Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

Most task statements (in a task inventory) are concerned with what gets done.

Accepted Answer

A) True 
 B)False

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

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 5

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 6

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

Accepted Answer

A) True 
 B)False

Question 7

Which of the following statements concerning job analysis interviews is INCORRECT?

Accepted Answer

A) They can be structured. 
B) They can be unstructured. 
C) Data are collected from supervisors and/or job incumbents. 
D) Data are collected from job applicants. 
A) They can be structured. 
B) They can be unstructured. 
C) Data are collected from supervisors and/or job incumbents. 
D) Data are collected from job applicants.

Question 8

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 9

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 10

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 11

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.

Question 12

___________________ 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 13

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 14

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 15

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 16

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

Accepted Answer

A) True 
 B)False

Question 17

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 18

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 19

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 20

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

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

Most task statements (in a task inventory) are concerned with what gets done.

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

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

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

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

Which of the following statements concerning job analysis interviews is INCORRECT?

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?

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

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

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

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:

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

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

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

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

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

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

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

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

Most task statements (in a task inventory) are concerned with what gets done.

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

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

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

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

Which of the following statements concerning job analysis interviews is INCORRECT?

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?

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

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

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

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:

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

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

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

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

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

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

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