Question 1

Which of the following job analysis methods require(s) a large sample size to improve reliability?

Accepted Answer

A) job analysis interview 
B) task inventory 
C) PAQ 
D) technical conferences 
A) job analysis interview 
B) task inventory 
C) PAQ 
D) technical conferences

Question 2

Implementing the critical incident method to generate a list of job-related behaviors from which inferences are based regarding worker specifications involves all of the following steps EXCEPT:

Accepted Answer

A) selecting the method for critical incidents collection. 
B) selecting a panel of job experts. 
C) observing critical incidents. 
D) gathering critical incidents statements from experts. 
A) selecting the method for critical incidents collection. 
B) selecting a panel of job experts. 
C) observing critical incidents. 
D) gathering critical incidents statements from experts.

Question 3

Which of the following is a "good" KSA statement?

Accepted Answer

A) knowledge of first aid procedures 
B) skill in using forklift 
C) ability to handle customer complaints 
D) all of the above are "good" KSA statements 
A) knowledge of first aid procedures 
B) skill in using forklift 
C) ability to handle customer complaints 
D) all of the above are "good" KSA statements

Question 4

The object of the Critical-Incidents Technique is to gather information regarding judgmental or trait-oriented descriptions of performance.

Accepted Answer

A) True 
 B)False

Question 5

It is critical to show that each identified WRC is tied to at least one task for which it is required.

Accepted Answer

A) True 
 B)False

Question 6

The seminal court case with respect to job analysis is Griggs v.Duke Power Co.

Accepted Answer

A) True 
 B)False

Question 7

The job analysis interview is usually restricted to use with jobs that are basically physical in nature.

Accepted Answer

A) True 
 B)False

Question 8

The major idea behind the application of task analysis inventories is to define important:

Accepted Answer

A) job content. 
B) performance metrics. 
C) reliability estimates. 
D) distinctions between successful and unsuccessful job incumbents. 
A) job content. 
B) performance metrics. 
C) reliability estimates. 
D) distinctions between successful and unsuccessful job incumbents.

Question 9

The job analysis interview can be used as a means for clarifying or verifying information collected previously through other job analysis methods.

Accepted Answer

A) True 
 B)False

Question 10

___________________ consist of groups or panels of 10 to 20 job incumbents who work with a group leader to produce job analysis.

Accepted Answer

A) Subject matter expert workshops 
B) The critical incident technique 
C) The task analysis inventory 
D) Quality circles 
A) Subject matter expert workshops 
B) The critical incident technique 
C) The task analysis inventory 
D) Quality circles

Question 11

Job analysis results are used to determine the relevant WRCs.

Accepted Answer

A) True 
 B)False

Question 12

Job analysis data have been used in all of the following HR areas EXCEPT:

Accepted Answer

A) compensation. 
B) training. 
C) performance appraisal. 
D) inter-rater reliability. 
A) compensation. 
B) training. 
C) performance appraisal. 
D) inter-rater reliability.

Question 13

Tailored job analysis questionnaires are typically prepared by an organization (or its consultants) for application to a specific job.

Accepted Answer

A) True 
 B)False

Question 14

A skill is an individual's level of proficiency or competency in performing a specific task.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is an example of a "good" statement descriptive of physical requirements?

Accepted Answer

A) See well enough to read a voltmeter dial from a distance of three feet 
B) Strong enough to carry a 150 pound weight down a 20 foot ladder 
C) Hear well enough to carry on a telephone conversation without amplification 
D) All of the above are "good" statements of physical requirements 
A) See well enough to read a voltmeter dial from a distance of three feet 
B) Strong enough to carry a 150 pound weight down a 20 foot ladder 
C) Hear well enough to carry on a telephone conversation without amplification 
D) All of the above are "good" statements of physical requirements

Question 16

The interview is one of the most frequently used methods of job analysis.

Accepted Answer

A) True 
 B)False

Question 17

Possible aspects of work-related information collected in job analysis include all of the following EXCEPT:

Accepted Answer

A) work activities. 
B) tools and equipment used in performing work activities. 
C) validity of job-related tasks. 
D) WRCs of job incumbents. 
A) work activities. 
B) tools and equipment used in performing work activities. 
C) validity of job-related tasks. 
D) WRCs of job incumbents.

Question 18

Which of the following consists of a trained analyst asking questions of supervisors and job incumbents about the duties and responsibilities, KSAs, and equipment and/or conditions of employment for a job or class of jobs?

Accepted Answer

A) job analysis questionnaire 
B) job analysis interview 
C) position analysis questionnaire 
D) Guidelines Oriented Job Analysis 
A) job analysis questionnaire 
B) job analysis interview 
C) position analysis questionnaire 
D) Guidelines Oriented Job Analysis

Question 19

Which of the following court cases has had a significant impact on the increasing importance of job analysis in selection?

Accepted Answer

A) Griggs v.Duke Power Co. 
B) Spurlock v.United Airlines 
C) Watson v.Fort Worth Bank & Trust 
D) Bundy v.Jackson 
A) Griggs v.Duke Power Co. 
B) Spurlock v.United Airlines 
C) Watson v.Fort Worth Bank & Trust 
D) Bundy v.Jackson

Question 20

A legal requirement in a selection device validation program is an analysis of the job for which the device is used.

Accepted Answer

A) True 
 B)False

Which of the following job analysis methods require(s) a large sample size to improve reliability?

Implementing the critical incident method to generate a list of job-related behaviors from which inferences are based regarding worker specifications involves all of the following steps EXCEPT:

Which of the following is a "good" KSA statement?

The object of the Critical-Incidents Technique is to gather information regarding judgmental or trait-oriented descriptions of performance.

It is critical to show that each identified WRC is tied to at least one task for which it is required.

The seminal court case with respect to job analysis is Griggs v.Duke Power Co.

The job analysis interview is usually restricted to use with jobs that are basically physical in nature.

The major idea behind the application of task analysis inventories is to define important:

The job analysis interview can be used as a means for clarifying or verifying information collected previously through other job analysis methods.

___________________ consist of groups or panels of 10 to 20 job incumbents who work with a group leader to produce job analysis.

Job analysis results are used to determine the relevant WRCs.

Job analysis data have been used in all of the following HR areas EXCEPT:

Tailored job analysis questionnaires are typically prepared by an organization (or its consultants) for application to a specific job.

A skill is an individual's level of proficiency or competency in performing a specific task.

Which of the following is an example of a "good" statement descriptive of physical requirements?

The interview is one of the most frequently used methods of job analysis.

Possible aspects of work-related information collected in job analysis include all of the following EXCEPT:

Which of the following consists of a trained analyst asking questions of supervisors and job incumbents about the duties and responsibilities, KSAs, and equipment and/or conditions of employment for a job or class of jobs?

Which of the following court cases has had a significant impact on the increasing importance of job analysis in selection?

A legal requirement in a selection device validation program is an analysis of the job for which the device is used.

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

Which of the following job analysis methods require(s) a large sample size to improve reliability?

Implementing the critical incident method to generate a list of job-related behaviors from which inferences are based regarding worker specifications involves all of the following steps EXCEPT:

Which of the following is a "good" KSA statement?

The object of the Critical-Incidents Technique is to gather information regarding judgmental or trait-oriented descriptions of performance.

It is critical to show that each identified WRC is tied to at least one task for which it is required.

The seminal court case with respect to job analysis is Griggs v.Duke Power Co.

The job analysis interview is usually restricted to use with jobs that are basically physical in nature.

The major idea behind the application of task analysis inventories is to define important:

The job analysis interview can be used as a means for clarifying or verifying information collected previously through other job analysis methods.

___________________ consist of groups or panels of 10 to 20 job incumbents who work with a group leader to produce job analysis.

Job analysis results are used to determine the relevant WRCs.

Job analysis data have been used in all of the following HR areas EXCEPT:

Tailored job analysis questionnaires are typically prepared by an organization (or its consultants) for application to a specific job.

A skill is an individual's level of proficiency or competency in performing a specific task.

Which of the following is an example of a "good" statement descriptive of physical requirements?

The interview is one of the most frequently used methods of job analysis.

Possible aspects of work-related information collected in job analysis include all of the following EXCEPT:

Which of the following consists of a trained analyst asking questions of supervisors and job incumbents about the duties and responsibilities, KSAs, and equipment and/or conditions of employment for a job or class of jobs?

Which of the following court cases has had a significant impact on the increasing importance of job analysis in selection?

A legal requirement in a selection device validation program is an analysis of the job for which the device is used.

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