R & S Exam 1 (Chapter 4)

Question 1

Competencies

Answer 1

Groups of related behaviours that are needed for successful job performance in an organization. (p.140)

Question 2

Competency dictionary

Answer 2

A listing of all of the competencies required by an organization to achieve its mandate, along with the proficiency level required to perform successfully in different functional groups or positions. (p.143)

Question 3

Competency framework

Answer 3

A broad framework for integrating, organizing, and aligning various competency models that are based on an organization’s strategy and vision. (p.142)

Question 4

Competency model

Answer 4

A collection of competencies that are relevant to performance in a particular job, job family, or functional area. (p.141)

Question 5

Competency profile

Answer 5

A set of proficiency ratings related to a function, job, or employee. (p.145)

Question 6

Core competencies

Answer 6

Characteristics that every member of an organization, regardless of position, function, job, or level of responsibility within the organization, is expected to possess. (p.142)

Question 7

Functional competencies

Answer 7

Characteristics shared by different positions within an organization (i.e., a group of related or similar jobs). Only those members of an organization in these positions are expected to possess these competencies. (p.142)

Question 8

Job

Answer 8

A collection of positions that are similar in their significant duties. (p.112)

Question 9

Job description

Answer 9

A written description of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures. (p.112)

Question 10

Job family

Answer 10

A set of different, but related, jobs that rely on the same set of KSAOs. (p.113)

Question 11

Job specification

Answer 11

The knowledge, skills, abilities, and other attributes or competencies that are needed by a job incumbent to perform well on the job. (p.112)

Question 12

Job-specific competencies

Answer 12

Characteristics that apply only to specific positions within the organization. Only those people in the position are expected to possess these competencies. (p.142)

Question 13

KSAOs

Answer 13

The knowledge, skills, abilities, and other attributes necessary for a new incumbent to do well on the job; also referred to as job, employment, or worker specifications. (p.116)

Question 14

Position

Answer 14

A collection of duties assigned to individuals in an organization at a given time. (p.112)

Question 15

Proficiency level

Answer 15

The level at which competency must be performed to ensure success in a given functional group or position. (p.143)

Question 16

Proficiency scale

Answer 16

A series of behavioural indicators expected at specific levels of a competency. (p.144)

Question 17

Subject-matter experts (SMEs)

Answer 17

People who are most knowledgeable about a job and how it is currently performed; generally job incumbents and their supervisors. (p.114)

Question 18

Task inventories

Answer 18

Work-oriented surveys that break down jobs into their component tasks. (p.129)

Question 19

Work-oriented job analysis

Answer 19

Job analysis techniques that emphasize work outcomes and descriptions of the various tasks performed to accomplish those outcomes. (p.120)

Question 20

Worker traits inventories

Answer 20

Methods used to infer employee specifications from job analysis data; commonly included in the job analysis literature. (p.133)

Question 21

Worker-oriented job analysis

Answer 21

Job analysis techniques that emphasize general aspects of jobs, describing perceptual, interpersonal, sensory, cognitive, and physical activities. (p.120)

Question 22

Is the following statement FALSE?

Answer 22

A job analysis is required by the law and must always be done.

Question 23

What is the correct term for a written outline of what job occupants are required to do, how they are supposed to do it, and the rationale for any required job procedures?

Answer 23

a job description

Question 24

What is the correct term for a collection of duties assigned to individuals in an organization at a given time?

Answer 24

position

Question 25

When conducting a job analysis, most human resources managers will identify people who are most knowledgeable about a job and how it is currently performed. Who is LEAST likely to have this kind of knowledge?

Answer 25

a manager of the department

Question 26

What is the correct term for a job analysis technique that emphasizes work outcomes and description of the various tasks performed to accomplish those outcomes?

Answer 26

work-oriented job analysis

Question 27

Before starting to collect data for a job analysis, where can human resource managers collect information about the job in question?

Answer 27

O*Net

Question 28

Information on which of the following CANNOT be found on the National Occupational Classification System?

Answer 28

salaries

Question 29

Which of the following is a standardized questionnaire that includes 195 items and organizes job elements into 6 dimensions?

Answer 29

position analysis questionnaire

Question 30

Which of the following tests can be used to collect information on workers’ traits?

Answer 30

Fleishman job analysis survey

Question 31

When choosing a job analysis method, which of the following should NOT be taken into consideration?

Answer 31

employment equity law

Question 32

Which of the following is the correct term for characteristics that apply only to certain positions within the organization?

Answer 32

job-specific competencies

Question 33

Which of the following is NOT one of the great eight competencies developed by Bartram?

Answer 33

communicating and supervising