Question 1

What accounts for the increased attention given to job analysis?

Accepted Answer

A) an increasing focus on the competitive use of human resources 
B) the globalization of the marketplace 
C) a movement started by employers to improve selection practices 
D) federal selection guidelines and court cases 
A) an increasing focus on the competitive use of human resources 
B) the globalization of the marketplace 
C) a movement started by employers to improve selection practices 
D) federal selection guidelines and court cases D

Question 2

What is the recommended practice for choosing among job analysis methods?

Accepted Answer

A) Cost should be the primary consideration in any job analysis study. 
B) Sample size should be the primary consideration in a job analysis study. 
C) A single method is preferable to a multi-method approach. 
D) A multi-method approach is preferable to a single method approach. 
A) Cost should be the primary consideration in any job analysis study. 
B) Sample size should be the primary consideration in a job analysis study. 
C) A single method is preferable to a multi-method approach. 
D) A multi-method approach is preferable to a single method approach. D

Question 3

Which of the following is an advantage of job analysis interviews?

Accepted Answer

A) can be done quickly with many jobs 
B) can be cost efficient with many jobs 
C) can be applied to a wide variety of jobs 
D) The skills and procedures of the individual analyst do not play a significant role in the success of this method. 
A) can be done quickly with many jobs 
B) can be cost efficient with many jobs 
C) can be applied to a wide variety of jobs 
D) The skills and procedures of the individual analyst do not play a significant role in the success of this method. C

Question 4

What is the most significant federal legislation that has focused attention on job analysis?

Accepted Answer

A) Rehabilitation Act of 1973 
B) Americans with Disabilities Act 
C) Title VII of the Civil Rights Act of 1964 
D) Age Discrimination in Employment Act 
A) Rehabilitation Act of 1973 
B) Americans with Disabilities Act 
C) Title VII of the Civil Rights Act of 1964 
D) Age Discrimination in Employment Act

Question 5

A structured job analysis interview is much more likely than an unstructured one to provide the rich source of information that can be effectively used in selection applications.

Accepted Answer

A) True 
 B)False

Question 6

Those WRCs that are most important for a job should account for more selection instrument content than less important ones.

Accepted Answer

A) True 
 B)False

Question 7

Assessing job content is one major role involved in job analysis.

Accepted Answer

A) True 
 B)False

Question 8

Job dimensions based on critical incidents may not be representative of the entire job.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is a method of linking KSAs and job tasks in which every KSA is paired with every task?

Accepted Answer

A) job task rating matrix 
B) KSA rating matrix 
C) having an analyst list job tasks associated with each KSA 
D) a job/task/KSA template 
A) job task rating matrix 
B) KSA rating matrix 
C) having an analyst list job tasks associated with each KSA 
D) a job/task/KSA template

Question 10

Because WRCs grow out of a job analysis, the changing nature of work will necessarily influence our notion of WRCs.

Accepted Answer

A) True 
 B)False

Question 11

Job analysis information is used only for selection purposes.

Accepted Answer

A) True 
 B)False

Question 12

The most efficient method of gathering critical incidents is by working with a group of job experts.

Accepted Answer

A) True 
 B)False

Question 13

Job analysis questionnaires tend to fall into one of two classes.What are the classes?

Accepted Answer

A) quantitative; qualitative 
B) prefabricated; tailored 
C) computerized; non-computerized 
D) group administered; individually administered 
A) quantitative; qualitative 
B) prefabricated; tailored 
C) computerized; non-computerized 
D) group administered; individually administered

Question 14

The success of the interview as a job analysis technique depends, to a large extent, on the skill of the interviewer.

Accepted Answer

A) True 
 B)False

Question 15

There is one, clear, suitable, standard means for meeting all the technical and legal considerations of a job analysis.

Accepted Answer

A) True 
 B)False

Question 16

Prefabricated questionnaires are usually generic measures developed for use with a variety of jobs.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following characteristics is desirable in a panel member who rates KSAs (knowledge, skills, and abilities)?

Accepted Answer

A) selected by supervisor and required to participate 
B) new hires who have experienced job demands recently 
C) job incumbent with adequate performance on the job 
D) older job incumbents 
A) selected by supervisor and required to participate 
B) new hires who have experienced job demands recently 
C) job incumbent with adequate performance on the job 
D) older job incumbents

Question 18

In today's contemporary business environment, competency modeling needs to replace traditional job analysis.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following job analysis methods can be considered ready for application without requiring further research?

Accepted Answer

A) critical incident technique 
B) Fleishman job analysis survey 
C) position analysis questionnaire 
D) job element method 
A) critical incident technique 
B) Fleishman job analysis survey 
C) position analysis questionnaire 
D) job element method

Question 20

A questionnaire listing a large number of tasks associated with a job for which respondents make judgments is known as:

Accepted Answer

A) a job analysis interview. 
B) a task analysis inventory. 
C) a position analysis questionnaire. 
D) a job element method. 
A) a job analysis interview. 
B) a task analysis inventory. 
C) a position analysis questionnaire. 
D) a job element method.

What accounts for the increased attention given to job analysis?

What is the recommended practice for choosing among job analysis methods?

Which of the following is an advantage of job analysis interviews?

What is the most significant federal legislation that has focused attention on job analysis?

A structured job analysis interview is much more likely than an unstructured one to provide the rich source of information that can be effectively used in selection applications.

Those WRCs that are most important for a job should account for more selection instrument content than less important ones.

Assessing job content is one major role involved in job analysis.

Job dimensions based on critical incidents may not be representative of the entire job.

Which of the following is a method of linking KSAs and job tasks in which every KSA is paired with every task?

Because WRCs grow out of a job analysis, the changing nature of work will necessarily influence our notion of WRCs.

Job analysis information is used only for selection purposes.

The most efficient method of gathering critical incidents is by working with a group of job experts.

Job analysis questionnaires tend to fall into one of two classes.What are the classes?

The success of the interview as a job analysis technique depends, to a large extent, on the skill of the interviewer.

There is one, clear, suitable, standard means for meeting all the technical and legal considerations of a job analysis.

Prefabricated questionnaires are usually generic measures developed for use with a variety of jobs.

Which of the following characteristics is desirable in a panel member who rates KSAs (knowledge, skills, and abilities)?

In today's contemporary business environment, competency modeling needs to replace traditional job analysis.

Which of the following job analysis methods can be considered ready for application without requiring further research?

A questionnaire listing a large number of tasks associated with a job for which respondents make judgments is known as:

An Introduction to Selection

Job Performance Concepts and Measures

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 3: Job Analysis in Human Resource Selection

What accounts for the increased attention given to job analysis?

What is the recommended practice for choosing among job analysis methods?

Which of the following is an advantage of job analysis interviews?

What is the most significant federal legislation that has focused attention on job analysis?

A structured job analysis interview is much more likely than an unstructured one to provide the rich source of information that can be effectively used in selection applications.

Those WRCs that are most important for a job should account for more selection instrument content than less important ones.

Assessing job content is one major role involved in job analysis.

Job dimensions based on critical incidents may not be representative of the entire job.

Which of the following is a method of linking KSAs and job tasks in which every KSA is paired with every task?

Because WRCs grow out of a job analysis, the changing nature of work will necessarily influence our notion of WRCs.

Job analysis information is used only for selection purposes.

The most efficient method of gathering critical incidents is by working with a group of job experts.

Job analysis questionnaires tend to fall into one of two classes.What are the classes?

The success of the interview as a job analysis technique depends, to a large extent, on the skill of the interviewer.

There is one, clear, suitable, standard means for meeting all the technical and legal considerations of a job analysis.

Prefabricated questionnaires are usually generic measures developed for use with a variety of jobs.

Which of the following characteristics is desirable in a panel member who rates KSAs (knowledge, skills, and abilities)?

In today's contemporary business environment, competency modeling needs to replace traditional job analysis.

Which of the following job analysis methods can be considered ready for application without requiring further research?

A questionnaire listing a large number of tasks associated with a job for which respondents make judgments is known as:

An Introduction to Selection

Job Performance Concepts and Measures

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters