MBA 755 Final Exam Module 2
Questions with Detailed Answers 2026-
2027 Update.
What is job analysis, job description, or job specification? - Answer -Job analysis: is a
systematic process for collecting data about a job so that a job description (job requirements)
and job specification (worker requirements) can be written for that job.
-Job description: job analyst needs to determine what are the essential and other tasks, duties,
and responsibilities that comprise the job, the reporting relationships, and the working
conditions.
-Job specification: job analyst needs to determine what knowledge, skills, abilities, and
experience are required for the job.
Job analysis is an essential first step for many HRM functions. Explain - Answer To recruit for a
position, potential applicants need to be told what they would be doing in the job (the job
description) and what knowledge, skills, abilities, and experience is required to be qualified for
the position (the job specification).
used for:
-Recruiters need job analysis information so they know what to look for in applicants
-Job performance evaluations
-how specific job should be paid
-identifying trainings needs for a position
-employees career planning for the EE to be qualified for the position they want
-examined for opportunities to enrich the job by redesigning it
-improve workplace safety and support a decision that a particular job is exempt/nonexempt
according to the Fair Labor Standards Act.
Job analysis may be done using a:
Position Analysis Questionnaire is a: - Answer -structured questionnaire, either developed by
the organization or a commercially available questionnaire.
-The Position Analysis Questionnaire - is a structured questionnaire widely used to conduct job
analyses. It is highly generalizable (can be used for many types of jobs) and allows job analysts
to collect a large amount of data on many jobs quickly.
What is broadbanding? - Answer Job analysis data might also be used to group similar jobs
together into a common pay scale
, The Occupational Information Network (O*Net) is the - Answer has replaced the dictionary of
Occupational Titles as the "primary source of occupational information", providing
comprehensive information on key attributes and characteristics of workers and occupations.
-uses common language to describe different jobs, employee selection tests, job requirement
levels, and career planning.
What are essential & nonessential job functions? - Answer Essential: a duty or responsibility
that is fundamental to the job or a critical and basic component of that job
Nonessential: any other job task that is relatively incidental to the job
An applicant (or employee) who cannot perform, with or without accommodation, all of the
essential functions of the job, is not qualified for the position.
What are the three factors to determine a job function is essential - Answer (a) whether the
reason the position exists is to perform that function,
(b) the number of other employees available to perform the function or among whom the
performance of the function can be distributed, and
(c) the degree of expertise or skill required to perform the function.
Evidence that a function is essential for the job includes:
-the actual work experience of present or past employees in the job
-time spent performing a function
-consequences of not requiring that an employee perform a function
-terms of collective bargaining agreement
Grant (1997) suggests 3 tests to use to determine whether a job function is essential. What are
they? - Answer 1) look at the relationship of the function to other tasks within the job.
2) look at how reassigning the function would affect other employees and their jobs.
3) look at the significance of the function and the conditions under which it is performed.
What is a Virtual Organization? - Answer is a collection of geographically distributed,
functionally and culturally diverse people who are linked by electronic forms of communication.
In a virtual organization, there is a small core organization that outsources major business
functions.
Questions with Detailed Answers 2026-
2027 Update.
What is job analysis, job description, or job specification? - Answer -Job analysis: is a
systematic process for collecting data about a job so that a job description (job requirements)
and job specification (worker requirements) can be written for that job.
-Job description: job analyst needs to determine what are the essential and other tasks, duties,
and responsibilities that comprise the job, the reporting relationships, and the working
conditions.
-Job specification: job analyst needs to determine what knowledge, skills, abilities, and
experience are required for the job.
Job analysis is an essential first step for many HRM functions. Explain - Answer To recruit for a
position, potential applicants need to be told what they would be doing in the job (the job
description) and what knowledge, skills, abilities, and experience is required to be qualified for
the position (the job specification).
used for:
-Recruiters need job analysis information so they know what to look for in applicants
-Job performance evaluations
-how specific job should be paid
-identifying trainings needs for a position
-employees career planning for the EE to be qualified for the position they want
-examined for opportunities to enrich the job by redesigning it
-improve workplace safety and support a decision that a particular job is exempt/nonexempt
according to the Fair Labor Standards Act.
Job analysis may be done using a:
Position Analysis Questionnaire is a: - Answer -structured questionnaire, either developed by
the organization or a commercially available questionnaire.
-The Position Analysis Questionnaire - is a structured questionnaire widely used to conduct job
analyses. It is highly generalizable (can be used for many types of jobs) and allows job analysts
to collect a large amount of data on many jobs quickly.
What is broadbanding? - Answer Job analysis data might also be used to group similar jobs
together into a common pay scale
, The Occupational Information Network (O*Net) is the - Answer has replaced the dictionary of
Occupational Titles as the "primary source of occupational information", providing
comprehensive information on key attributes and characteristics of workers and occupations.
-uses common language to describe different jobs, employee selection tests, job requirement
levels, and career planning.
What are essential & nonessential job functions? - Answer Essential: a duty or responsibility
that is fundamental to the job or a critical and basic component of that job
Nonessential: any other job task that is relatively incidental to the job
An applicant (or employee) who cannot perform, with or without accommodation, all of the
essential functions of the job, is not qualified for the position.
What are the three factors to determine a job function is essential - Answer (a) whether the
reason the position exists is to perform that function,
(b) the number of other employees available to perform the function or among whom the
performance of the function can be distributed, and
(c) the degree of expertise or skill required to perform the function.
Evidence that a function is essential for the job includes:
-the actual work experience of present or past employees in the job
-time spent performing a function
-consequences of not requiring that an employee perform a function
-terms of collective bargaining agreement
Grant (1997) suggests 3 tests to use to determine whether a job function is essential. What are
they? - Answer 1) look at the relationship of the function to other tasks within the job.
2) look at how reassigning the function would affect other employees and their jobs.
3) look at the significance of the function and the conditions under which it is performed.
What is a Virtual Organization? - Answer is a collection of geographically distributed,
functionally and culturally diverse people who are linked by electronic forms of communication.
In a virtual organization, there is a small core organization that outsources major business
functions.
