UNIT 3 & 4 HRMT 386 COMPLETE TEST
AND ANSWERS
How is job analysis performed? - CORRECT ANSWER-Track
an employee's duties/duration of each task, observing
employee performing job, interviewing the
employee/managers/others who interact employee, compare
the job to other jobs in the same de...
How is job analysis performed? - CORRECT ANSWER-Track
an employee's duties/duration of each task, observing
employee performing job, interviewing the
employee/managers/others who interact employee, compare
the job to other jobs in the same department/job grade
Why might employees resist job analysis? - CORRECT
ANSWER-Workers view this as an exercise of employer power.
Worker knowledge is a form of power and they may be
reluctant to share. Workers may try to conceal their knowledge
of what they do to
maintain the wage-effort bargain.
An Employer can analyze how much time it takes to do every
task and change their production expectations or restructure
production. This can be seen as a change in the wage-effort
bargain.
How can job analysis and design negatively affect women? -
CORRECT ANSWER-Job analysis may result in employment
and structural change in an organization. An employer may
determine that work can be restructured so that not as many
part time workers are needed, especially since they are more
, easily terminated, as women are more often nonstandard
workers, this would effect them the most.
Job design is based on the standard expectations that are
based on the male norm. Some jobs require employees to
complete obligations outside of regular work hours
(conferences, after work drinks with clients, working overtime).
As women have obligations that extend beyond the workplace,
it may be see as though women are not capable.
Women often spend time organizing things in the workplace
that are not considered conventional duties. This includes
birthday celebrations, retirement acknowledgements, etc. This
effort goes unnoticed as it is something that is just expected.
How does job analysis inform other HRM functions? -
CORRECT ANSWER-Job analysis in HRM helps establish the
level of experience, qualifications, skills and knowledge needed
to perform a job successfully. This information is used for
recruitment, hiring, training, onboarding and development.
What are job descriptions and job specifications? What does
job analysis contribute to them? - CORRECT ANSWER-Job
descriptions are a statement of tasks/duties/responsibilities of a
job to be performed. Job specifications are the needed
knowledge, skill sand abilities of the person who is performing
the job. Job analysis collects information's that can be used to
create the job description/specification.
Identify three sources of information that can be used in job
analysis. What are the pros and cons of each source of
information? - CORRECT ANSWER-The sources of information
are interviews, questionnaires, and observation. Some
employees may misconstrue the importance of their job.
Observations can be misconstrued.
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