<<12345678910111213141516171819202122232425>> 1. In the context of HR, what is the primary goal of recruitment and selection?Identifying training needsAssessing skills and competenciesCompensating based on contributionIdentifying suitable candidatesQuestion 1 of 25 2. How does performance management relate to job analysis in HR functions?It measures performance against job activitiesIt identifies training needs.It focuses on compensating based on contribution.It assesses skills and competencies.Question 2 of 25 3. What is the focus of talent management and succession planning in HR?Planning employee growthIdentifying training needsCompensating based on contributionNurturing future leadersQuestion 3 of 25 4. What term is often used interchangeably with "job" in organizational work?TaskPositionRoleWorkQuestion 4 of 25 5. How does a "role" differ from a "job" in organizational work?A role is a basic element of a job.A role emphasizes mutual expectations.A role involves socio-psychological relationships.A job is a complex system of tasks.Question 5 of 25 6. What perspective in HRD views "role" as a relevant and imperative concept?HRD emphasizes job analysisHRD focuses on work relationshipsHRD views role as a central conceptHRD ignores organizational terminologyQuestion 6 of 25 7. What is the primary purpose of the Role Analysis Technique (RAT)?Analyzing job specificationsClarifying role expectations and obligations for team membersCollecting customer feedbackCreating job descriptionsQuestion 7 of 25 8. How does RAT analyze roles within a team?By evaluating job performanceBy analyzing roles in terms of critical attributesBy conducting job interviewsBy assessing team dynamicsQuestion 8 of 25 9. What is the primary goal of the process of job analysis?To create job specificationsTo assess team effectivenessTo provide job descriptions and job specificationsTo collect customer feedbackQuestion 9 of 25 10. What information is typically included in a job description as part of the job analysis process?Minimum qualifications and attributes neededCustomer feedbackJob duties, responsibilities, and activitiesTeam dynamics analysisQuestion 10 of 25 11. What does the job specification outline as part of job analysis?Job duties and responsibilitiesCustomer feedbackMinimum qualifications and attributes neededTeam dynamics analysisQuestion 11 of 25 12. Where do the sources of data/information for job analysis come from?Only from the job holderOnly from supervisorsVarious stakeholders and expertsOnly from customers' feedbackQuestion 12 of 25 13. Who are some of the stakeholders and experts that provide data for job analysis?Job holder and supervisorsCustomers' feedback and team membersJob analysts and competitorsVendors and shareholdersQuestion 13 of 25 14. What is the primary purpose of Role Analysis Technique (RAT)?To assess team dynamicsTo create job specificationsTo clarify role expectations and obligations for team membersTo provide customer feedbackQuestion 14 of 25 15. How does RAT analyze roles within a team?By evaluating job performanceBy analyzing roles in terms of critical attributesBy conducting job interviewsBy assessing job market trendsQuestion 15 of 25 16. What does the process of job analysis involve?Assessing team effectivenessCollecting customer feedbackStudying and collecting job-related informationCreating job descriptionsQuestion 16 of 25 17. What does a job description provide as part of the job analysis process?Minimum qualifications and attributes neededJob performance evaluation criteriaJob duties, responsibilities, and activitiesCustomer satisfaction dataQuestion 17 of 25 18. 18 What is the primary purpose of job specification in job analysis?To outline job duties and responsibilitiesTo assess team dynamicsTo provide customer feedbackTo outline minimum qualifications and attributes neededQuestion 18 of 25 19. Where do the sources of data/information for job analysis come from?Only from job analystsOnly from customers' feedbackVarious stakeholders and expertsOnly from the job holderQuestion 19 of 25 20. Who are some of the stakeholders and experts that provide data for job analysis?Job holder and supervisorsCustomers' feedback and competitorsVendors and shareholdersJob analysts and team membersQuestion 20 of 25 21. What are some common methods used for data collection in the job analysis process?Interviews, questionnaires, and observationMachine tools and materialsJob identification and job summarySupervision given and receivedQuestion 21 of 25 22. What is the primary advantage of using questionnaires for data collection in job analysis?They provide detailed and real-time information.They involve direct interaction with job holders.They are useful for collecting data from multiple job holders.They allow for in-depth observation of employees.Question 22 of 25 23. Which data analysis process involves discussing collected data with experts to create Job Description (JD) and Job Specification (JS)?Job identificationJob summary analysisSupervision given and receivedData analysis processQuestion 23 of 25 24. What information is typically included in Job Description (JD) as part of the job analysis process?Physical and environmental conditions, including hazardsList of equipment and materialsDefinition/explanation of the jobJob identification and job summaryQuestion 24 of 25 25. In Job Description (JD), what does "Supervision Given and Received" refer to?List of activities, how, and why they are performedRelationships with immediate superiors and subordinatesList of equipment and materials usedPhysical and environmental conditions of the workplaceQuestion 25 of 25 Loading...
