Deck 4: Needs Analysis

Question 1

A training needs analysis is conducted when a

A)Setback event occurs.
B)Triggering event occurs.
C)Decision to provide sexual harassment training is made.
D)Deficiency is determined to be a motivational deficiency.

Answer 1

B

Question 2

In an organizational analysis,who do you ask about job design issues?

A)Top management
B)Relevant supervisors
C)Incumbents
D)Both B & C
E)All of the above

Answer 2

D

Question 3

The _____ approach identifies the various work activities required to successfully perform a job.

A)PAQ
B)task-oriented
C)worker-oriented
D)Both A & C

Answer 3

B

Question 4

_____ involves looking at all the influences that could affect employee performance in the organization and determining their fit within organizational goals and objectives.

A)Performance analysis
B)Operational analysis
C)Goals analysis
D)Organizational analysis
E)Personnel analysis

Question 5

A triggering event

A)Is a comparison of a reactive and proactive TNA.
B)Occurs when actual organizational performance is greater than expected organizational performance.
C)Occurs when actual organizational performance is less than expected organizational performance.
D)Usually means some employees require training.

Question 6

In the example provided in the text where the bank manager sent his tellers to training on the products and services the bank provided,the training resulted in a _____ percent increase in services sold to customers.

A)0
B)25
C)50
D)80

Question 7

To deal with a KSA deficiency,an appropriate remedy suggested in the text is

A)Training.
B)Changing the job.
C)Providing proper feedback.
D)Both A & B.
E)All of the above.

Question 8

As discussed in the text,about what percentage of training requests did Nancy Gordon of Ameritech say turn out to be solvable without training?

A)10 percent
B)25 percent
C)85 percent
D)99 percent

Question 9

The _____ approach to job analysis immediately identifies the KSAs required for the job.

A)Task?oriented
B)Worker-oriented
C)Operational analysis
D)Job-duty-task

Question 10

Which of the following statements regarding job analysis is true?

A)In the task-oriented approach,you first identify the tasks before determining the KSAs required.
B)KSAs are made up of multiple competencies.
C)The worker-oriented approach goes directly to determining the KSAs,then determines the tasks so it is more effective.
D)The PAQ is more effective than the task-oriented approach.
E)Competency modeling is a more scientific approach and job analysis is not as relevant anymore.

Question 11

Organizational analysis should focus on

A)Mission and capital resources.
B)Job analysis.
C) Human resources and organizational environment.
D)Both A & C.
E)All of the above.

Question 12

Which of the following focuses on an anticipated performance problem in the future?

A)The PAQ
B)A reactive TNA
C)A proactive TNA
D)Work sampling

Question 13

Which of the following focuses on a current performance problem?

A)The PAQ
B)A reactive TNA
C)A proactive TNA
D)Work sampling

Question 14

When a performance gap is identified and there is shown to be a lack of KSAs

A)There is no need to determine if there are motivational issues present.
B)You still might want to determine if there are any barriers to performance.
C)Training is the only option for dealing with the lack of KSAs.
D)A & C.

Question 15

When an OPG is identified,a(n)_____________ should be conducted in conjunction with an organizational analysis in order to fully understand the nature of the gap.

A)System analysis
B)Operational analysis
C)Performance evaluation
D)Goal analysis

Question 16

When a(n)_____ analysis is conducted for strategic planning,it is a major undertaking.The _____ and relevant strategies that have been identified in the strategic plan are an indication of where the firm wishes to be.

A)Organizational;mission
B)Operational;organizational
C)Performance;person analysis
D)Operational;goals

Question 17

An outline of a typical job's duties and responsibilities is a

A)Job description.
B)Job specification.
C)Performance standard.
D)Task outline.
E)None of the above.

Question 18

Looking at the internal environment of an organization and determining its fit with organizational goals and objectives is associated with which TNA component?

A)Operational Analysis
B)Performance Discrepancy
C)Organizational Analysis
D)Person Analysis
E)Organizational Laddering

Question 19

When a TNA is conducted,it

A)Guarantees that the time and money spent on training is spent wisely.
B)Determines the benchmark for evaluation of training.
C)Provides essential information in the implementation of the strategic plan.
D)Both B & C.

Question 20

The selection process of incumbents in operational analysis should be performed by

A)A supervisor.
B)The manager of the organization.
C)A head hunter.
D)A job analyst.

Question 21

In ________ competencies are defined as "a cluster of related knowledge,skills,and attitudes that differentiate high performers from average performers."

A)North America
B)United Kingdom
C)Australia
D)Both A & B
E)All of the above

Question 22

When there is a performance gap but no KSA deficiency,what is the possible cause?

A)Motivation
B)Barriers to performance
C)Both A & B
D)It must be a KSA deficiency,as that is what a performance gap is defined as.

Question 23

When comparing competencies to KSAs,competencies

A)Are more specific in nature.
B)Have a shorter term fit.
C)Include knowledge,skills,and attitudes.
D)Are tied to corporate goals.
E)Both C & D.

Question 24

A speed test can appropriately be used to measure the _____ of a skill.

A)Compilation
B)Aggressiveness
C)Automaticity
D)Knowledge

Question 25

Which of the following statements is true regarding competencies?

A)They are much more specific and therefore more useful at targeting a job.
B)They include only skills and attitudes.
C)They tie to corporate goals.
D)They are only good for the short term.
E)None of the above is true.

Question 26

When a KSA deficiency is determined,what is the appropriate response?

A)Training
B)Job aid
C)Practice
D)Any of the above,depending on the circumstances

Question 27

Self ratings

A)Tend to be too biased to be used effectively in a person analysis.
B)Have very high measurement error when compared to supervisor ratings.
C)Can be an effective part of the person analysis in a TNA.
D)Are not generally part of a 360-degree performance review.

Question 28

The approach to operational analysis which identifies key competencies of the job is known as

A)Job analysis.
B)Worker-oriented approach.
C)Task-oriented approach.
D)Competency modeling.

Question 29

Performance appraisals are almost always completed by

A)Peers and self.
B)360-degree feedback.
C)Supervisors.
D)Work planning and review.
E)None of the above.

Question 30

A competency-based approach focuses on

A)Knowledge and skills.
B)Attitudes and personality.
C)All characteristics that underlie successful performance.
D)Motivational characteristics.

Question 31

A method to assess learning of strategic knowledge is termed

A)Probed Protocol Analysis.
B)Level 3 Analysis.
C)Declarative Analysis.
D)Paired Comparison.

Question 32

One of the more common mistakes in developing competency modeling is

A)Not making the model tie in to the strategic goals.
B)Being too specific.
C)Simply making a list of positive attributes.
D)Focusing only on skills and knowledge.

Question 33

A good HRIS should provide information on

A)Previous positions individuals have held.
B)Training that individuals have received.
C)Performance levels.
D)All of the above.

Question 34

Which of the following statements about multiple choice tests is NOT true?

A)You can give it to a large number of individuals at once.
B)It is easily scored.
C)It is easy to develop a reliable and valid test of this type.
D)All of the above are true.

Question 35

Recall the example in the text where Ford Motor Company was building a new engine plant in Windsor that was to focus on the "team approach" to building the engines.Which of the following statements is true regarding that example?

A)The majority of those hired were university educated and had experience in the team approach.
B)One of the goals of the training was to improve attitudes toward the team approach.
C)Evaluation of the training indicated an improvement in employees' communication skills.
D)The promise of training related to self-fulfillment never materialized.

Question 36

According to the text,behavioral tests measure

A)Situational reaction.
B)Development.
C)Skills.
D)Learning capability.
E)None of the above.

Question 37

For testing of knowledge,the use of speed tests is

A)Critical to effective testing.
B)Never of any value.
C)Calculated for multiple-choice tests by multiplying the number of questions by .75,which will give you the length of time in minutes.
D)None of the above is correct.

Question 38

In the example provided in the text of analyzing a job when there are no incumbents,Dr.Fields

A)Asked the manufacturer of the new equipment to learn if there was similar equipment in operation elsewhere so he could interview those incumbents.
B)Interviewed engineers responsible for designing the new equipment.
C)Obtained blueprints for the new equipment.
D)Both A & B.
E)All of the above.

Question 39

Using paired comparison method is one way to assess_________ knowledge.

A)Procedural
B)Cognitive
C)Declarative
D)Strategic

Question 40

In ________ competencies are defined as "what someone needs to be doing to be competent in their job."

A)North America
B)United Kingdom
C)Australia
D)Both B & C
E)All of the above

Question 41

____Some advantages of using competencies are that they are more general and tend to be tied to corporate goals.

Question 42

Sources of criterion contamination are

A)Error and opportunity bias.
B)Group characteristic bias and knowledge of predictor bias.
C)Declarative knowledge bias.
D)Both A & B.
E)All of the above.

Question 43

____The only output from a TNA is training needs.

Question 44

__________ is the portion of the actual criterion that overlaps

A)Ultimate criterion;criterion relevance
B)Criterion relevance;ultimate criterion
C)Consistency;reliability
D)Ultimate criterion;criterion deficiency
E)Criterion deficiency;ultimate criterion

Question 45

____A job aid is one approach to dealing with a KSA deficiency.

Question 46

____Supervisory ratings are the most effective method to use in a person analysis.

Question 47

A criterion measure to assess declarative knowledge would

A)Be very easy to develop.
B)Be a multiple-choice test.
C)Be behaviorally based.
D)Focus on attitudinal relationships.

Question 48

According to the text's authors,which approach to TNA is better?

A)Reactive assessment
B)Proactive assessment
C)The authors don't say
D)A combination of proactive and reactive strategies

Question 49

The identification and development of employees who are perceived to be of high potential is called

A)Promotion.
B)Succession planning.
C)Hiring.
D)Funneling.
E)Pet picking.

Question 50

In response to a TNA,the decision is to "change the job." This means

A)There are too many obstacles in the system the way the job is currently set up.
B)Feedback is not occurring in the present setup.
C)There is a KSA deficiency but training is not the most effective solution.
D)Rewards are not tied to high performance.

Question 51

____A TNA is always required when employees in an organization need to be trained in a specific area such as sexual harassment.

Question 52

____If you determine there is a KSA deficiency,then the response is training.

Question 53

____The worker-oriented approach to job analysis identifies the KSAs without having to assess the tasks that are done.

Question 54

??_____Self-ratings are useful tools in determining the needs of an employee.

Question 55

____The proactive approach to TNA focuses on a specific problem.

Question 56

A measure of the consistency of an outcome,which is often measured using a correlation coefficient,is called

A)X)
B)Validity.
C)Reliability.
D)Both B & C.

Question 57

What is it called when individuals have some advantage that provides them with a higher level of performance,irrespective of their own skill level?

A)Opportunity bias
B)Criterion deficiency
C)Halo affect
D)Knowledge predictor bias

Question 58

You cannot have a _______ measure unless the measure is _______.

A)Valid;relevant
B)Relevant;valid
C)Reliable;valid
D)Valid;reliable
E)Relevant;reliable

Question 59

Which of the following statements regarding small business and TNA is true?

A)The proactive approach will be harder to implement in small businesses.
B)Small business owners have no access to resources to aid them in training their employees.
C)The main problem with the resources to aid small business in training is that businesses do not take advantage of them.
D)Small business cannot afford to do a comprehensive TNA.

Question 60

____The job-duty-task method of job analysis is a worker-oriented approach.

Question 61

List five sources of data for person analysis and their training need implications.

Question 62

Compare reliability and validity.

Question 63

Define criterion deficiency and criterion contamination.

Question 64

Discuss the proactive approach and the reactive approach to TNA.

Question 65

____ Bias is caused by random variation.

Question 66

____ It is not possible to have a reliable test that is not also valid

Question 67

____In smaller organizations it would be easier to integrate a proactive approach to TNA than in larger organizations.

Question 68

____ The ultimate criterion is the measure you use in assessing training effectiveness.