1. A problem with interview method of collecting job information is that the method?

a. may result in faulty job description

b. may miss important aspect of the job

c. may decrease understanding of process

d. may be open to bias and favouritism 2. Job description is defined as _____.

a. a summary of the group of jobs involving work of the same nature but requiring different skill and responsibility levels

b. a summary of the most important features of a job

c. a summary of the grouping of jobs based on their job-related similarities and differences

d. a summary of the relationship among jobs inside an organisation 3. The principle source of data on job analysis would be the _____.

a. subordinate

b. job incumbent

c. supervisor three-levels above

d.supervisor two-levels above 4. Job analysis in the context of compensation management is defined as _____.

a. the systematic procedure designed to aid in establishing pay differentils among jobs within a single organisation

b. the systematic procedure of collecting information that identifies similarities and differences in the work

c. the systematic procedure of ordering the job description alternately at each extreme

d. the systematic procedure of collecting information related to the nature of a specific job 5. The use of job analysis in compensation management is to _____.

a. to help establish an internally fair and aligned job structure

b. to meet employees' expectations that their pay will increase over time, even in the same job

c. to meet employees' expectations that size of differentials between grades should support career movement

d. to identify the differences in the mix of pay forms competitors use