Question 1

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

Question 2

When did a significant increase in attention given to job analysis begin?

Accepted Answer

A) 1930s 
B) 1950s 
C) within the last four decades 
D) since 2000 
A) 1930s 
B) 1950s 
C) within the last four decades 
D) since 2000

Question 3

A job analysis interview is one of the few job analysis methods that can be relied upon as a sole method when the analysis is being conducted for selection purposes.

Accepted Answer

A) True 
 B)False

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

In specifying WRCs, broad statements are preferable to specific ones.

Accepted Answer

A) True 
 B)False

Question 6

Respondent motivation problems often become significant when task analysis inventories are long or complex.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

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 9

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 10

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

Accepted Answer

A) True 
 B)False

Question 11

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 12

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 13

Job analysis information is used only for selection purposes.

Accepted Answer

A) True 
 B)False

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

When did a significant increase in attention given to job analysis begin?

A job analysis interview is one of the few job analysis methods that can be relied upon as a sole method when the analysis is being conducted for selection purposes.

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

In specifying WRCs, broad statements are preferable to specific ones.

Respondent motivation problems often become significant when task analysis inventories are long or complex.

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

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

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

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

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

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

Job analysis information is used only for selection purposes.

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

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

When did a significant increase in attention given to job analysis begin?

A job analysis interview is one of the few job analysis methods that can be relied upon as a sole method when the analysis is being conducted for selection purposes.

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

In specifying WRCs, broad statements are preferable to specific ones.

Respondent motivation problems often become significant when task analysis inventories are long or complex.

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

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

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

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

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

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

Job analysis information is used only for selection purposes.

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