HRM

Human Resource Selection 9e
Chapter 3: Job Analysis in Human Resource Selection
TRUE/FALSE
1. The seminal court case with respect to job analysis is Griggs v. Duke Power Co.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
2. A legal requirement in a selection device validation program is an analysis of the job for which the
device is used.
3. Job analysis information is used only for selection purposes.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
4. There is one, clear, suitable, standard means for meeting all the technical and legal considerations of a
job analysis.
5. Assessing job content is one major role involved in job analysis.
6. The interview is one of the most frequently used methods of job analysis.
7. The success of the interview as a job analysis technique depends, to a large extent, on the skill of the
interviewer.
8. The object of the Critical-Incidents Technique is to gather information regarding judgmental or trait-
oriented descriptions of performance.
9. The most efficient method of gathering critical incidents is by working with a group of job experts.
10. Job dimensions based on critical incidents may not be representative of the entire job.
11. Job analysis results are used to determine the relevant WRCs.
12. Inferences on the part of job analysts play a significant role in identifying employee specifications.
13. Those WRCs that are most important for a job should account for more selection instrument content
than less important ones.
14. A job analysis interview is one of the few job analysis methods that can be relied upon as a sole
method when the analysis is being conducted for selection purposes.
15. A job analysis interview is very useful for covering a large number of respondents.
16. Most task statements (in a task inventory) are concerned with what gets done.
17. Task inventories do not lend themselves to quantifying job analysis data.
18. Historically, the task analysis inventory has been widely used in military settings.
19. One or two experts are preferable over a large (10-20 person) panel of job experts when forming the
WRC rating panel.
20. In specifying WRCs, broad statements are preferable to specific ones.
21. A skill is an individual's level of proficiency or competency in performing a specific task.

22. A structured job analysis interview is much more likely than an unstructured one to provide the rich
source of information that can be effectively used in selection applications.
23. The job analysis interview is usually restricted to use with jobs that are basically physical in nature.
24. The job analysis interview can be used as a means for clarifying or verifying information collected
previously through other job analysis methods.
25. Respondent motivation problems often become significant when task analysis inventories are long or
complex.
26. WRC statements should be written so that they specify the level that is required for successful job
performance.
27. In preparing knowledge statements, adjective modifiers (e.g., "thorough," "some") relative to the
degree or extent of knowledge required should be used since they make the statements more precise.
28. Prefabricated questionnaires are usually generic measures developed for use with a variety of jobs.
29. Tailored job analysis questionnaires are typically prepared by an organization (or its consultants) for
application to a specific job.
30. It is critical to show that each identified WRC is tied to at least one task for which it is required.
31. Because WRCs grow out of a job analysis, the changing nature of work will necessarily influence our
notion of WRCs.
32. In today’s contemporary business environment, competency modeling needs to replace traditional job
analysis.
MULTIPLE CHOICE
1. When did a significant increase in attention given to job analysis begin?

a. 1930s c. within the last four decades
b. 1950s d. since 2000
ANS: C PTS: 1 NOT: AACSB Reflective Thinking
2. What accounts for the increased attention given to job analysis?

a. an increasing focus on the competitive use of human resources
b. the globalization of the marketplace
c. a movement started by employers to improve selection practices
d. federal selection guidelines and court cases
ANS: D PTS: 1 NOT: AACSB Reflective Thinking
3. What is the most significant federal legislation that has focused attention on job analysis?
a. Rehabilitation Act of 1973
b. Americans with Disabilities Act
c. Title VII of the Civil Rights Act of 1964
d. Age Discrimination in Employment Act
4. Which of the following court cases has had a significant impact on the increasing importance of job
analysis in selection?
a. Griggs v. Duke Power Co. c. Watson v. Fort Worth Bank & Trust
b. Spurlock v. United Airlines d. Bundy v. Jackson
ANS: A PTS: 1 NOT: AACSB Reflective Thinking
5. Possible aspects of work-related information collected in job analysis include all of the following
EXCEPT:
a. work activities.
b. tools and equipment used in performing work activities.
c. validity of job-related tasks.
d. WRCs of job incumbents.
6. Job analysis data have been used in all of the following HR areas EXCEPT:
a. compensation.
b. training.
c. performance appraisal.
d. inter-rater reliability.
7. Which of the following characteristics is desirable in a panel member who rates KSAs (knowledge,
skills, and abilities)?
a. selected by supervisor and required to participate
b. new hires who have experienced job demands recently
c. job incumbent with adequate performance on the job
d. older job incumbents
8. Which of the following is a "good" KSA statement?

a. knowledge of first aid procedures
b. skill in using forklift
c. ability to handle customer complaints
d. all of the above are “good” KSA statements
9. Which of the following is an example of a “good” statement descriptive of physical requirements?

a. See well enough to read a voltmeter dial from a distance of three feet
b. Strong enough to carry a 150-pound weight down a 20 foot ladder
c. Hear well enough to carry on a telephone conversation without amplification
d. All of the above are “good” statements of physical requirements
10. Which of the following is a method of linking KSAs and job tasks in which every KSA is paired with
every task?
a. job task rating matrix
b. KSA rating matrix
c. having an analyst list job tasks associated with each KSA
d. a job/task/KSA template
11. Which of the following consists of a trained analyst asking questions of supervisors and job
incumbents about the duties and responsibilities, KSAs, and equipment and/or conditions of
employment for a job or class of jobs?
a. job analysis questionnaire c. position analysis questionnaire
b. job analysis interview d. Guidelines Oriented Job Analysis
ANS: B PTS: 1 NOT: AACSB Reflective Thinking
12. Which of the following statements concerning job analysis interviews is INCORRECT?
a. They can be structured.
b. They can be unstructured.
c. Data are collected from supervisors and/or job incumbents.
d. Data are collected from job applicants.
13. Which of the following is an advantage of job analysis interviews?

a. can be done quickly with many jobs
b. can be cost efficient with many jobs
c. can be applied to a wide variety of jobs
d. The skills and procedures of the individual analyst do not play a significant role in the
success of this method.
14. A questionnaire listing a large number of tasks associated with a job for which respondents make
judgments is known as:
a. a job analysis interview. c. a position analysis questionnaire.
b. a task analysis inventory. d. a job element method.
15. Which of the following job analysis methods require(s) a large sample size to improve reliability?
a. job analysis interview c. PAQ
b. task inventory d. technical conferences
16. Job analysis questionnaires tend to fall into one of two classes. What are the classes?
a. quantitative; qualitative
b. prefabricated; tailored
c. computerized; non-computerized
d. group administered; individually administered
17. The major idea behind the application of task analysis inventories is to define important:
a. job content.
b. performance metrics.
c. reliability estimates.
d. distinctions between successful and unsuccessful job incumbents.
18. Implementing the critical incident method to generate a list of job-related behaviors from which
inferences are based regarding worker specifications involves all of the following steps EXCEPT:
a. selecting the method for critical incidents collection.
b. selecting a panel of job experts.
c. observing critical incidents.
d. gathering critical incidents statements from experts.
19. What is the recommended practice for choosing among job analysis methods?
a. Cost should be the primary consideration in any job analysis study.
b. Sample size should be the primary consideration in a job analysis study.
c. A single method is preferable to a multi-method approach.
d. A multi-method approach is preferable to a single method approach.
20. Which of the following job analysis methods can be considered ready for application without requiring
further research?
a. critical incident technique c. position analysis questionnaire
b. Fleishman job analysis survey d. job element method
21. ___________________ consist of groups or panels of 10 to 20 job incumbents who work with a group
leader to produce job analysis.
a. Subject matter expert workshops c. The task analysis inventory
b. The critical incident technique d. Quality circles
ESSAY
1. Why has job analysis received so much attention in court cases? What can we infer from court cases
that will help us design legally acceptable job analyses?
ANS: Student response will vary. PTS: 1
2. Identify the legal standards used to judge the adequacy of a job analysis.
3. What are the advantages and disadvantages of task analysis?
4. You are consulting with an owner of several small convenience stores. She wants you to conduct a job
analysis study to help develop valid selection measures for each of the positions found in the stores.
Select an appropriate job analysis method and write a brief, nontechnical explanation of your choice
for the store owner.
5. Identify and discuss the most serious problems that may arise during a job analysis study.
6. Compare and contrast the position analysis questionnaire with the task inventory.
7. What should be the goals of any job analysis study conducted for selection purposes?
8. How do you conduct a job analysis when a job does not exist but is being created?
9. How do you conduct a job analysis for a team job in which the team member is asked to play multiple
roles, be cross-trained, and perform different tasks based upon the needs of the moment?

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Human Resource Selection 9e

Chapter 3: Job Analysis in Human Resource Selection

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

3. Job analysis information is used only for selection purposes.

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

5. Assessing job content is one major role involved in job analysis.

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

20. In specifying WRCs, broad statements are preferable to specific ones.

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

21. A skill is an individual's level of proficiency or competency in performing a specific task.

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: F PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

ANS: T PTS: 1 NOT: AACSB Reflective Thinking

1. When did a significant increase in attention given to job analysis begin?

2. What accounts for the increased attention given to job analysis?

8. Which of the following is a "good" KSA statement?

9. Which of the following is an example of a “good” statement descriptive of physical requirements?

13. Which of the following is an advantage of job analysis interviews?

ANS: Student response will vary. PTS: 1

ANS: Student response will vary. PTS: 1

3. What are the advantages and disadvantages of task analysis?

ANS: Student response will vary. PTS: 1

ANS: Student response will vary. PTS: 1

ANS: Student response will vary. PTS: 1

ANS: Student response will vary. PTS: 1

ANS: Student response will vary. PTS: 1

ANS: Student response will vary. PTS: 1

ANS: Student response will vary. PTS: 1

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