Deck 3: Job Analysis and Competency Models

Question 1

When looking at KSAOs, what does the "K" represent?

A) one's level of competency on a specific task
B) a job-related characteristic, such as personality
C) information resources of a procedural nature, promoting successful job performance
D) a general, enduring capability or capacity to do or learn something

Answer 1

C

Question 2

What is one of the key strengths of the Fleishman job analysis survey?

A) it focuses on key job tasks that workers perform on the job
B) it provides detailed information on the abilities required for the job
C) it provides detailed information on the knowledge required for the job
D) it outlines the required skills and other attributes pertinent to the job

Answer 2

B

Question 3

According to Dave Bartram's (2005) meta-analysis of competencies, how can worker competencies be classified?

A) as eight "great" competencies, and 112 sub-competencies
B) as one overall generic competency, with eight subscales
C) as 29 specific job competencies
D) as more than 150 specialized, work-related competencies

Answer 3

A

Question 4

Which of the following is referred to as a job analysis process in which subject matter experts identify examples of effective and ineffective work behaviours which are then sorted into performance dimensions?

A) functional job analysis
B) critical incident technique
C) Fleishman job analysis survey
D) position analysis questionnaire

Question 5

Compared to skills, what are abilities?

A) one's level of competency with a specific task
B) job-related characteristics, such as personality
C) general, enduring capabilities or capacities to do or learn something.
D) information resources of a procedural nature, promoting successful job performance

Question 6

Caroline has applied for a job at StoreCo (a large retail chain).According to Section 8 of the Canadian Human Rights Act, StoreCo may legally decline to hire Caroline on the basis of which of the following reasons?

A) her age (she is 47)
B) the fact that she is pregnant
C) her criminal conviction when she was 22 years old
D) her family status (she has 2 young children)

Question 7

Which of the following defines a systematic process for gathering, documenting, and analyzing data about the work required for a job?

A) KSAO
B) job description
C) competency
D) job analysis

Question 8

Which of the following is a disadvantage of the PAQ?

A) the required reading comprehension is high
B) it provides only qualitative data
C) it has limited application to different jobs
D) it doesn't have any normative sample with which to compare results

Question 9

Why is the Meiorin case important to I/O psychology?

A) It provides an example of how gender differences are irrelevant in a real-world application.
B) It highlights the importance of integrating lab studies into real-world settings.
C) It demonstrates the importance of physical abilities (in terms of aerobic capacity) to various occupations.
D) It illustrates the need to conduct a proper and valid job analysis before setting the job standards.

Question 10

A disadvantage of the PAQ is that it has limited application to different jobs.

Question 11

What type of information is contained on the electronic database O*NET?

A) worker, job, and workforce characteristics only
B) worker characteristics only (i.e., KSAOs)
C) worker requirements and interview questions only
D) workforce characteristics only (i.e., labour market information)

Question 12

A competency dictionary includes the following .

A) the proficiency level of the competency required in the functional unit.
B) the proficiency ratings of a specific employee
C) the expected knowledge at specific levels of a competency
D) the core, functional, and job-specific competencies throughout an organization

Question 13

Which one of the following best defines core competencies?

A) the key components of a job or position
B) traits and skills that are discretionary
C) characteristics shared by specific groups in an organization
D) characteristics required for all members of an organization

Question 14

Job analysis is important because the changing nature of jobs require up-to-date job information.

Question 15

How are task inventories best defined?

A) Methods that identify employee requirements through an analysis of the overall workplace.
B) Work-oriented surveys that define jobs in terms of their component activities or tasks.
C) Worker-based analyses that identify the KSAOs, independent of the actual job.
D) Job analysis techniques that focus on general worker requirements (e.g., sensory, cognitive, and physical activities.)

Question 16

Which of the following is a computer-administered job analysis questionnaire that defines KSAOs required for effective performance, and generates employment specifications based on the highest ranking survey items?

A) functional job analysis
B) critical incident technique
C) Fleishman job analysis survey
D) work profiling system

Question 17

What do we call an individual who has detailed knowledge about a specific job and how it is currently performed?

A) worker-oriented analyst
B) O*NET expert
C) subject matter expert
D) educator/trainer

Question 18

What do "KSAOs" represent?

A) the specific job and task requirements
B) the worker characteristics necessary for a job
C) the occupational requirements of a specific job
D) the generic tasks necessary for all jobs

Question 19

Acme Inc.requires that all of its forklift operators have 20-20 vision (either uncorrected or corrected) and a valid driver's license.Although these requirements discriminate against individuals with visual disabilities, they are deemed as appropriate to ensure the safety of workers and the public.What are these requirements known as?

A) BFORs
B) KSAOs
C) task requirements
D) general competencies

Question 20

Task inventories are best defined as work-oriented surveys that break down jobs into their component activities or tasks.

Question 21

In terms of KSAOs, "O" represents "One's level of proficiency in performing a specific task."

Question 22

Core competencies are best defined as characteristics shared by specific groups in an organization.

Question 23

A bona fide occupational requirement (BFOR) is used to defend a discriminatory employment practice, such that it is job-related and necessary to ensure the efficient and safe performance of the job.

Question 24

On your first day as a Job Analyst specialist, you are asked to train other junior analysts on the guidelines for conducting a Job Analysis interview.Create a "train-the-trainer" session by outlining the seven key components of the session, and provide examples of each component.

Question 25

When thinking about choosing a job analysis method, identify and explain 6 of the 11 factors that you should consider.

Question 26

You are a new independent consultant.You are meeting with a new potential client, Mr.Ron McDonald, from a large restaurant chain.They have problems with their new employees and are unable to find people who are right for the positions.You ask him what type of employee he is looking for, and he mumbles something about hiring a fun, efficient, and reliable worker.When you ask what the job entails, he says that they serve food.You suspect that he doesn't have an extensive job description.Explain to him what job analysis is; why it is important; how it can help him create a job description; and identify other uses for a job analysis within his restaurant chain.

Question 27

Core competencies are best defined as characteristics that are required for all members across an organization.

Question 28

You are an I/O psychologist, specializing in job analysis.Your aunt has phoned you because she recently purchased a large lollipop factory.In order to create updated job descriptions and gather information on the duties and responsibilities of the employees, she wants you to analyze all jobs in her organization.Money is not a huge consideration.The outcomes of the analyses must be reliable, valid, and defensible in court.What technique(s) would you and your assistant use? Why? Are there any drawbacks to this (these) technique(s)?