USA Job Analysis and Descriptions 5

Question 1

An employer requires a college degree for a warehouse position but has no evidence that degree-holders perform better. This practice could be challenged under which legal theory?

Accepted Answer

Disparate impact

Answer

A neutral requirement that disproportionately screens out a protected class and lacks job-relatedness evidence can constitute unlawful disparate impact discrimination.

Question 2

What does it mean for a job requirement to be a 'bona fide occupational qualification' (BFOQ)?

Accepted Answer

It is a characteristic that is reasonably necessary to the normal operation of a particular business and is legally permitted even if it excludes a protected class

Answer

BFOQs allow employers to lawfully use otherwise-prohibited criteria (e.g., sex, religion, national origin) when they are genuinely essential to job performance.

Question 3

Which of the following best illustrates the difference between a 'duty' and a 'task' in job analysis terminology?

Accepted Answer

A duty is a broad area of responsibility (e.g., 'manage accounts payable') while a task is a specific, discrete activity (e.g., 'process vendor invoices within 48 hours')

Answer

Duties represent major areas of accountability, whereas tasks are the specific, observable units of work that make up those duties.

Question 4

A company is creating a new position for which no incumbent exists. Which job analysis approach is most appropriate?

Accepted Answer

Analyze similar jobs internally and externally, consult with future supervisors, and use O*NET data for the occupation

Answer

For new roles, HR should triangulate data from comparable positions, managerial input about anticipated duties, and external occupational databases to build an accurate description.

Question 5

How frequently should job descriptions be reviewed and updated according to best HR practices?

Accepted Answer

Whenever significant changes occur in job duties, technology, or organizational structure, and at minimum annually

Answer

Best practice calls for reviewing job descriptions at least annually and immediately following any material change in role responsibilities, reporting structures, or tools used.

USA - Hire Assessment Practice Test

USA - Hire Assessment Practice Test

USA Job Analysis and Descriptions 5