Comps Practice (Job Analysis and Performance Appraisal)

-Consider structure, climate, and culture of the organization

-Describe tasks that will be preformed

-Specify behaviors associated with tasks to be performed

-Specify personal consequences associated with task performance

Job analysis should (select all correct responses):

-Consider structure, climate, and culture of the organization

-Describe tasks that will be preformed

-Specify behaviors associated with tasks to be performed

-Specify personal consequences associated with task performance

-Job involvement

-Effort

-Commitment

Of the following concepts, which are NOT representative of tasks or KSAOs (select all correct responses)?

-Integrity

-Job involvement

-Effort

-Lifting 50 lbs above your head

-Commitment

-Bona Fide Occupational Qualification (BFOQ)

-Tasks or activities rated as important or critical by subject matter experts (SMEs)

Choose the best definition(s) of "essential function" (select all correct responses):

-Bona Fide Occupational Qualification (BFOQ)

-Competencies that indicate performance

-Tasks or activities rated as important or critical by subject matter experts (SMEs)

-Using role-based analyses of managerial work

-Relying on theoretical approaches of managerial functions

-Using cognitive task analysis

Which of the following represent best practices for dealing with the challenges associated with analyzing managerial jobs (select all correct responses):

-Using role-based analyses of managerial work

-Relying on theoretical approaches of managerial functions

-Using cognitive task analysis

Data are collected from job applicants.

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

-They can be structured

-They can be unstructured.

-Data are collected from supervisors and/or job incumbents.

-Data are collected from job applicants.

Who, does what, to what, why

A complete task statement contains what information?

-Who, does what, where, for what purpose

-Who, does what, how/where, why

-Who, does what, for what purpose, how often

-Who, does what, to what, why

Title VII of the Civil Rights Act of 1964

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

-Rehabilitation Act of 1973

-Americans with Disabilities Act

-Title VII of the Civil Rights Act of 1964

-Age Discrimination in Employment Act

work-oriented

Pamela is conducting a job analysis for the job of pizza delivery driver. She is focused on describing the various tasks (e.g., driving a car to a delivery address and giving customers correct change). Which of the following describes Pamela's approach to job analysis?

-work-oriented

-element-oriented

-worker-oriented

-hybrid

Ongoing coaching

In the context of performance management, employee development usually takes the form of:

-Informal mentoring

-Ongoing coaching

-Formal training programs

-Work assignments

Self-efficacy

Research suggests that supportive coaching can be positively related to perceptions of leader effectiveness. Supportive coaching may also help improve _ which directly facilitates

learning and individual development.

-Leader satisfaction

-Ratings

-Mentoring relationships

-Self-efficacy

Research suggests there will be plenty of qualified workers in the future

Which of the following statements is NOT true:

-The number of qualified workers is shrinking

-A significant number of American workers are unskilled or undereducated

-Research suggests there will be plenty of qualified workers in the future

-Immigration patterns suggest workers continue to lack basic literacy skills

A job analysis

In terms of recommendations for competency modeling, which of the following should happen first:

-Validation of the HRM system used by the organization

-Examine relevant financial results

-Consult with organizational leaders about the structure of the competency model.

-A job analysis

The measurable, organizationally relevant, and behaviorally based capabilities of people necessary for effective job performance

Which of the following descriptions below represents the best definition of the term "competency model"?

-The measurable, organizationally relevant, and behaviorally based capabilities of people necessary for effective job performance

-The research procedure used for arriving at a definition and structure of the requirements for individual success for a given target of jobs

-Investigative procedures used to capture facts about work tasks

-The most desired outcome of work-oriented job analysis methods

Individual-level attributes, characteristics, or capabilities

Identify which statement best represents the concept of competencies to I/O psychologists:

-Individual-level attributes, characteristics, or capabilities

-Design components of an organization's business strategy

-Core leadership, or people-related skills

-Key organizational development factors used in change management practices

-Aspects of a given job

Competency modeling can be more forward-looking than traditional job analysis

Which of the following is a benefit of using competencies over traditional job analysis:

-Competency modeling can be more forward-looking than traditional job analysis

-Competency modeling makes up for all of the short-comings of job-analysis

-Competency modeling should be a step in every job analysis effort

-Competency modeling ignores organizational strategy when applied to change management efforts

-All of the above

Use a survey and ask respondents to rate each competency on things like importance, frequency, target proficiency at each job level

Which of the following describes the easiest way to validate a competency model:

-Use random assignment of employees to two performance appraisal tools and determine which one is more accurate

-Measure applicants on the competencies, wait a period of time, and measure applicants on performance of those competencies once they've been on the job for a while.

-Borrow an existing competency model from a similar organization which has already been using it.

-Just use the competencies listed on ONET for that job

-Use a survey and ask respondents to rate each competency on things like importance, frequency, target proficiency at each job level

Employee motivation toward development matters

Which of the following statements is true:

-Formal training is the primary source of learning in performance management systems

-Transfer rates for traditional training programs are high

-For employee development programs, alignment between individual and organizational needs does not matter

-Employee motivation toward development matters

Are cultural dimensions that can affect performance management practices

Individualism, power distance, humane orientation, uncertainty avoidance, performance orientation, future orientation, gender egalitarianism, and assertiveness:

-Are individual difference characteristics used as predictors to validate performance management systems

-Are criteria for team-based performance management systems

-Are best practices in performance management

-Are cultural dimensions that can affect performance management practices

Team members must be solely committed to their own individual goal achievement

Which of the following recommendation should NOT be followed if a performance management system includes evaluation of team-based performance:

-Team members must evaluate one another's performance

-Team members must be solely committed to their own individual goal achievement

-Team members must evaluate the overall performance of the team

-Team members must be committed to the team's goal achievement

A development plan

The best term for a specific course of action designed to improve performance in an employee's current job, or to prepare an employee for advancement is:

-A performance plan

-A mentoring relationship

-A multisource feedback report

-A development plan

Forced distributions

Research indicates that performance management systems using _________ are judged to be less effective at developing employees.

-Forced distributions

-Coaching

-Systems with calibrated ratings

-All of the above

Element

The smallest unit of work that can be identified as having a clear beginning, middle, and end is known as a/an:

-Duty

-Position

-Task

-Job

-Element

Job analysis

The process of discovering the nature of a job:

-Job analysis

-Job description

-Job evaluation

-Job classification

SMEs

All of the below are methods of collecting job data except:

-Observation

-Surveys

-SMEs

-Interviews

Whether the job requires high or low job performance

When conducting a job analysis or work analysis, there are many decisions that need to be made. Which of the following is NOT one of the decisions that need to be made in conducing work analysis:

-How job information will be collected

-How work information will be evaluated

-Who will provide job information

-Whether the job requires high or low job performance

-Why do we need the job information

Mystery shoppers or customer focus groups

Which of the following could be considered an alternative source of data used to inform job analysis processes, especially in organizations where work is accountable to individuals other than an immediate supervisor:

-Mystery shoppers or customer focus groups

-Supervisor ratings of tasks

-Employee handbooks

-Incumbent task ratings