Q&A Hero

Q: _____ is a computer-based technology that provides an interactive, three-dimensional learning experience. A. Electronic performance support system B. Instructional design C. Learning management system D. Benchmarking E. Virtual reality

Q: List the seven general style categories into which O*NET classifies jobs.

Q: Using avatars for training purposes would be an example of _____. A. benchmarking B. action learning C. adventure learning D. simulation E. orientation

Q: List the chronological steps in effective work analysis.

Q: What do critical incidents describe?

Q: Which of the following defines an avatar used in training by simulation? A. A computer-based technology that provides an interactive three-dimensional learning experience. B. A computer application that automates the administration and delivery of a training program. C. A computer depiction of employees that can be manipulated in an online role-play. D. A computer application that conducts needs assessments for an organization. E. A technology that provides access to skills training, information, and expert advice when a problem occurs on the job.

Q: List a few disadvantages to using diaries as a form of work analysis data collection method.

Q: Which of the following statements is true of simulators used in training? A. They must have elements identical to those found in the work environment. B. They cannot be used when the risks of a mistake on a job are great. C. They are used for on-the-job training. D. They are inexpensive to develop. E. They do not need constant updating.

Q: How might work analysis data vary?

Q: _____ is a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job. A. Apprenticeship B. Coordination training C. Experiential training D. Internship E. Simulation

Q: Describe the Job Characteristics Model.

Q: Which of the following types of professions would typically have an internship? A. Electrician B. Doctor C. Carpenter D. Plumber E. Welder

Q: Explain why work analysis is important to an organization and especially to the HR manager. Use examples to illustrate.

Q: Which of the following types of professions would typically have an apprenticeship? A. Accountant B. Journalist C. Bricklayer D. Nurse E. Lawyer

Q: Explain three products of job analysis information.

Q: Which of the following is an on-the-job training program that is generally sponsored by an educational institution as a component of an academic program? A. Internship. B. Coordination training. C. Apprenticeship. D. Experiential training. E. Simulation training.

Q: Compare and contrast the Position Analysis Questionnaire (PAQ) and Competency Modeling.

Q: Which of the following is a difference between apprenticeship and internship? A. Apprenticeship is on-the-job training, whereas internship is a classroom-based training method. B. Apprenticeship is a unstructured training method, whereas internship is a structured training method. C. Apprenticeship is sponsored by employee unions, whereas internship is sponsored by educational institutions. D. Most apprenticeship programs are for professions like accountants and lawyers, whereas most internship programs are in blue-collar jobs. E. Apprenticeship does not provide an income, whereas internship provides an income while teaching a trade.

Q: Discuss three methods for collecting job analysis information. Be sure to discuss some advantages and disadvantages to using each method.

Q: Which of the following statements is true of apprenticeship? A. Apprenticeship is completely devoid of any presentation training methods. B. Apprentices can earn an income while learning a trade. C. Apprenticeship does not offer hands-on learning and practice. D. Apprenticeship cannot be sponsored by institutes or groups outside of the firm. E. Apprenticeship is mostly used for teaching management and interpersonal skills.

Q: Which of the following is NOT a characteristic of critical incident? A) Specific B) Observable C) Context D) Consequences E) Knowledge

Q: Which of the following is an example of an on-the-job training method? A. Bumping B. Benchmarking C. Apprenticeship D. Adventure learning E. Action learning

Q: Which one of the following is NOT a domain of the O*Net content model? A) Experience Requirements B) Occupation-Specific Requirements C) Worker Characteristics D) Occupation Characteristics E) Compatibility Requirements

Q: Which of the following is a work-study training method that teaches job skills through a combination of on-the-job training and classroom training? A. Bumping B. Benchmarking C. Apprenticeship D. Co-employment E. Onboarding

Q: Competency modeling has proven to be most useful for providing A) valid indisputable evidence of job-relatedness in disparate impact cases B) data to be used in the creation of performance appraisal forms C) a means to document the physical requirements necessary for a job D) data and support of outcomes associated with classifications of job E) information that is useful for the creation of customer service surveys

Q: Which of the following is true of electronic performance support systems? A. They provide expert advice when a problem occurs on the job. B. They automate the administration and delivery of a companys training programs. C. They determine the appropriateness of training by evaluating the characteristics of the organization. D. They determine individuals readiness for training. E. They identify the tasks that training should emphasize.

Q: _____ provides an database for downloading job descriptions. A) JCQ B) PAQ C) O*Net D) DOT E) KSA

Q: Competency models focus on: A) a systematic process of gathering information about work. B) defining a job in terms of its content and scope. C) the KASOCs needed to carry out the job tasks and duties. D) narratives of good and poor work behavior. E) how objectives are accomplished rather than what is accomplished.

Q: You manage a car dealership. Given the increasing complexity and variety of todays automobiles, it is impossible to train your mechanics on the details of every potential repair problem. So you provide the mechanics a training program to familiarize them with the basics of engine, emission, and other types of repair, and in case of a particular problem, seek expert advice through an online computer application program. This learning approach is known as a(n): A. e-learning simulation B. electronic performance support system. C. experiential behavior modeling program. D. virtual reality-based simulation program. E. online help.

Q: Which of the following is true of computer-based training? A. It is generally more expensive than classroom instruction. B. It is difficult to customize for specific training needs. C. It is a not an interactive form of training. D. It gives a company the flexibility in scheduling training. E. It is now declining in popularity.

Q: Work analysis is relevant to ADA because A) Work analysis never refers to physical characteristic or abilities. It is simply focused on mental abilities. B) Work analysis has been used a means to determine if physical requirements are in fact job related or tied to business necessity. C) Job descriptions are a product of work analysis and those descriptions provide information related to compensation the comparable worth of jobs. D) Job descriptions can be subpoenaed and used by the plaintiff to support their prima facie case by proving that physical activity is necessary to job performance. E) The attitude of judges towards the lack of validity in work analysis has lead to an increase in the number of cases companies lose.

Q: Which of the following is true of audiovisual training? A. It is the best method to establish teams or work groups. B. It is an example of a hands-on method of training. C. It can be carried out only in a classroom. D. It does not allow users any control over the presentation. E. It is not affected by an individual trainers goals and skills.

Q: Effective teams and flexible, cross-functional work is increasingly important to the success of organizations. This is causing companies in the U.S. to A) Abandon work analysis altogether and let employees direct their own work on a day-to-day basis. B) Have dual job descriptions, one that is a valid representation of the work, and the other that is used if the company is sued. C) Become entrenched and create job descriptions that are even more detailed and specific in terms of skills and tasks for a particular job. D) Complete work analysis and consider aggregating the information at the unit or functional level E) Utilize the data derived from work analysis to develop a compensation system, however, the data is not used to communicate to employees.

Q: Which of the following training methods uses techniques like lectures, workbooks, video clips, podcasts, and Web sites? A. Group building methods B. Hands-on methods C. Presentation methods D. Object class methods E. Experiential programs

Q: The competence to perform an observable behavior is known as _____. A) ability B) knowledge C) tasks D) skill E) attitude

Q: Which of the following is a basic principle of work analysis? A) The analysis should be limited to observation and a review of work samples B) The resultant documents should include every skill a manager would like employees to demonstrate C) The analysis needs to focus on the job, not the person doing the job D) The analysis should focus on data that is unique and difficult to verify through the use of multiple sources E) The analysis should focus on the person currently in the job, not the job

Q: Compared to other training methods, the hands-on training methods is most effective for: A. Hands-on methods B. conveying facts. C. establishing teams or work groups. D. communicating acceptable performance standards. E. comparing alternatives.

Q: A primary outcome of work analysis will be the ability to A) identify candidates for promotion B) determine the activities that make up a job C) identify the key elements of the corporate culture D) Test the organizations compensation practices E) Investigate and document individual employee competencies

Q: Which of the following training methods is used for conveying facts or comparing alternatives? A. Hands-on methods B. Presentation methods C. Group-building methods D. On-the-job training programs E. Object class methods

Q: _____ is used to describe how well individuals perform their jobs. A) Performance appraisal B) Traits analysis C) Job context D) Work analysis E) Observation

Q: Whether the training is done in-house or contracted out, the responsibility for coordinating the overall training program is called _____. A. behavior modeling B. training administration C. simulation D. orientation E. training zone

Q: _____ is a systematic process of gathering information about work, jobs, and the relationships among jobs. A) Job description B) Job evaluation C) Job specification D) Work analysis E) Job classification

Q: The _____ was designed as a work analysis method to be used primarily in the development of personnel selection instruments. A) Critical Incident Technique (CIT) B) Job Diagnostic Survey (JDS) C) Job Compatibility Questionnaire (JCQ) D) Position Analysis Questionnaire (PAQ) E) Management Position Description Questionnaire (MPDQ)

Q: When using an outside expert, a complete _____ should indicate funding for the project and the process by which the organization will determine its level of satisfaction. A. cohabitation agreement B. letter of intent C. certificate of occupancy D. articles of incorporation E. request for proposal

Q: Which of the following documents outlines the type of service needed, the type and number of references needed, and the number of employees to be trained? A. Request for proposal B. Articles of incorporation C. Instructional design D. Needs assessment form E. Organization analysis report

Q: Which of the following approaches is used to obtain specific behavioral descriptions of a job? A) O*Net B) Critical Incident Technique (CIT) C) Managerial Position Description Questionnaire (MPDQ) D) Position Analysis Questionnaire (PAQ) E) Job Compatibility Questionnaire (JCQ)

Q: _____ refers to the ways an organizations people encourage training. A. Situational constraint B. Employee orientation C. Benchmarking D. Social support E. Experiential programing

Q: You are a management consultant who has recently been hired by a large utility company to redesign their compensation system. Which of the following job analysis methods would be best suited for this purpose? A) JDS: because it is very well researched as a method B) PAQ: because it presents job evaluation information C) CIT because the incidents observed will help define performance for future employees D) JCQ because it is the only method to provide information related to job compatability E) PAQ: because it provides an analysis of skills and related selection tests

Q: _____ is the limit on trainings effectiveness that arises from the conditions within the organization. A. Simulation B. Social support C. Situational constraint D. Psychological mindedness E. Experiential conflict

Q: Types of information assessed by using the Position Analysis Questionnaire (PAQ) include all of the following EXCEPT: A) Mental processes B) Information input C) Relationships with other people D) Traits analysis E) Job context

Q: Readiness for training depends on two broad characteristics of the work environment: situational constraints and _____. A. employee ability B. employees incentive package C. training curriculum D. social support E. employee attitude

Q: The questionnaire method for obtaining work analysis information: A) Can be less expensive and quicker to use. B) Is the best technique for collecting performance appraisal information. C) Is good for collecting information on infrequently performed activities. D) Provides a deeper understanding of job duties than relying on incumbents descriptions. E) Is time-consuming and therefore typically regarded as the most expensive method.

Q: Employee readiness characteristics for training include basic learning skills, especially _____, which includes being able to use written and spoken language, solve math problems, and use logic to solve problems. A. emotional intelligence B. psychological mindedness C. spatial ability D. psychomotor skills E. cognitive ability

Q: Which of the following is true concerning sources of information for work analysis? A) Multiple sources should be avoided as often as possible B) Never include both incumbents and supervisors in the process C )There is no single best source to use when conducting work analysis D) Observing incumbents does not influence their on the job performance E) Establishing validity becomes difficult when there is data from more than one source

Q: The observation method of work analysis: A) Is helpful when you need to collect information on the mental tasks performed on a job B) Is the preferred method to collect information for complex senior level jobs C) Allows for the collection of information related to infrequently performed tasks D) Uses the job compatibility index to set the baseline for the tasks and behaviors to monitor E) Enables the analyst to gain a deeper understanding of the job and is useful when used in combination with other methods

Q: _____ is a combination of employee characteristics and positive work environment that permit training. A. Organization analysis B. Benchmarking C. Learning management system D. Orientation E. Readiness for training

Q: A _____ should contain job identification information, a job summary, the job duties, accountabilities, and job specification or employment standards information. A) job classification B) job specification C) job description D) job evaluation E) job summary

Q: Which of the following is a characteristic of task analysis? A. It does not require knowledge of the work environment. B. It is independent of time constraints or deadlines. C. It results in an assessment of employees readiness for training. D. It is usually conducted along with person analysis. E. It helps in determining individuals needs for training.

Q: Which of the following processes identifies the knowledge, skills, and behaviors that training should emphasize? A. Person analysis B. Task analysis C. Transactional analysis D. Trend analysis E. Regression analysis

Q: In the qualitative method, job is described in a descriptive, nonnumerical manner.

Q: Which of the following primary variables in a person analysis can be affected by training? A. The Organization's input B. Performance feedback C. The employee's ability and skills D. Positive consequences to motivate good performance E. The employees motivation and attitudes

Q: Which of the following help a manager identify which employees need training? A. Person analysis B. Organization analysis C. Task analysis D. Trend analysis E. Regression analysis

Q: Work analysis information can be presented only in the qualitative form.

Q: Standardization of analysis is one of the dimensions on which work analysis may vary.

Q: Which of the following considers an organizations strategy and the resources available for training important before starting any training program? A. Task analysis B. Person analysis C. Organization analysis D. Employee readiness analysis E. Skills analysis

Q: An advantage of the observation method of work analysis is that it allows you to capture all aspects of complex jobs at the top of the organization.

Q: Organizational analysis looks at training needs with respect to the: A. readiness of employees for training. B. employees strategy toward achieving organizational goals. C. managements support for training activities. D. monetary incentives the management has promised its employees. E. severance package deal for a particular batch of employees.

Q: Smaller businesses are more likely to use formal approaches for conducting job analyses.

Q: Needs assessment usually begins with _____. A. task analysis B. organization analysis C. person analysis D. competitor analysis E. market analysis

Q: If a selection test results in adverse impact one of the means of defense for the organization is to present valid job analysis data that shows the test is related to successful performance on the job.

Q: Which of the following defines needs assessment in the context of training? A. It is the process of evaluating the organization, individual employees, and employees tasks to determine what kinds of training are necessary. B. It is a combination of employee characteristics and positive work environment that permit training. C. It is a process that evaluates the monetary needs of employees that can motivate them to undertake a training program. D. It is an application that automates the administration and delivery of a companys training program. E. It is the process to determine employees characteristics to ensure their readiness for training.

Q: MPDQ results provide information on whether a particular job specification is necessary for any given position.

Q: What is a learning management system? A. A team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization. B. The process of evaluating the organization, individual employees, and employees tasks to determine what kinds of training, if any, are necessary. C. A software application that automates the administration, development, and delivery of training programs. D. A process for determining the appropriateness of training by evaluating the characteristics of the organization. E. The process of determining individuals needs and readiness for training.

Q: Job analysis work can be used to justify the use of particular selection tests and related cut off scores.

Q: The first step in the instructional design process is: A. implementing a training program. B. conducting a needs assessment. C. selecting training methods. D. ensuring employees readiness for training. E. planning a training program.

Q: The trait approach is better suited for performance appraisal development than the job oriented and worker oriented approaches.

Q: _____ refers to a process of systematically developing training to meet specified needs. A. Fair representation B. Orientation C. Bumping D. Instructional design E. Organization analysis

Q: The data derived from job analysis is static and once the criteria for success are identified and correlated to job performance for a particular position, there is no need to revisit that job in the future.

Q: An organizations planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors is known as:_____ A. attrition. B. benchmarking. C. training. D. compensation. E. electromation.

Q: Unlike some HRM functions, job analysis methodology and outcomes such as job descriptions and the level of detail necessary are the same from one county to another.