set of similar jobs (higher education)
◉ work flow analysis.
Answer: understanding how job being analyzed fits into the
organization as a whole
◉ job description.
Answer: (an outcome of job analysis)
a list of the tasks, duties, and responsibilities (TDRs) that a
particular job entails
◉ job specifications.
Answer: (an outcome of job analysis)
what do the people in the job need to have? (minimum
requirements)
- a list of KSAOs that an individual must have to perform a particular
job
, ◉ knowledge.
Answer: usually a recognized body of info such as "knowledge of
accounting principles," "knowledge of statistical process control," or
"knowledge of basic electrical principles"
◉ skill.
Answer: an individual's level of proficiency or competency in
performing a specific task, usually expressed in numerical terms
(skill at typing 30 words per minute, skill at tig-welding bicycle
frame to standards within 30 minutes, skill at handling and
operating a forklift)
◉ ability.
Answer: relatively enduring, stable attributes (cognitive or physical)
(spatial, motor, dexterity, etc)
◉ other characteristics that fall into KSAOs.
Answer: other personal attributes (personality, willingness,
interests, motivation, licenses, degrees, years of experience)
◉ job analysis.
Answer: considered the building block of all HR functions
