CHAPTER 4: Job Analysis and Evaluation Importance Quiz

Job Evaluation aims to weigh a job in terms of time.

Writing Job Descriptions does not include specifying tools and equipment the employee will handle.

Job Context includes information about the employee's compensation and benefits.

Planning and Designing Analysis requires a detailed analysis of the job only from one specific level.

Performance Standards outline necessary actions for an unsatisfactory rating.

Job Specifications and Competencies do not include outlining necessary qualifications for the job.

Job analysis is not important in human resource management and development functions.

Observation method in job analysis involves watching employees perform tasks and is prone to reactivity by observed employees.

Critical Incidents method focuses on general employee behaviors rather than specific ones that impact success or failure.

Job analysis should not include qualifications and skills required for effective job performance.

Job description becomes easier when jobs are well-defined down to the smallest detail.

Using questionnaires and surveys in job analysis is common when subject matter experts (SMEs) are easy to observe.