30. A good HRIS should provide information on
A) Previous positions individuals have held.
B) Training that individuals have received.
C) Performance levels.
D) All of the above.
Page Ref: 111
31. Performance appraisals are almost always completed by
A) Peers and self.
B) 360-degree feedback.
C) Supervisors.
D) Work planning and review.
E) None of the above.
Page Ref: 112
32. Self ratings
A) Tend to be too biased to be used effectively in a person
analysis.
B) Have very high measurement error when compared to
supervisor ratings.
C) Can be an effective part of the person analysis in a TNA.
D) Are not generally part of a 360-degree performance review.
Page Ref: 114
33. For testing of knowledge, the use of speed tests is
A) Critical to effective testing.
B) Never of any value.
C) Calculated for multiple-choice tests by multiplying the number
of questions by .75, which will give you the length of time in
minutes.
D) None of the above is correct.
Page Ref: 115
34. Which of the following statements about multiple choice tests is NOT
C) It is easy to develop a reliable and valid test of this type.
D) All of the above are true.
Page Ref: 116
35. Using paired comparison method is one way to assess_________
knowledge.
A) Procedural
B) Cognitive
C) Declarative
D) Strategic
Page Ref: 116
36. A method to assess learning of strategic knowledge is termed
A) Probed Protocol Analysis.
B) Level 3 Analysis.
C) Declarative Analysis.
D) Paired Comparison.
Page Ref: 116
37. According to the text, behavioral tests measure
A) Situational reaction.
B) Development.
C) Skills.
D) Learning capability.
E) None of the above.
Page Ref: 118
38. A speed test can appropriately be used to measure the _____ of a skill.
A) Compilation
B) Aggressiveness
C) Automaticity
D) Knowledge
Page Ref: 120
39. When there is a performance gap but no KSA deficiency, what is the
possible cause?
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39
A) Motivation
B) Barriers to performance
C) Both A & B
D) It must be a KSA deficiency, as that is what a performance gap
is defined as.
Page Ref: 122
40. When a KSA deficiency is determined, what is the appropriate
response?
A) Training
B) Job aid
C) Practice
D) Any of the above, depending on the circumstances
Page Ref: 122
41. In response to a TNA, the decision is to “change the job.” This means
A) There are too many obstacles in the system the way the job is
currently set up.
B) Feedback is not occurring in the present setup.
C) There is a KSA deficiency but training is not the most
effective solution.
D) Rewards are not tied to high performance.
Page Ref: 123
42. The identification and development of employees who are perceived to
be of high potential is called
A) Promotion.
B) Succession planning.
C) Hiring.
D) Funneling.
E) Pet picking.
Page Ref: 124
43. According to the text’s authors, which approach to TNA is better?
A) Reactive assessment
B) Proactive assessment
C) The authors don’t say
D) A combination of proactive and reactive strategies
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
40
Page Ref: 129
44. Which of the following statements regarding small business and TNA
is true?
A) The proactive approach will be harder to implement in small
businesses.
B) Small business owners have no access to resources to aid them
in training their employees.
C) The main problem with the resources to aid small business in
training is that businesses do not take advantage of them.
D) Small business cannot afford to do a comprehensive TNA.
Page Ref: 130-131
APPENDIX QUESTIONS
45. A measure of the consistency of an outcome, which is often measured
using a correlation coefficient, is called
A) X.
B) Validity.
C) Reliability.
D) Both B & C.
Page Ref: 140
46. __________ is the portion of the actual criterion that overlaps
with the __________.
A) Ultimate criterion; criterion relevance
B) Criterion relevance; ultimate criterion
C) Consistency; reliability
D) Ultimate criterion; criterion deficiency
E) Criterion deficiency; ultimate criterion
Page Ref: Fig. 4-6, p. 141
47. What is it called when individuals have some advantage that provides
them with a higher level of performance, irrespective of their own skill
level?
A) Opportunity bias
B) Criterion deficiency
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C) Halo affect
D) Knowledge predictor bias
Page Ref: 141-142
48. Sources of criterion contamination are
A) Error and opportunity bias.
B) Group characteristic bias and knowledge of predictor bias.
C) Declarative knowledge bias.
D) Both A & B.
E) All of the above.
Page Ref: 141-142
49. You cannot have a _______ measure unless the measure is _______.
A) Valid; relevant
B) Relevant; valid
C) Reliable; valid
D) Valid; reliable
E) Relevant; reliable
Page Ref: 143
50. A criterion measure to assess declarative knowledge would
A) Be very easy to develop.
B) Be a multiple-choice test.
C) Be behaviorally based.
D) Focus on attitudinal relationships.
Page Ref: 143
TRUE/FALSE QUESTIONS
51. ____A TNA is always required when employees in an organization
need to be trained in a specific area such as sexual harassment.
52. ____If you determine there is a KSA deficiency, then the response is
training.
53. ____The worker-oriented approach to job analysis identifies the KSAs
without having to assess the tasks that are done.
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54. ____The job-duty-task method of job analysis is a worker-oriented
approach.
55. ____Some advantages of using competencies are that they are more
general and tend to be tied to corporate goals.
56. ____Supervisory ratings are the most effective method to use in a
person analysis.
57. _____Self-ratings are useful tools in determining the needs of an
employee.
58. ____The only output from a TNA is training needs.
59. ____A job aid is one approach to dealing with a KSA deficiency.
60. ____The proactive approach to TNA focuses on a specific problem.
61. ____In smaller organizations it would be easier to integrate a proactive
approach to TNA than in larger organizations.
62. ____ The ultimate criterion is the measure you use in assessing
training effectiveness.
63. ____ Bias is caused by random variation.
64. ____ It is not possible to have a reliable test that is not also valid
Answer: (F; p. 143)
65. Discuss the proactive approach and the reactive approach to TNA.
66. Compare reliability and validity.
67. Define criterion deficiency and criterion contamination.
68. List five sources of data for person analysis and their training need
implications.