Question 1

When comparing competencies to KSAs, competencies

Accepted Answer

Competencies are broader than KSAs and include not only knowledge and skills but also attitudes and behaviors. Additionally, competencies are often tied to corporate goals and values. Therefore, option E is the correct answer as it includes both C (knowledge, skills, and attitudes) and D (tied to corporate goals).

Question 2

According to the text, behavioral tests measure

Accepted Answer

The answer of According to the text, behavioral tests measure
...

Question 3

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

Accepted Answer

The answer of In ________ competencies are defined as "a...

Question 4

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

Accepted Answer

Dr. Fields took a comprehensive approach to analyze a job for which there were no incumbents by asking the manufacturer if similar equipment was in operation elsewhere to interview those incumbents, interviewing the engineers who designed the new equipment, and obtaining blueprints for the new equipment.

Question 5

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?

Accepted Answer

The text states that one of the goals of the training was "to improve attitudes toward the team approach" (paragraph 4). The text does not provide information about the education or experience of those hired, evaluation of communication skills, or the promise of self-fulfillment.

Question 6

Self ratings

Accepted Answer

Self ratings can provide valuable insight into an individual's perceptions of their own skills and abilities, which can be useful information in identifying areas for development in a training needs analysis (TNA). However, they should be used in conjunction with other sources of feedback, such as supervisor ratings and 360-degree performance reviews, to ensure a more comprehensive and accurate view of an individual's performance.

Question 7

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

Accepted Answer

The appropriate response to a KSA deficiency depends on the circumstances. Training, job aids, and practice may all be appropriate solutions. It is important to assess the situation and determine which solution will be most effective in addressing the specific deficiency.

Question 8

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

Accepted Answer

Developing a reliable and valid multiple choice test is not necessarily easy, as it requires careful consideration of question wording, distractors, and other factors that can impact test validity and reliability. While it is possible to create a multiple choice test quickly and easily, creating a high quality test that accurately measures what it is intended to measure requires careful development and validation.

Question 9

A method to assess learning of strategic knowledge is termed

Accepted Answer

Probed Protocol Analysis is a method specifically designed for assessing learners' strategic knowledge, which captures the reasoning processes behind learners' performance. It is used to elicit critical and reflective thinking in learners while they are performing a task or solving a problem.

Question 10

Which of the following statements is true regarding competencies?

Accepted Answer

Competencies are broader than just skills and attitudes; they encompass a range of abilities, behaviors, and knowledge that are linked to successful performance in a job or task. They are designed to align with and support corporate goals, making them strategic tools for both individual and organizational development. Competencies are not limited to short-term application but are valuable for long-term career development and organizational planning.

Question 11

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

Accepted Answer

If there is a performance gap but no KSA deficiency, it is either a motivational issue or there are barriers preventing the employee from performing. Therefore, both A (motivation) and B (barriers to performance) are possible causes.

Question 12

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

Accepted Answer

Competencies in both the United Kingdom and Australia are defined as "what someone needs to be doing to be competent in their job." Therefore, the best choice is D, as it includes both options. North America may have similar definitions, but it is not specified in the question.

Question 13

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

Accepted Answer

A speed test can effectively measure the automaticity of a skill, which refers to the ability to perform a task without consciously thinking about each step. Speed tests often involve repetitive tasks performed quickly and accurately, allowing for the measurement of automaticity. A compilation test would measure one's ability to gather and organize information, while aggressiveness and knowledge are not typically measured through speed tests.

Question 14

Using paired comparison method is one way to assess_________ knowledge.

Accepted Answer

The answer of Using paired comparison method is one way...

Question 15

One of the more common mistakes in developing competency modeling is

Accepted Answer

Simply making a list of positive attributes is a common mistake in developing competency modeling because it does not provide a clear understanding of the required skills, abilities, and knowledge needed for job success. Competency modeling should be more than just listing positive traits; it should identify the critical behaviors that lead to success in a particular job or role.

Question 16

A competency-based approach focuses on

Accepted Answer

A competency-based approach encompasses all characteristics that underlie successful performance, including knowledge, skills, attitudes, and other attributes.

Question 17

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

Accepted Answer

The approach that identifies key competencies of the job is known as competency modeling. Competency modeling is a comprehensive and systematic process of identifying, defining, assessing, and developing the competencies that are essential for success in a particular job or a set of jobs. It involves analyzing the knowledge, skills, abilities, and other characteristics (KSAOs) that are required for effective performance in a job, and then defining the competencies that are necessary to possess these KSAOs. The competency approach goes beyond simply listing the tasks that the job entails and focuses on the capabilities that are required to perform these tasks successfully.

Question 18

A good HRIS should provide information on

Accepted Answer

A good HRIS should provide information on all of the above including previous positions individuals have held, training that individuals have received and performance levels. This information helps in succession planning, identifying training needs and evaluating employee performance.

Question 19

For testing of knowledge, the use of speed tests is

Accepted Answer

The use of speed tests is not critical to effective testing for knowledge. While timed tests may be useful in certain situations (such as testing for time management skills), speed alone is not a good measure of knowledge or understanding. Additionally, there is no set formula for calculating the length of a multiple-choice test based on the number of questions. Therefore, none of the options presented are correct.

Question 20

Performance appraisals are almost always completed by

Accepted Answer

Performance appraisals are typically completed by the employee's immediate supervisor or manager. While peer evaluations and self-assessments may sometimes be included as part of the overall feedback process, the primary responsibility for conducting a formal performance appraisal lies with the employee's supervisor. 360-degree feedback and work planning and review may also be used to gather input on an employee's performance, but these methods are not typically considered to be "performance appraisals" in the traditional sense.

Quiz 4: Needs Analysis