Question 1

Which of the following statements regarding job analysis is true?

Accepted Answer

A) In the task-oriented approach, you first identify the tasks before determining the KSAs required. 
B) KSAs are made up of multiple competencies. 
C) The worker-oriented approach goes directly to determining the KSAs, then determines the tasks so it is more effective. 
D) The PAQ is more effective than the task-oriented approach. 
E) Competency modeling is a more scientific approach and job analysis is not as relevant anymore. 
A) In the task-oriented approach, you first identify the tasks before determining the KSAs required. 
B) KSAs are made up of multiple competencies. 
C) The worker-oriented approach goes directly to determining the KSAs, then determines the tasks so it is more effective. 
D) The PAQ is more effective than the task-oriented approach. 
E) Competency modeling is a more scientific approach and job analysis is not as relevant anymore.

Question 2

____In smaller organizations it would be easier to integrate a proactive approach to TNA than in larger organizations.

Accepted Answer

A) True 
 B)False

Question 3

Recall the example in the text where Ford Motor Company was building a new engine plant in Windsor that was to focus on the "team approach" to building the engines. Which of the following statements is true regarding that example?

Accepted Answer

A) The majority of those hired were university educated and had experience in the team approach. 
B) One of the goals of the training was to improve attitudes toward the team approach. 
C) Evaluation of the training indicated an improvement in employees' communication skills. 
D) The promise of training related to self-fulfillment never materialized. 
A) The majority of those hired were university educated and had experience in the team approach. 
B) One of the goals of the training was to improve attitudes toward the team approach. 
C) Evaluation of the training indicated an improvement in employees' communication skills. 
D) The promise of training related to self-fulfillment never materialized.

Question 4

According to the text, behavioral tests measure

Accepted Answer

A) Situational reaction. 
B) Development. 
C) Skills. 
D) Learning capability. 
E) None of the above. 
A) Situational reaction. 
B) Development. 
C) Skills. 
D) Learning capability. 
E) None of the above.

Question 5

____Supervisory ratings are the most effective method to use in a person analysis.

Accepted Answer

A) True 
 B)False

Question 6

A method to assess learning of strategic knowledge is termed

Accepted Answer

A) Probed Protocol Analysis. 
B) Level 3 Analysis. 
C) Declarative Analysis. 
D) Paired Comparison. 
A) Probed Protocol Analysis. 
B) Level 3 Analysis. 
C) Declarative Analysis. 
D) Paired Comparison.

Question 7

__________ is the portion of the actual criterion that overlaps
With the __________.

Accepted Answer

A) Ultimate criterion; criterion relevance 
B) Criterion relevance; ultimate criterion 
C) Consistency; reliability 
D) Ultimate criterion; criterion deficiency 
E) Criterion deficiency; ultimate criterion 
A) Ultimate criterion; criterion relevance 
B) Criterion relevance; ultimate criterion 
C) Consistency; reliability 
D) Ultimate criterion; criterion deficiency 
E) Criterion deficiency; ultimate criterion

Question 8

Define criterion deficiency and criterion contamination.

Accepted Answer

Criterion deficiency is the part of the

Question 9

Compare reliability and validity.

Accepted Answer

Reliability is the consistency

Question 10

____A TNA is always required when employees in an organization need to be trained in a specific area such as sexual harassment.

Accepted Answer

A) True 
 B)False

Question 11

____ The ultimate criterion is the measure you use in assessing training effectiveness.

Accepted Answer

A) True 
 B)False

Question 12

When there is a performance gap but no KSA deficiency, what is the possible cause?

Accepted Answer

A) Motivation 
B) Barriers to performance 
C) Both A & B 
D) It must be a KSA deficiency, as that is what a performance gap is defined as. 
A) Motivation 
B) Barriers to performance 
C) Both A & B 
D) It must be a KSA deficiency, as that is what a performance gap is defined as.

Question 13

In the example provided in the text of analyzing a job when there are no incumbents, Dr.Fields

Accepted Answer

A) Asked the manufacturer of the new equipment to learn if there was similar equipment in operation elsewhere so he could interview those incumbents. 
B) Interviewed engineers responsible for designing the new equipment. 
C) Obtained blueprints for the new equipment. 
D) Both A & B. 
E) All of the above. 
A) Asked the manufacturer of the new equipment to learn if there was similar equipment in operation elsewhere so he could interview those incumbents. 
B) Interviewed engineers responsible for designing the new equipment. 
C) Obtained blueprints for the new equipment. 
D) Both A & B. 
E) All of the above.

Question 14

A good HRIS should provide information on

Accepted Answer

A) Previous positions individuals have held. 
B) Training that individuals have received. 
C) Performance levels. 
D) All of the above. 
A) Previous positions individuals have held. 
B) Training that individuals have received. 
C) Performance levels. 
D) All of the above.

Question 15

____ Bias is caused by random variation.

Accepted Answer

A) True 
 B)False

Question 16

Organizational analysis should focus on

Accepted Answer

A) Mission and capital resources. 
B) Job analysis. 
C)  Human resources and organizational environment. 
D) Both A & C. 
E) All of the above. 
A) Mission and capital resources. 
B) Job analysis. 
C)  Human resources and organizational environment. 
D) Both A & C. 
E) All of the above.

Question 17

In response to a TNA, the decision is to "change the job." This means

Accepted Answer

A) There are too many obstacles in the system the way the job is currently set up. 
B) Feedback is not occurring in the present setup. 
C) There is a KSA deficiency but training is not the most effective solution. 
D) Rewards are not tied to high performance. 
A) There are too many obstacles in the system the way the job is currently set up. 
B) Feedback is not occurring in the present setup. 
C) There is a KSA deficiency but training is not the most effective solution. 
D) Rewards are not tied to high performance.

Question 18

In the example provided in the text where the bank manager sent his tellers to training on the products and services the bank provided, the training resulted in a _____ percent increase in services sold to customers.

Accepted Answer

A) 0 
B) 25 
C) 50 
D) 80 
A) 0 
B) 25 
C) 50 
D) 80

Question 19

As discussed in the text, about what percentage of training requests did Nancy Gordon of Ameritech say turn out to be solvable without training?

Accepted Answer

A) 10 percent 
B) 25 percent 
C) 85 percent 
D) 99 percent 
A) 10 percent 
B) 25 percent 
C) 85 percent 
D) 99 percent

Question 20

____ It is not possible to have a reliable test that is not also valid

Accepted Answer

A) True 
 B)False

Which of the following statements regarding job analysis is true?

____In smaller organizations it would be easier to integrate a proactive approach to TNA than in larger organizations.

Recall the example in the text where Ford Motor Company was building a new engine plant in Windsor that was to focus on the "team approach" to building the engines. Which of the following statements is true regarding that example?

According to the text, behavioral tests measure

____Supervisory ratings are the most effective method to use in a person analysis.

A method to assess learning of strategic knowledge is termed

is the portion of the actual criterion that overlaps With the .

Define criterion deficiency and criterion contamination.

Compare reliability and validity.

____A TNA is always required when employees in an organization need to be trained in a specific area such as sexual harassment.

____ The ultimate criterion is the measure you use in assessing training effectiveness.

When there is a performance gap but no KSA deficiency, what is the possible cause?

In the example provided in the text of analyzing a job when there are no incumbents, Dr.Fields

A good HRIS should provide information on

____ Bias is caused by random variation.

Organizational analysis should focus on

In response to a TNA, the decision is to "change the job." This means

In the example provided in the text where the bank manager sent his tellers to training on the products and services the bank provided, the training resulted in a _____ percent increase in services sold to customers.

As discussed in the text, about what percentage of training requests did Nancy Gordon of Ameritech say turn out to be solvable without training?

____ It is not possible to have a reliable test that is not also valid

Training in Organizations

Aligning Training with Strategy

Learning Motivation and Performance

Training Design

Traditional Training Methods

Electronic Training Methods

Development and Implementation of Training

Evaluation of Training

Key Areas of Organizational Training

Employee and Management Development

Filters

Exam 4: Needs Analysis

Which of the following statements regarding job analysis is true?

____In smaller organizations it would be easier to integrate a proactive approach to TNA than in larger organizations.

Recall the example in the text where Ford Motor Company was building a new engine plant in Windsor that was to focus on the "team approach" to building the engines. Which of the following statements is true regarding that example?

According to the text, behavioral tests measure

____Supervisory ratings are the most effective method to use in a person analysis.

A method to assess learning of strategic knowledge is termed

__________ is the portion of the actual criterion that overlaps With the __________.

Define criterion deficiency and criterion contamination.

Compare reliability and validity.

____A TNA is always required when employees in an organization need to be trained in a specific area such as sexual harassment.

____ The ultimate criterion is the measure you use in assessing training effectiveness.

When there is a performance gap but no KSA deficiency, what is the possible cause?

In the example provided in the text of analyzing a job when there are no incumbents, Dr.Fields

A good HRIS should provide information on

____ Bias is caused by random variation.

Organizational analysis should focus on

In response to a TNA, the decision is to "change the job." This means

In the example provided in the text where the bank manager sent his tellers to training on the products and services the bank provided, the training resulted in a _____ percent increase in services sold to customers.

As discussed in the text, about what percentage of training requests did Nancy Gordon of Ameritech say turn out to be solvable without training?

____ It is not possible to have a reliable test that is not also valid

Training in Organizations

Aligning Training with Strategy

Learning Motivation and Performance

Training Design

Traditional Training Methods

Electronic Training Methods

Development and Implementation of Training

Evaluation of Training

Key Areas of Organizational Training

Employee and Management Development

Filters

is the portion of the actual criterion that overlaps With the .