Reference no: EM13522530

Multiple choice question

1. Which of the following is an advantage of using job task questionnaires? 

A. Use with large numbers of people

B. Highly diverse job content and formats

C. Working with top management positions

D. Working with newly created jobs 

2. Which of the following is not a good reason for using an outside consultant for job analysis? 

A. Technical innovativeness is critical

B. Legal scrutiny of project output/processes is high

C. Knowledge of organization culture is critical

D. Data collection involves specialized statistical methods

3. Skills contained in O*Net include _____________. 

A. basic skills

B. cross-functional skills

C. sensory abilities

D. all of the above 

4. The best approach to job analysis for flexible jobs with changing requirements is _____. 

A. job requirements job analysis

B. competency based job analysis

C. team-based job analysis

D. functional job analysis 

5. A competency is _____. 

A. a type of behavior that is observed on the job

B. an underlying characteristic of an individual that contributes to job or role performance

C. a latent component of the job characteristics matrix

D. a compilation of the tasks, duties, and responsibilities that make up a job

6. Unlike KSAOs, competencies usually describe characteristics ________. 

A. of individuals that contribute to job performance

B. that are used for selecting individuals

C. that contribute to success across multiple jobs

D. of organizational reward systems 

7. Competency modeling is useful for which of the following applications? 

A. Identifying needs for replacement and succession planning

B. Internal promotion processes

C. Facilitating the HR planning process

D. All of the above 

8. Competency modeling is strategically used to _________. 

A. Create awareness of the need for stability in business

B. Enhance the skill level of the workforce

C. Encourage employees to focus on their own jobs as much as possible

D. None of the above 

9. Which of the following is not one of the "great eight" competencies? 

A. Mechanical knowledge

B. Creating

C. Organizing

D. Performing 

10. Which of the following is not an example of an extrinsic reward? 

A. Pay

B. Promotion

C. Autonomy

D. Fringe benefits 

11. It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ____________. 

A. made public so managers can match employee preferences immediately

B. kept confidential so employees can report honestly

C. developed through an informal process so employees feel comfortable

D. generally less important than the process used in asking questions 

12. Which of the following HR outcomes arise from providing and using rewards? 

A. applicant attraction

B. employee performance

C. employee retention

D. all of the above 

13. What is the "employee value proposition?" 

A. the total worth of an employee's KSAOs

B. the organization's package of rewards provided to employees

C. the net worth of an organization's employees

D. none of the above

14. Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued? 

A. variety of work, relationship with supervisor, compensation, and networking

B. relationship with supervisor, networking, variety of work, and compensation

C. job security, benefits, opportunities to use skills and abilities, and financial stability

D. networking, variety of work, relationship with supervisor, and compensation

 15. When assessing appropriate rewards, organizations can use information from _____________. 

A. surveys conducted by the Department of Labor

B. surveys conducted by the Society for Human Resources Management

C. internal organizational sources

D. all of the above 

16. An interdependent collection of employees who share responsibility for achieving a specific goal is called a _____. 

A. project unit

B. department

C. work team

D. goal circle 

17. Which of the following are unique properties of teams, from a staffing point of view? 

A. Competencies are not generally useful for selection in teams because of the division of responsibility in teams

B. KSAOs for teams involve job-spanning skills because members perform multiple roles

C. Most research shows intelligence is unrelated to team success

D. Both A and C 

18. Which of the following could harm an organization's legal defense in an EEO/AA case? 

A. Written job descriptions

B. Large sample sizes employed in job analysis

C. Emphasis mostly on primary tasks

D. Emphasis mostly on secondary tasks

19. In defining essential job functions for the purposes of complying with ADA regulations, which of the following does not convey the meaning "essential?" 

A. Compensation for the function is above average

B. Position exists to perform the function

C. Incumbent expertise required to perform the function

D. There are limited numbers of employees among whom performance of the function can be distributed 

20. When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC? 

A. Focusing on the way the work is usually done

B. Focusing on the results of a function

C. Focusing on the average qualifications of job holders

D. Focusing on managerial assessments of skill relevance