Deck 7: Job Analysis in Human Resource Selection

Question 1

The interview is one of the most frequently used methods of job analysis.

Answer 1

True

Question 2

A job analysis interview is very useful for covering a large number of respondents.

Answer 2

False

Question 3

There is one,clear,suitable,standard means for meeting all the technical and legal considerations of a job analysis.

Answer 3

False

Question 4

Job dimensions based on critical incidents may not be representative of the entire job.

Question 5

One or two experts are preferable over a large (10-20 person)panel of job experts when forming the KSA rating panel.

Question 6

The object of the Critical-Incidents Technique is to gather information regarding judgmental or trait-oriented descriptions of performance.

Question 7

Job analysis information is used only for selection purposes.

Question 8

The seminal court case with respect to job analysis is Griggs v.Duke Power Co.

Question 9

A job analysis interview is one of the few job analysis methods that can be relied upon as a sole method when the analysis is being conducted for selection purposes.

Question 10

Job analysis results are used to determine the relevant KSAs.

Question 11

The most efficient method of gathering critical incidents is by working with a group of job experts.

Question 12

Most task statements (in a task inventory)are concerned with what gets done.

Question 13

Inferences on the part of job analysts play a significant role in identifying employee specifications.

Question 14

Task inventories do not lend themselves to quantifying job analysis data.

Question 15

In specifying KSAs,broad statements are preferable to specific ones.

Question 16

Assessing job content is one major role involved in job analysis.

Question 17

Those KSAs that are most important for a job should account for more selection instrument content than less important ones.

Question 18

A legal requirement in a selection device validation program is an analysis of the job for which the device is used.

Question 19

The success of the interview as a job analysis technique depends,to a large extent,on the skill of the interviewer.

Question 20

Historically,the task analysis inventory has been widely used in military settings.

Question 21

It is critical to show that each identified KSA is tied to at least one task for which it is required.

Question 22

What is the most significant federal legislation that has focused attention on job analysis?

A)Rehabilitation Act of 1973
B)Americans with Disabilities Act
C)Title VII of the Civil Rights Act of 1964
D)Age Discrimination in Employment Act

Question 23

Because KSAs grow out of a job analysis,the changing nature of work will necessarily influence our notion of KSAs.

Question 24

The job analysis interview is usually restricted to use with jobs that are basically physical in nature.

Question 25

In preparing knowledge statements,adjective modifiers (e.g.,"thorough," "some")relative to the degree or extent of knowledge required should be used since they make the statements more precise.

Question 26

The job analysis interview can be used as a means for clarifying or verifying information collected previously through other job analysis methods.

Question 27

A skill is an individual's level of proficiency or competency in performing a specific task.

Question 28

What accounts for the increased attention given to job analysis?

A)an increasing focus on the competitive use of human resources
B)the globalization of the marketplace
C)a movement started by employers to improve selection practices
D)federal selection guidelines and court cases

Question 29

Tailored job analysis questionnaires are typically prepared by an organization (or its consultants)for application to a specific job.

Question 30

A structured job analysis interview is much more likely than an unstructured one to provide the rich source of information that can be effectively used in selection applications.

Question 31

In today's contemporary business environment,competency modeling needs to replace traditional job analysis.

Question 32

KSA statements should be written so that they specify the level that is required for successful job performance.

Question 33

Possible aspects of work-related information collected in job analysis include all of the following EXCEPT:

A)work activities.
B)tools and equipment used in performing work activities.
C)validity of job-related tasks.
D)KSAs of job incumbents.

Question 34

When did a significant increase in attention given to job analysis begin?

A)1930s
B)1950s
C)within the last three decades
D)since 2000

Question 35

Prefabricated questionnaires are usually generic measures developed for use with a variety of jobs.

Question 36

Job analysis data have been used in all of the following HR areas EXCEPT:

A)compensation.
B)training.
C)performance appraisal.
D)inter-rater reliability.

Question 37

Which of the following characteristics is desirable in a panel member who rates KSAs (knowledge,skills,and abilities)?

A)selected by supervisor and required to participate
B)new hires who have experienced job demands recently
C)job incumbent with adequate performance on the job
D)older job incumbents

Question 38

Which of the following court cases has had a significant impact on the increasing importance of job analysis in selection?

A)Griggs v.Duke Power Co.
B)Spurlock v.United Airlines
C)Watson v.Fort Worth Bank & Trust
D)Bundy v.Jackson

Question 39

Respondent motivation problems often become significant when task analysis inventories are long or complex.

Question 40

Which of the following is a "good" KSA statement?

A)knowledge of first aid procedures
B)skill in using forklift
C)ability to handle customer complaints
D)all of the above are "good" KSA statements

Question 41

Implementing the critical incident method to generate a list of job-related behaviors from which inferences are based regarding worker specifications involves all of the following steps EXCEPT:

A)selecting the method for critical incidents collection.
B)selecting a panel of job experts.
C)observing critical incidents.
D)gathering critical incidents statements from experts.

Question 42

Which of the following statements concerning job analysis interviews is INCORRECT?

A)They can be structured.
B)They can be unstructured.
C)Data are collected from supervisors and/or job incumbents.
D)Data are collected from job applicants.

Question 43

What are the seven major decision points involved in job analysis of HR selection purposes?

Question 44

Compare and contrast the position analysis questionnaire with the task inventory.

Question 45

Which of the following is an advantage of job analysis interviews?

A)can be done quickly with many jobs
B)can be cost efficient with many jobs
C)can be applied to a wide variety of jobs
D)The skills and procedures of the individual analyst do not play a significant role in the success of this method.

Question 46

Which of the following is a method of linking KSAs and job tasks in which every KSA is paired with every task?

A)job task rating matrix
B)KSA rating matrix
C)having an analyst list job tasks associated with each KSA
D)a job/task/KSA template

Question 47

Which of the following consists of a trained analyst asking questions of supervisors and job incumbents about the duties and responsibilities,KSAs,and equipment and/or conditions of employment for a job or class of jobs?

A)job analysis questionnaire
B)job analysis interview
C)position analysis questionnaire
D)Guidelines Oriented Job Analysis

Question 48

Which of the following is an example of a "good" statement descriptive of physical requirements?

A)See well enough to read a voltmeter dial from a distance of three feet
B)Strong enough to carry a 150 pound weight down a 20 foot ladder
C)Hear well enough to carry on a telephone conversation without amplification
D)All of the above are "good" statements of physical requirements

Question 49

A questionnaire listing a large number of tasks associated with a job for which respondents make judgments is known as:

A)a job analysis interview.
B)a task analysis inventory.
C)a position analysis questionnaire.
D)a job element method.

Question 50

Which of the following job analysis methods can be considered ready for application without requiring further research?

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

Question 51

What should be the goals of any job analysis study conducted for selection purposes?

Question 52

Job analysis questionnaires tend to fall into one of two classes.What are the classes?

A)quantitative; qualitative
B)prefabricated; tailored
C)computerized; noncomputerized
D)group administered; individually administered

Question 53

Identify and discuss the most serious problems that may arise during a job analysis study.

Question 54

You are consulting with an owner of several small convenience stores.She wants you to conduct a job analysis study to help develop valid selection measures for each of the positions found in the stores.Select an appropriate job analysis method and write a brief,nontechnical explanation of your choice for the store owner.

Question 55

The major idea behind the application of task analysis inventories is to define important:

A)job content.
B)performance metrics.
C)reliability estimates.
D)distinctions between successful and unsuccessful job incumbents.

Question 56

___________________ consist of groups or panels of 10 to 20 job incumbents who work with a group leader to produce job analysis.

A)Subject matter workshops
B)The critical incident technique
C)The task analysis inventory
D)Quality circles

Question 57

What is the recommended practice for choosing among job analysis methods?

A)Cost should be the primary consideration in any job analysis study.
B)Sample size should be the primary consideration in a job analysis study.
C)A single method is preferable to a multimethod approach.
D)A multimethod approach is preferable to a single method approach.

Question 58

Which of the following job analysis methods require(s)a large sample size to improve reliability?

A)job analysis interview
B)task inventory
C)PAQ
D)technical conferences

Question 59

Why has job analysis received so much attention in court cases? What can we infer from court cases that will help us design legally acceptable job analyses?

Question 60

Identify the legal standards used to judge the adequacy of a job analysis.

Question 61

How do you conduct a job analysis when a job does not exist but is being created?

Question 62

How do you conduct a job analysis for a team job in which the team member is asked to play multiple roles,be cross-trained,and perform different tasks based upon the needs of the moment?