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Question
Competency-based job analysis means describing the job in terms of the observable competencies (knowledge, skills, and/or behaviors) that an employee must have to do the job.Answer
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Related questions
Q:
Which of the following is not an aspect of intercultural adaptability?
A) supervisory management
B) perception management
C) relationship management
D) self management
Q:
Recruiting is necessary to ________.
A) forecast the supply of outside candidates
B) develop an applicant pool
C) determine whether to use inside or outside candidates
D) develop qualifications inventories
Q:
________ contain data on employees' performance records, educational background, and promotion recommendations.
A) Computerized information systems
B) Replacement charts
C) Qualifications inventories
D) Trend records
Q:
________ is the process of deciding what positions the firm will have to fill.
A) Recruitment
B) Selection
C) Workforce planning
D) None of the above.
Q:
Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?
A) recruitment
B) selection
C) personnel planning
D) interviewing
Q:
Competency analysis focuses on ________.
A) what is accomplished
B) what competencies or skills the worker must have to do the work
C) when work is accomplished
D) where the work is accomplished
Q:
Which of the following is not an advantage of using interviews to collect job analysis data?
A) It is simple to use.
B) Some information may be exaggerated or minimized.
C) It is quick to collect information.
D) It can identify uncommon, but important activities.
Q:
A ________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done.
A) job specification
B) job analysis
C) job report
D) job description
Q:
The information resulting from job analysis is used for writing ________.
A) job descriptions
B) work activities
C) work aids
D) performance standards
Q:
What are the advantages and disadvantages of using interviews to collect job analysis data?
Q:
What four types of information can be learned about a job candidate from the application form?
Q:
What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes?
Q:
Give examples of items that can be found in the working conditions and physical environment section of a job description.
Q:
Explain why generating large applicant pools is not always desirable for a firm. What implications exist for recruitment methods?
Q:
The EEOC is generally opposed to the use of mandatory alternative dispute resolution agreements, which are required by many employers.
Q:
Interviewing is simple and lets workers report activities that might not otherwise surface.
Q:
The information gathered during a job analysis is used primarily for listing what the job entails and what kind of people to hire for the job.
Q:
Jackie works as a nurse on temporary assignments for hospitals throughout the region on an as-needed basis. Jackie is ________.
A) a contingent worker
B) on job rotation
C) using job enlargement
D) None of the above.
Q:
What steps can an employee take to address the problem of harassment?
Q:
Verbal conduct of a sexual nature cannot be called sexual harassment.
Q:
The EEOC does not have the power to sue on behalf of complainants.
Q:
Voluntary affirmative action programs have the potential to run afoul of the Civil Rights Act of 1991.
Q:
Under the Civil Rights Act of 1991, a discrimination claim must be filed within ________ after the alleged incident took place.
A) six months
B) one year
C) 300 days
D) three years
Q:
The following may be examples of discriminatory selection standards except:
A) educational requirements.
B) arrest records when security clearance is necessary.
C) height, weight, and physical characteristics.
D) None of the above; all may be discriminatory selection standards.
Q:
The defense of ________ requires showing that there is an overriding business purpose for the discriminatory practice and that the practice is therefore acceptable.
A) BFOQ
B) business necessity
C) adverse impact
D) mixed motive
Q:
Pictures and Promotions Modeling Studio seeks to hire male models for an upcoming fashion show featuring men's wear. The studio is using ________ as a justification for not considering women for the jobs.
A) BFOQ
B) ADEA
C) EEOC
D) None of the above.
Q:
Religion may be used as a BFOQ if ________.
A) a religious organization requires employees to share their religion
B) an employer does not want to honor an employee's religious holidays
C) Both A and B.
D) Neither A nor B.
Q:
Judy was up for a promotion when her supervisor, Will, encouraged her to develop a sexual relationship with him. He suggested that her promotion would be a sure thing if they were involved. When Judy declined his advances, Will fired her. Which form of sexual harassment is this?
A) quid pro quo
B) hostile environment created by supervisors
C) hostile environment created by co-workers
D) hostile environment created by non-employees
Q:
The ________ prohibits employers from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment.
A) Civil Rights Act of 1991
B) Federal Violence Against Women Act of 1994
C) American with Disabilities Act of 1990
D) Vietnam Era Veterans' Readjustment Assistance Act of 1974
Q:
Under the Civil Rights Act of 1991, once a plaintiff shows disparate impact, who has the burden of proving that the challenged practice is job-related for the position in question?
A) the plaintiff
B) the defense attorney
C) the employer
D) the EEOC office