Exam 3: Job Analysis in Human Resource Selection
Exam 1: An Introduction to Selection66 Questions
Exam 2: Job Performance Concepts and Measures48 Questions
Exam 3: Job Analysis in Human Resource Selection53 Questions
Exam 4: Legal Issues in Selection92 Questions
Exam 5: Recruitment of Applicants44 Questions
Exam 6: Human Resource Measurement in Selection55 Questions
Exam 7: Reliability of Selection Measures64 Questions
Exam 8: Validity of Selection Procedures76 Questions
Exam 9: Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks128 Questions
Exam 10: The Selection Interview58 Questions
Exam 11: Ability Tests for Selection42 Questions
Exam 12: Personality Assessment for Selection39 Questions
Exam 13: Simulation Tests53 Questions
Exam 14: Testing for Counterproductive Work Behaviors65 Questions
Exam 15: Strategies for Selection Decision Making79 Questions
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Job analysis data have been used in all of the following HR areas EXCEPT:
Free
(Multiple Choice)
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Correct Answer:
D
A skill is an individual's level of proficiency or competency in performing a specific task.
Free
(True/False)
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Correct Answer:
True
In preparing knowledge statements, adjective modifiers (e.g., "thorough," "some") relative to the degree or extent of knowledge required should be used since they make the statements more precise.
Free
(True/False)
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Correct Answer:
False
What accounts for the increased attention given to job analysis?
(Multiple Choice)
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Inferences on the part of job analysts play a significant role in identifying employee specifications.
(True/False)
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WRC statements should be written so that they specify the level that is required for successful job performance.
(True/False)
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Which of the following is an advantage of job analysis interviews?
(Multiple Choice)
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One or two experts are preferable over a large (10-20 person) panel of job experts when forming the WRC rating panel.
(True/False)
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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.
(True/False)
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A questionnaire listing a large number of tasks associated with a job for which respondents make judgments is known as:
(Multiple Choice)
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A job analysis interview is very useful for covering a large number of respondents.
(True/False)
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Which of the following job analysis methods require(s) a large sample size to improve reliability?
(Multiple Choice)
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Which of the following is a method of linking KSAs and job tasks in which every KSA is paired with every task?
(Multiple Choice)
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Tailored job analysis questionnaires are typically prepared by an organization (or its consultants) for application to a specific job.
(True/False)
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Assessing job content is one major role involved in job analysis.
(True/False)
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Historically, the task analysis inventory has been widely used in military settings.
(True/False)
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Task inventories do not lend themselves to quantifying job analysis data.
(True/False)
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Because WRCs grow out of a job analysis, the changing nature of work will necessarily influence our notion of WRCs.
(True/False)
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It is critical to show that each identified WRC is tied to at least one task for which it is required.
(True/False)
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