MBA 755 - Module 2 Exam Questions With
Complete Answers
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
Complete Answers
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
