Q&A Hero

Q: Which component of a firm's integrated computerized recruitment system handles the approval and posting of job openings? A) recruitment process outsourcer B) requisition management system C) hiring management software D) screening service

Q: Which term refers to special vendors that handle all or most of an employer's recruiting tasks and needs? A) applicant tracking system B) integrated recruiting system C) requisition management system D) recruitment process outsourcer

Q: According to the text, GE Medical has improved its recruiting effectiveness by ________. A) relying on more headhunters B) encouraging employee referrals C) improving its career website D) eliminating private recruiters

Q: Which term refers to the number of employees leaving the firm divided by the total number of positions in the company? A) turnover rate B) vacancy rate C) time to fill D) selection ratio

Q: Which of the following factors about new hires is LEAST relevant when measuring recruiting effectiveness? A) turnover B) failure rate C) interview time D) job performance

Q: Mandatory alternative dispute resolution agreements require ________. A) applicants to take unpaid leaves of absence during employment disputes B) employees to contact the local EEOC office prior to filing formal complaints C) applicants to agree to arbitrate certain legal disputes related to employment or dismissal D) employees to meet with human resources representatives prior to submitting resignations

Q: Once a firm has a pool of applicants, the first step in prescreening is the ________. A) in-person interview B) on-site visit C) application form D) worker orientation

Q: Which of the following is an advantage for employers that use Internet recruiting? A) guaranteed compliance with EEOC laws B) oversight by the U.S. Department of Labor C) quick responses from many job applicants D) screening of unqualified applicants

Q: In a brief essay, discuss how EEO laws affect both recruitment and the information requested on job application forms.

Q: What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes?

Q: As an HR manager, what steps would you take to develop a competency statement? What resources would be beneficial in the process?

Q: The best competency statements include a brief description of the competency as well as a description of the observable behaviors that represent proficiency in the competency.

Q: Workers at ABC Widgets, Inc. often work in teams and have frequently changing job duties. The HR department should develop traditional job descriptions rather than competency-based job descriptions.

Q: Competency profiles focus on the knowledge, skills, and behavior of a worker rather than the tasks associated with a particular job.

Q: Competencies are observable and measurable behaviors, and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.

Q: An observable and measurable human behavior or skill that makes job performance possible is known as a(n) ________. A) competency B) attribute C) trait D) task

Q: Which of the following questions will most likely be addressed by a manager who is writing a job description based on a competency-based job analysis? A) What are the typical duties and responsibilities of this job? B) What are the working conditions and safety issues related to this job? C) What advancement opportunities are available for employees in this job? D) What should employees be able to do in order to perform this job successfully?

Q: All of the following would most likely be included in a competency statement EXCEPT ________. A) proficiency levels B) a compensation range C) a summary of observable behaviors D) a brief description of the competency

Q: Which of the following best supports the argument that jobs should be described in terms of competencies rather than duties? A) New employees in high-performance work systems receive extensive job skills training for their specific positions. B) Globalization and telecommuting require workers to be able to self-manage and perform duties without close supervision. C) In high-performance work systems, employees serve as team members rotating among various jobs. D) Managers in global firms are empowered to forecast personnel needs using both trend analysis and ratio analysis.

Q: Competency profiling focuses on ________. A) what work is accomplished B) how work is accomplished C) when work is accomplished D) where the work is accomplished

Q: Which of the following describes a job in terms of the KSAOs that employees must be able to exhibit to get their multiple jobs done? A) functional job analysis B) Department of Labor procedure C) competency model D) job qualifications inventory

Q: According to research, employees who are engaged with their work possess the following identified traits EXCEPT ________. A) positive disposition B) intelligence C) self-advocacy D) achievement orientation

Q: What is a task statement? Why are task statements becoming increasingly popular?

Q: What is a job specification? Why would it be easier to write job specifications when filling positions with trained rather than untrained people?

Q: Job specifications based on statistical analysis are more legally defensible and easier to develop than job specifications based on managerial judgment.

Q: All of the following are ways to compile information on the knowledge, skills, ability, and other characteristics a job requires EXCEPT a ________. A) job profile B) task statement C) competency model D) job requirements matrix

Q: A firm that uses task statements to summarize a job will most likely have the information compiled in a ________. A) position analysis questionnaire B) job requirements matrix C) job description profile D) job specification

Q: What is the benefit of a job requirements matrix? A) provides a clear comparison of job candidates B) eliminates unnecessary job duplication C) clarifies the purposes of job tasks D) ranks employees by performance

Q: Knowledge, skills, abilities, and other characteristics are components of ________. A) organizational development B) performance appraisals C) cognitive tests D) task statements

Q: An HR manager who is basing a job specification on statistical analysis has completed the first four steps of the process. What is the last step required? A) writing a task statement that will be legally defensible B) choosing a human trait that predicts future job success C) deciding if the human trait predicts job performance D) measuring the job performance of each candidate

Q: What is the first step an HR manager must take when basing a job specification on statistical analysis? A) testing applicants B) analyzing the job C) writing task statements D) testing candidates for skills

Q: Which term refers to a brief summary of what a worker does on one particular job activity, how the worker does it, and the knowledge, skills, and aptitudes required to do it? A) task statement B) job predictor C) task criterion D) job requirements matrix

Q: Keith, an HR manager at a manufacturing facility, needs to hire three workers to work on the assembly line. Keith will be basing job specifications on statistical analysis. Keith has already analyzed the job and decided how to measure job performance. What is the next step that Keith must take in the process? A) testing and comparing job candidates for the position B) writing a task statement for each of the position's tasks C) selecting personal traits that will predict job performance D) using managerial judgment to evaluate education and skills

Q: Vijay, a manager at a manufacturing facility, needs to hire three workers to work on the assembly line. The position requires employees who have finger dexterity. Finger dexterity would most likely be characterized as a ________. A) job specification B) predictor C) job description D) criterion

Q: When basing job specifications on statistical analysis, the goal is to determine the relationship between a(n) ________ and a(n) ________. A) interest; criterion B) predictor; trait C) skill; interest D) predictor; criterion

Q: Which of the following is the best example of unruliness in the workplace? A) handling personal business during work time B) failing to cooperate well with other employees C) leaving work tasks to be handled by others D) arriving at work later than other workers

Q: Tanya, a cashier at Target, was walking to the break room when she noticed a sweater that had been left in the home goods aisle. Tanya picked up the sweater and returned it to the juniors' department where it belonged. Which job-related behavior is Tanya most likely exhibiting? A) schedule flexibility B) off-task behavior C) thoroughness D) attendance

Q: What is the primary benefit of basing job specifications on statistical analysis? A) strong legal defense B) simple procedure C) clear task statement D) useful competencies

Q: According to research, what job-related behavior is important to all jobs? A) creativity B) industriousness C) manual dexterity D) extroversion

Q: According to the text, what is the source of most job specifications? A) statistical analysis B) industry standards C) government data D) managerial judgment

Q: Vijay, an HR specialist at Farley Manufacturing, needs to write a job specification for an entry level assembly line position. Individuals will receive training on how to assemble small circuit boards. Which of the following requirements should most likely be included on the job specification? A) physical strength B) personality C) finger dexterity D) managerial experience

Q: Which of the following would most likely be included in the job specification for a position being filled with untrained individuals? A) interests B) marital status C) length of previous service D) previous job performance

Q: Which of the following questions is most likely answered by a job specification? A) How will an employee be rewarded for excellence in this job? B) What types of skills and experiences are required for this job? C) What are the essential activities required in this job? D) What are the performance standards for this job?

Q: Which of the following summarizes the personal qualities, traits, skills, and education needed for a particular job? A) job specification B) job analysis C) job report D) job description

Q: How can job descriptions help employers comply with the ADA? What factors should be considered when determining the essential functions of a job?

Q: According to the EEOC, job restructuring is considered a reasonable accommodation for ADA compliance.

Q: Many job analysts and employers assert that in today's work environment, job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need.

Q: O*NET has become an increasingly popular Web tool for creating and distributing questionnaires to a global firm's employees who are scattered throughout the world.

Q: The Americans with Disabilities Act (ADA) requires that organizations have job descriptions that list the essential functions of all jobs.

Q: There is no standard format for writing a job description.

Q: Major duties, working conditions, and standards of performance are included in the job summary section of most job descriptions.

Q: A job description is a written statement of the knowledge, abilities, and skills needed to perform a job satisfactorily.

Q: Carla, an HR manager at a carpet manufacturing firm, needs to write a number of job descriptions and plans to use O*NET. Carla already knows which positions are needed and has modified the firm's organization chart. What should Carla do next? A) write a job summary to clarify the duties of the job B) interview employees about their responsibilities C) discuss the positions with department supervisors D) gather information about the job's current duties

Q: According to the EEOC, which of the following is a reasonable accommodation? A) flexible benefits B) job restructuring C) succession planning D) union representation

Q: Which of the following is LEAST relevant when determining a job's essential functions as related to the EEOC? A) the degree of skill or expertise required to perform the function B) the number of other employees available to perform the function C) whether the function involves the use of equipment D) whether the position exists to perform that function

Q: An employer striving to comply with the Americans with Disabilities Act would benefit the most from ________. A) frequent performance appraisals B) effective job descriptions C) regular job coaching D) annual job analyses

Q: Which of the following classifies all workers into one of 23 major groups of jobs that are subdivided into minor groups of jobs and detailed occupations? A) SOC B) O*NET C) BLS D) ADA

Q: Anita, an HR manager at a computer firm, is in the process of writing a job description for a Level I data analyst position. Which of the following will best help Anita determine the duties of the job? A) job summary B) job specification C) job analysis D) job identification

Q: A jobholder's authority to hire new employees or discipline department personnel would most likely be found in the ________ section of a job description. A) job summary B) responsibilities and duties C) job specification D) standards of performance

Q: Which section of a job description indicates who is supervised by a jobholder? A) job identification B) job summary C) responsibilities D) relationships

Q: According to experts, the job summary section of a job description should NOT include a statement about ________. A) performing other duties, as assigned B) working with efficiency C) being conscientious D) showing attentiveness

Q: Which section of a job description usually includes the major functions or activities of the job? A) job specification B) job analysis C) job summary D) job identification

Q: In most job descriptions, which of the following would LEAST likely be included in the job identification section? A) job title B) exempt/nonexempt status C) job location D) responsibilities/duties

Q: Job descriptions are used for ________. A) collecting job analysis data B) writing job specifications C) quantifying job pay rates D) identifying job applicants

Q: O*NET is a resource for employers who need to write ________. A) employee training manuals B) job application forms C) job descriptions D) finance audits

Q: What type of information is contained in the job identification section of a job description? A) performance standards B) job summary C) major duties D) job title

Q: Which term refers to a written statement that describes the activities, responsibilities, and working conditions of a job? A) job specification B) job evaluation C) job description D) job context

Q: How has the Internet changed job analysis methods? How has the Internet improved the ability of managers to write job descriptions?

Q: What are the basic methods for collecting job analysis information? Explain how this information is used to write job descriptions and job specifications.

Q: What are the advantages and disadvantages of using interviews to collect job analysis data?

Q: The position analysis questionnaire contains 194 items from five basic activity categories.

Q: During group interviews for collecting job analysis information, it is unusual for a worker's immediate supervisor to attend because of the private nature of the questions being asked.

Q: Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.

Q: Questionnaires used for job analysis purposes consist of structured checklists rather than open-ended questions, which take too long to enter into a database.

Q: Which of the following is recommended for conducting an effective job analysis? A) use one job analysis tool to simplify the results B) help the employee's supervisor write the job description C) quantify the results with a structured interview D) clarify the process and questions to the employee

Q: Which method for collecting job analysis information is best when an HR manager needs to compare jobs for pay purposes? A) participant diary B) position analysis questionnaire C) direct observation D) group interview

Q: Ruben, an HR manager at Chrysler, needs to perform a job analysis for an assembly-line position at the plant. Which method for collecting job analysis information will Ruben most likely use? A) direct observation B) questionnaire C) participant diary D) individual interview

Q: Which of the following is a characteristic of most job analysis questionnaires? A) costly implementation B) short development time C) complies with federal laws D) efficient for large groups

Q: Which of the following is recommended for conducting an effective job analysis interview? A) Follow an unstructured interview format because each job is different. B) Overlook occasional duties performed by the worker to save time during the interview. C) After the interview, review collected information with the worker's immediate supervisor. D) Let the worker know that the collected information will be used for performance evaluations.

Q: Which of the following questions would LEAST likely be asked during a job analysis interview? A) What are the hourly wages? B) What are the job's mental demands? C) What are your responsibilities? D) What are the health and safety conditions?