Reference no: EM131150158

1. The best method(s) to use in analyzing a job appears to be:

the Position Analysis Questionnaire
interviews, observations, and job participation
The Critical Incident Technique
dependent on how the information will be used

Question 2. The extent to which tests or test items sample the content that they are supposed to measure refers MOST specifically to:

face validity
content validity
construct validity
criterion validity

Question 3. In a reference check over the telephone, Bob says that his former employee Ted was a real jerk and couldn't be trusted. Ted might sue Bob for:

negligent hiring
libel
negligent reference
slander

Question 4. ____ is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance.

Training
Motivation
Job analysis
Stress management

Question 5. Based on your text, newspaper advertisements typically ask the applicant to respond in one of four ways. Which of the following is NOT one of the four ways?
Contact a recruiter
Apply in person
Send resume directly to the organization
Send a resume to a blind box

Question 6. Josh conducted a job analysis by convening a panel of experts and having the panel identify the objectives and standards that are to be met by the ideal incumbent. What method of job analysis is Josh using?
PAQ
AET
Nagy-Reilly Approach
Ammerman Technique

Question 7. Supervisors who set goals, provide feedback, and encourage employees to use their training are trying to motivate employees to:
come to training
perform better in training
pay attention during training
transfer what is learned in training to the job

Question 8. An organization has difficulty getting enough qualified applicants from its existing employees to fill a vacant position. As a result, the organization seeks qualified applicants from outside the organization. This best exemplifies:
recruitment
internal recruitment
external recruitment
personnel selection

Question 9. When an organization expects a large response to their newspaper advertisement, they would most likely use which of the following response techniques?
Calling
Send a resume directly to the company
Respond in person
Send a resume to a blind box

Question 10. The gathering, analyzing, and structuring of information about a job's components, characteristics, and requirements is a process called:
task analysis
job analysis
surveying
job description

Question 11. ____ resumes list jobs in order beginning with the most recent job.
Functional
Psychological
Premordal
Chronological

Question 12. Creating a list of tasks that are thought to be involved with a job, and having job incumbents rate the tasks on scales such as frequency of occurrence and importance, best defines which job analysis method?
Task analysis
Critical incident technique
Job-element approach
Ammerman technique

Question 13. Which training needs assessment technique is concerned with an individual employee's training needs?
Organizational analysis
Job analysis
Person analysis
Operations analysis

Question 14. When applicants respond to a newspaper advertisement by calling, they should:
practice their first few sentences
be prepared for a short interview
have a resume handy
all three would be great advice

Question 15. When would the use of subordinate ratings of a supervisor be least desirable?
There are only 1 or 2 subordinates
The ratings are anonymous
The ratings will not affect raises
The job is in the public sector

Question 16. Which performance appraisal method assumes that employee performance is normally distributed?
Rank order
Paired comparison
Forced distribution
Forced choice rating

Question 17. Job analysis can serve as a foundation for:
selecting employees
training employees
evaluating employees' performance
all of these and more

Question 18. To compute a band, one needs the:
standard error
validity
F ratio
mean

Question 19. Which of the following job analysis methods provides information about working conditions?
PAQ
JCI
FJA
AET

Question 20. When personnel professionals are concerned with adverse impact or invasion of privacy associated with a test, they are assessing the:
cost
scoring methods
reliability
potential for legal problems

Question 21. Employment agencies charge the company or the applicant when the applicant takes the job. The amount charged usually ranges from ____ of the applicant's first year salary.
5% to 20%
10% to 30%
15% to 40%
20% to 50%

Question 22. According to your text, a performance appraisal instrument focuses on many areas. Which of the following is NOT one of the areas listed in your text?
Traits
Competencies
Tasks
Cognition

Question 23. Which of the following trait categories would include such words as outgoing, talkative, and sociable?
Urbanity
Vigor
Mental agility
Cooperation/consideration

Question 24. About what percent of organizations use Internet recruiters?
82%
45%
25%
98%

Question 25. How many paragraphs does the typical cover letter contain?
Four
Three
Five
One

Question 26. "Suppose that an angry customer started yelling at you in front of other customers. What would you do?" This type of interview question is an example of a(n):
disqualifier
clarifier
future-focused (situational) question
past-focused question

Question 27. According to a meta-analysis by Waldman and Avolio (1986), older workers ____ than younger workers.
receive higher supervisor ratings and demonstrate higher measures of objective performance
receive lower supervisor ratings but demonstrate higher measures of objective performance
receive higher supervisor ratings but demonstrate lower measures of objective performance
receive lower supervisor ratings and demonstrate lower measures of objective performance

Question 28. The most commonly used method to select employees is:
employment interviews
psychological tests
physical tests
letters of recommendations

Question 29. Gandy and Dye (1989) believe that proper biodata items must:
be job related
deal with events under a person's control
have answers that are verifiable
all three of these are item standards

Question 30. Salary surveys help establish:
external equity
legality
BFOQ's
internal equity