Question 1

The advantages of a checklist are economy and limited training for raters.

Accepted Answer

Checklists are simple and easy to use, making them cost-effective and requiring minimal training for raters.

Question 2

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

Functional job analysis typically uses a seven-point scale, not a five-point scale, to rate the extent to which different tasks are involved in a job.

Question 3

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

Accepted Answer

Markov analysis is primarily used for predicting internal employee movements through promotions, transfers, and turnovers, rather than predicting external supply of human resources.

Question 4

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

Accepted Answer

Performance criteria are typically established first to define what is expected, and then performance standards are identified to measure how well those criteria are being met.

Question 5

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

Accepted Answer

Criterion deficiency refers to the inadequacy or incompleteness of the criteria used to evaluate a physician's performance, while criterion contamination refers to the inclusion of irrelevant factors in the evaluation process. Given the complexity of medical practice, it is often challenging to develop comprehensive criteria that fully capture all aspects of a physician's performance, making criterion deficiency a more common issue in assessment.

Question 6

Criterion contamination occurs when aspects of performance,which should have been measured,have not in fact been assessed.

Accepted Answer

Criterion contamination refers to the inclusion of factors in performance assessments that are not actually related to the job performance being measured, not the omission of relevant aspects.

Question 7

If more than one person holds a particular job it is called a position.

Accepted Answer

If more than one person holds a particular job, it is called a job sharing or part-time job, not a position.

Question 8

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

Accepted Answer

As the new hire becomes more familiar with the job and its requirements, performance criteria may be reviewed and adjusted to ensure that they are realistic and representative of the job's demands. This is a common practice in many workplaces to ensure that employees are meeting expectations and contributing to the success of the organization.

Question 9

Reliability of a criterion refers to the correspondence between the measure and organization's ultimate goals.

Accepted Answer

Reliability of a criterion refers to the consistency or stability of the measure over time, not the correspondence between the measure and organization's ultimate goals, which is referred to as validity.

Question 10

If a salesperson's performance is assessed solely by the number of units sold,a potential problem is/are:
A)criterion contamination
B)criterion deficiency
C)criterion overlap
D)B and C
E)all of the above

Accepted Answer

A salesperson's performance cannot be accurately assessed solely by the number of units sold because this approach lacks other important factors such as customer satisfaction, revenue earned, and overall profitability. This is an example of criterion deficiency, where an incomplete measure of performance is used to evaluate someone's job. It is not an issue of criterion overlap, where two measures assess the same job performance aspect, nor criterion contamination, where unrelated factors impact the performance measure.

Question 11

A competency for a supervisor in a textile-manufacturing unit may be his or her tendency to initiate actions before being asked.

Accepted Answer

This competency of initiating actions before being asked can help the supervisor to not only anticipate potential problems or challenges but also demonstrate proactive leadership, which is essential in a fast-paced industry like textile manufacturing.

Question 12

The time frame used for evaluating a production worker should be different from that used for a human resource professional working in the same organization.

Accepted Answer

The job responsibilities and performance objectives for a production worker versus a human resource professional are likely to be very different, and therefore the appropriate time frame for evaluating their performance may also differ. For example, a production worker may be evaluated on hourly or daily productivity measures, while a human resource professional may be evaluated on longer-term metrics related to recruitment and retention of employees.

Question 13

Observation as a job analysis data collection tool tends to be the most consistently accurate means of information gathering.

Accepted Answer

Observation can be subjective and may not capture all aspects of a job, especially those that are cognitive or not visible, making it not always the most accurate method.

Question 14

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

Accepted Answer

Familiarizing oneself with the organization and its jobs is an important initial step in conducting a thorough job analysis, as it provides context and understanding of the specific roles and responsibilities that will be analyzed.

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

Discriminability refers to how well a performance appraisal instrument can differentiate between high performers and low performers, and therefore the ability to separate superior and poor performers in a garment-sewing factory reflects the discriminability of the measure.

Question 16

Typical criteria are either behaviours or outcomes,not attitudes.

Accepted Answer

Typical criteria can include behaviors, outcomes, and attitudes, as all three are important aspects of evaluating performance or effectiveness in various contexts.

Question 17

A job description is often a narrower and more specific description of a job than a task inventory.

Accepted Answer

The answer of A job description is often a narrower...

Question 18

Extrapolation involves linearly extending past rates of human resource changes into the future.

Accepted Answer

Extrapolation is a method of forecasting that involves extending past trends or data into the future assuming that the patterns observed in the past will continue to hold in the future. In the context of human resource changes, extrapolation involves using past rates of changes (e.g. hiring, turnover, retirements) to estimate future staff needs or to project future workforce size. Linear extrapolation assumes a constant rate of change over time.

Question 19

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

Accepted Answer

Employee logs are not the only method used in job analysis; other methods include interviews, questionnaires, and observations.

Question 20

When conducting job analysis in a fish processing plant,it is possible to use both human and non-human sources for collecting data.

Accepted Answer

It is possible to use both human and non-human sources for collecting job analysis data in a fish processing plant. Human sources may include job incumbents, supervisors, and managers while non-human sources may include observation, equipment manuals, and work samples.

Quiz 2: Identifying Human Resource Plans and Performance Requirements