Question 1

When doing job analysis,especially in large work settings,employee logs are the

Accepted Answer

A) True 
 B)False  False

Question 2

A measure of reliability is its:

Accepted Answer

A) controllability 
B) internal consistency 
C) convergent validity 
D) predictability 
E) none of the above 
A) controllability 
B) internal consistency 
C) convergent validity 
D) predictability 
E) none of the above B

Question 3

Which of the following statements about the competency model is/are true?

Accepted Answer

A) It differentiates high performers from low performers. 
B) It can include items such as "tenacity." 
C) It facilitates career planning. 
D) A and B statements are true. 
E) All of the above statements are true. 
A) It differentiates high performers from low performers. 
B) It can include items such as "tenacity." 
C) It facilitates career planning. 
D) A and B statements are true. 
E) All of the above statements are true. E

Question 4

The assessment of a physician's performance is more likely to be beset with problems of criterion deficiency than criterion contamination.

Accepted Answer

A) True 
 B)False

Question 5

Means for dealing with a human resource surplus include all of the following except for which?

Accepted Answer

A) Hiring freeze 
B) Job sharing 
C) Layoffs 
D) Overtime 
E) Internal transfers 
A) Hiring freeze 
B) Job sharing 
C) Layoffs 
D) Overtime 
E) Internal transfers

Question 6

Direct assessment of performance:

Accepted Answer

A) is less accurate than indirect observation 
B) requires the rater seeing job performance or behaviour 
C) is extremely difficult,making it virtually impossible for most jobs 
D) B and C 
E) all of the above are true of direct assessment 
A) is less accurate than indirect observation 
B) requires the rater seeing job performance or behaviour 
C) is extremely difficult,making it virtually impossible for most jobs 
D) B and C 
E) all of the above are true of direct assessment

Question 7

Which of the following statements best illustrate a job specification?

Accepted Answer

A) Job reports to data entry supervisor 
B) Job requires adherence to specific company regulations 
C) Job requires lifting 20kg bags in wet,noisy environment 
D) Job deals solely with retail customers 
E) Job may involve shift work 
A) Job reports to data entry supervisor 
B) Job requires adherence to specific company regulations 
C) Job requires lifting 20kg bags in wet,noisy environment 
D) Job deals solely with retail customers 
E) Job may involve shift work

Question 8

Performance standards have to be identified before performance criteria can be determined.

Accepted Answer

A) True 
 B)False

Question 9

As a new hire "learns the ropes" on the job,performance criteria may undergo review and change.

Accepted Answer

A) True 
 B)False

Question 10

Typical criteria are either behaviours or outcomes,not attitudes.

Accepted Answer

A) True 
 B)False

Question 11

A group of 5 to 15 experts are brought together to identify factors that will have an impact on staffing needs in one to two years.Participants list as many ideas as they can imagine,and these ideas are shared in a round-table fashion until all items have been listed and recorded.What technique is being used?

Accepted Answer

A) Delphi 
B) Nominal group 
C) Focus group 
D) Expert opinion 
E) HR task team 
A) Delphi 
B) Nominal group 
C) Focus group 
D) Expert opinion 
E) HR task team

Question 12

A competency is a skill or ability associated with:

Accepted Answer

A) top managers 
B) lower-level employees 
C) high job performance 
D) high salary levels 
E) none of the above 
A) top managers 
B) lower-level employees 
C) high job performance 
D) high salary levels 
E) none of the above

Question 13

When you are conducting a performance appraisal,an employee explains successful performance in terms of his or her own traits ("I am a hard worker").This illustrates:

Accepted Answer

A) personal prejudices 
B) attribution error 
C) self-serving error 
D) range restriction error 
E) none of the above 
A) personal prejudices 
B) attribution error 
C) self-serving error 
D) range restriction error 
E) none of the above

Question 14

Functional job analysis uses a five-point scale to determine the degree to which 194 different task elements are involved in performing a job.

Accepted Answer

A) True 
 B)False

Question 15

The ability of a performance appraisal instrument to separate superior and poor performers in a garment-sewing factory reflects the discriminability of the measure.

Accepted Answer

A) True 
 B)False

Question 16

If you were doing a job analysis of customer service representatives in an electronic retail store,the human sources of organizational job data could include all the following except for:

Accepted Answer

A) managers at other electronic stores 
B) job incumbents 
C) supervisors 
D) customers 
E) subordinates 
A) managers at other electronic stores 
B) job incumbents 
C) supervisors 
D) customers 
E) subordinates

Question 17

Markov analysis is more effective for:

Accepted Answer

A) job positions of over 50 employees 
B) job positions of less than 20 employees 
C) service industries 
D) manufacturing industries 
E) government or nonprofit organizations 
A) job positions of over 50 employees 
B) job positions of less than 20 employees 
C) service industries 
D) manufacturing industries 
E) government or nonprofit organizations

Question 18

A key step in the job analysis process is familiarization with the organization and its jobs.

Accepted Answer

A) True 
 B)False

Question 19

Markov analysis is used to predict external supply of human resources in the long term,especially in small-business organizations.

Accepted Answer

A) True 
 B)False

Question 20

A job specification describes:

Accepted Answer

A) what a job does 
B) where the job fits specifically within the organization 
C) job demands and human characteristics required to accomplish them 
D) specific job behaviours required by company policies 
E) salary and benefits 
A) what a job does 
B) where the job fits specifically within the organization 
C) job demands and human characteristics required to accomplish them 
D) specific job behaviours required by company policies 
E) salary and benefits

When doing job analysis,especially in large work settings,employee logs are the

A measure of reliability is its:

Which of the following statements about the competency model is/are true?

The assessment of a physician's performance is more likely to be beset with problems of criterion deficiency than criterion contamination.

Means for dealing with a human resource surplus include all of the following except for which?

Direct assessment of performance:

Which of the following statements best illustrate a job specification?

Performance standards have to be identified before performance criteria can be determined.

As a new hire "learns the ropes" on the job,performance criteria may undergo review and change.

Typical criteria are either behaviours or outcomes,not attitudes.

A competency is a skill or ability associated with:

When you are conducting a performance appraisal,an employee explains successful performance in terms of his or her own traits ("I am a hard worker").This illustrates:

Functional job analysis uses a five-point scale to determine the degree to which 194 different task elements are involved in performing a job.

The ability of a performance appraisal instrument to separate superior and poor performers in a garment-sewing factory reflects the discriminability of the measure.

If you were doing a job analysis of customer service representatives in an electronic retail store,the human sources of organizational job data could include all the following except for:

Markov analysis is more effective for:

A key step in the job analysis process is familiarization with the organization and its jobs.

Markov analysis is used to predict external supply of human resources in the long term,especially in small-business organizations.

A job specification describes:

Establishing a Human Resource Strategy

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Applicant Screening

Use of Tests in Selection

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters

Exam 2: Identifying Human Resource Plans and Performance Requirements

When doing job analysis,especially in large work settings,employee logs are the

A measure of reliability is its:

Which of the following statements about the competency model is/are true?

The assessment of a physician's performance is more likely to be beset with problems of criterion deficiency than criterion contamination.

Means for dealing with a human resource surplus include all of the following except for which?

Direct assessment of performance:

Which of the following statements best illustrate a job specification?

Performance standards have to be identified before performance criteria can be determined.

As a new hire "learns the ropes" on the job,performance criteria may undergo review and change.

Typical criteria are either behaviours or outcomes,not attitudes.

A competency is a skill or ability associated with:

When you are conducting a performance appraisal,an employee explains successful performance in terms of his or her own traits ("I am a hard worker").This illustrates:

Functional job analysis uses a five-point scale to determine the degree to which 194 different task elements are involved in performing a job.

The ability of a performance appraisal instrument to separate superior and poor performers in a garment-sewing factory reflects the discriminability of the measure.

If you were doing a job analysis of customer service representatives in an electronic retail store,the human sources of organizational job data could include all the following except for:

Markov analysis is more effective for:

A key step in the job analysis process is familiarization with the organization and its jobs.

Markov analysis is used to predict external supply of human resources in the long term,especially in small-business organizations.

A job specification describes:

Establishing a Human Resource Strategy

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Applicant Screening

Use of Tests in Selection

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters