Question 1

What job analysis method utilizes work sampling and employee diaries or logs

Accepted Answer

A) interview 
B) questionnaire 
C) direct observation 
D) combination 
A) interview 
B) questionnaire 
C) direct observation 
D) combination

Question 2

What is NOT a problem associated with job descriptions

Accepted Answer

A) They may include duties that are prioritized and weighted. 
B) They may be vague or poorly written. 
C) They may focus on KSAOs of incumbents. 
D) They may not be updated regularly. 
A) They may include duties that are prioritized and weighted. 
B) They may be vague or poorly written. 
C) They may focus on KSAOs of incumbents. 
D) They may not be updated regularly.

Question 3

Leadership, motivation, trust, communication, and interpersonal skills are examples of competencies.

Accepted Answer

A) True 
 B)False

Question 4

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company.Scribe's product is information systems.The company's environment is competitive and constantly changing.There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses.Due to Scribe's growth in sales, the company is anticipating the need for an increase from 150 to 200 employees.The company requires highly skilled software designers, computer programmers, sales professionals, and support staff.The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done.Job demands are changing constantly because of the dynamic environment.There are concerns of sex, age, and family status discrimination with the office administration employees.The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
-Refer to Scenario 4-1.Why would it be important for Scribe Engineering to conduct a job analysis

Accepted Answer

A) It is the first line of defence when selection procedures are legally challenged. 
B) It emphasizes selection skills and responsibilities, and de-emphasizes effort and working conditions. 
C) It provides subjective and objective evidence of the skills and abilities required for effective job performance. 
D) It establishes the worth of a job and defines it in measurable terms. 
A) It is the first line of defence when selection procedures are legally challenged. 
B) It emphasizes selection skills and responsibilities, and de-emphasizes effort and working conditions. 
C) It provides subjective and objective evidence of the skills and abilities required for effective job performance. 
D) It establishes the worth of a job and defines it in measurable terms.

Question 5

What is a core competency of a technical support job position

Accepted Answer

A) oral and written communications 
B) knowledge of customer service 
C) information gathering 
D) applying principles and procedures 
A) oral and written communications 
B) knowledge of customer service 
C) information gathering 
D) applying principles and procedures

Question 6

What does the acronym KSAO mean

Accepted Answer

A) knowledge, skills, attributes, and other abilities 
B) know-how, skills, abilities, and organizational alignment 
C) know-how, skills, attributes, and organizational fit 
D) knowledge, skills, abilities, and other attributes 
A) knowledge, skills, attributes, and other abilities 
B) know-how, skills, abilities, and organizational alignment 
C) know-how, skills, attributes, and organizational fit 
D) knowledge, skills, abilities, and other attributes

Question 7

Job analysis involves a single methodology to analyze jobs.

Accepted Answer

A) True 
 B)False

Question 8

Why is a job analysis important for recruitment and selection

Accepted Answer

A) It is the first line of defence when selection procedures are legally challenged. 
B) It emphasizes selection skills and responsibilities while de-emphasizing effort and working conditions. 
C) It provides subjective evidence of the skills and abilities required for effective job performance. 
D) It establishes the worth of a job and defines it in measurable terms. 
A) It is the first line of defence when selection procedures are legally challenged. 
B) It emphasizes selection skills and responsibilities while de-emphasizing effort and working conditions. 
C) It provides subjective evidence of the skills and abilities required for effective job performance. 
D) It establishes the worth of a job and defines it in measurable terms.

Question 9

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company.Scribe's product is information systems.The company's environment is competitive and constantly changing.There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses.Due to Scribe's growth in sales, the company is anticipating the need for an increase from 150 to 200 employees.The company requires highly skilled software designers, computer programmers, sales professionals, and support staff.The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done.Job demands are changing constantly because of the dynamic environment.There are concerns of sex, age, and family status discrimination with the office administration employees.The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
-Refer to Scenario 4-1.What are the expected changes in Scribe Engineering's external environment that may affect the company's recruitment and selection process

Accepted Answer

A) organizational mission and goals 
B) job design 
C) organizational strategy 
D) competition 
A) organizational mission and goals 
B) job design 
C) organizational strategy 
D) competition

Question 10

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company.Scribe's product is information systems.The company's environment is competitive and constantly changing.There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses.Due to Scribe's growth in sales, the company is anticipating the need for an increase from 150 to 200 employees.The company requires highly skilled software designers, computer programmers, sales professionals, and support staff.The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done.Job demands are changing constantly because of the dynamic environment.There are concerns of sex, age, and family status discrimination with the office administration employees.The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
-Refer to Scenario 4-1.The technical support job description includes the following: "Ability and willingness to follow policies and procedures." What is this an example of

Accepted Answer

A) a job summary 
B) a competency 
C) a job specification 
D) a job responsibility 
A) a job summary 
B) a competency 
C) a job specification 
D) a job responsibility

Question 11

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company.Scribe's product is information systems.The company's environment is competitive and constantly changing.There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses.Due to Scribe's growth in sales, the company is anticipating the need for an increase from 150 to 200 employees.The company requires highly skilled software designers, computer programmers, sales professionals, and support staff.The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done.Job demands are changing constantly because of the dynamic environment.There are concerns of sex, age, and family status discrimination with the office administration employees.The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
-Refer to Scenario 4-1.Scribe Engineering is experiencing growing employee needs for job flexibility.What are some flexible work options that Scribe Engineering could consider to retain its employees

Accepted Answer

A) job sharing and telework 
B) ergonomically designed work stations 
C) elimination of routine jobs 
D) competency-based jobs 
A) job sharing and telework 
B) ergonomically designed work stations 
C) elimination of routine jobs 
D) competency-based jobs

Question 12

Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company.Scribe's product is information systems.The company's environment is competitive and constantly changing.There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses.Due to Scribe's growth in sales, the company is anticipating the need for an increase from 150 to 200 employees.The company requires highly skilled software designers, computer programmers, sales professionals, and support staff.The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done.Job demands are changing constantly because of the dynamic environment.There are concerns of sex, age, and family status discrimination with the office administration employees.The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions.Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks.
-Refer to Scenario 4-1.What internal influences are affecting the jobs and human resources at Scribe Engineering

Accepted Answer

A) the labour market 
B) customers 
C) the competition 
D) job design 
A) the labour market 
B) customers 
C) the competition 
D) job design

Question 13

The first step in job analysis is to interview job incumbents.

Accepted Answer

A) True 
 B)False

Question 14

Describe one job analysis method.

Accepted Answer

Structured job analysis questionnaires a

Question 15

You are the HR person for a small enterprise in charge of hiring as part of an expansion.Which of the following questions would you ask prior to collecting information in a job analysis

Accepted Answer

A) How will the company's mission, vision, and values affect selection needs 
B) What do you wish your new hires to accomplish 
C) What do people who hold similar jobs think about the knowledge, skills, abilities, and other attributes needed 
D) Will the employees do different things on different days 
A) How will the company's mission, vision, and values affect selection needs 
B) What do you wish your new hires to accomplish 
C) What do people who hold similar jobs think about the knowledge, skills, abilities, and other attributes needed 
D) Will the employees do different things on different days

Question 16

Which of the following competencies is every member of an organization expected to possess

Accepted Answer

A) core competencies 
B) functional competencies 
C) job-specific competencies 
D) knowledge-based competencies 
A) core competencies 
B) functional competencies 
C) job-specific competencies 
D) knowledge-based competencies

Question 17

Which of the following is the best job analysis method

Accepted Answer

A) job evaluation 
B) behaviour anchored rating systems 
C) worker traits inventories 
D) content validation 
A) job evaluation 
B) behaviour anchored rating systems 
C) worker traits inventories 
D) content validation

Question 18

Which of the following is NOT typically characterized as job context

Accepted Answer

A) education 
B) work schedules 
C) organizational culture 
D) non-financial incentives 
A) education 
B) work schedules 
C) organizational culture 
D) non-financial incentives

Question 19

What job analysis technique emphasizes general aspects of the jobs, and describes perceptual, interpersonal, sensory, cognitive, and physical activities

Accepted Answer

A) work-oriented analysis 
B) self-monitoring analysis 
C) structured analysis 
D) worker-oriented analysis 
A) work-oriented analysis 
B) self-monitoring analysis 
C) structured analysis 
D) worker-oriented analysis

Question 20

"What would you do if a patient had an emergency medical problem you were not qualified to deal with and no physicians could be contacted
" This is an example of a behavioural question that could be used in an interview for an LPN.

Accepted Answer

A) True 
 B)False

What job analysis method utilizes work sampling and employee diaries or logs

What is NOT a problem associated with job descriptions

Leadership, motivation, trust, communication, and interpersonal skills are examples of competencies.

What is a core competency of a technical support job position

What does the acronym KSAO mean

Job analysis involves a single methodology to analyze jobs.

Why is a job analysis important for recruitment and selection

The first step in job analysis is to interview job incumbents.

Describe one job analysis method.

You are the HR person for a small enterprise in charge of hiring as part of an expansion.Which of the following questions would you ask prior to collecting information in a job analysis

Which of the following competencies is every member of an organization expected to possess

Which of the following is the best job analysis method

Which of the following is NOT typically characterized as job context

What job analysis technique emphasizes general aspects of the jobs, and describes perceptual, interpersonal, sensory, cognitive, and physical activities

"What would you do if a patient had an emergency medical problem you were not qualified to deal with and no physicians could be contacted " This is an example of a behavioural question that could be used in an interview for an LPN.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters

Exam 4: Job Analysis and Competency Models

What job analysis method utilizes work sampling and employee diaries or logs

What is NOT a problem associated with job descriptions

Leadership, motivation, trust, communication, and interpersonal skills are examples of competencies.

What is a core competency of a technical support job position

What does the acronym KSAO mean

Job analysis involves a single methodology to analyze jobs.

Why is a job analysis important for recruitment and selection

The first step in job analysis is to interview job incumbents.

Describe one job analysis method.

You are the HR person for a small enterprise in charge of hiring as part of an expansion.Which of the following questions would you ask prior to collecting information in a job analysis

Which of the following competencies is every member of an organization expected to possess

Which of the following is the best job analysis method

Which of the following is NOT typically characterized as job context

What job analysis technique emphasizes general aspects of the jobs, and describes perceptual, interpersonal, sensory, cognitive, and physical activities

"What would you do if a patient had an emergency medical problem you were not qualified to deal with and no physicians could be contacted " This is an example of a behavioural question that could be used in an interview for an LPN.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters