81) When basing job specifications on statistical analysis, the goal is to determine the
relationship between a(n) ________ and a(n) ________.
A) interest; criterion
B) predictor; trait
C) skill; interest
D) predictor; criterion
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
82) Vijay, a manager at a manufacturing facility, needs to hire three workers to work on the
assembly line. The position requires employees who have finger dexterity. Finger dexterity
would most likely be characterized as a ________.
A) job specification
B) predictor
C) job description
D) criterion
AACSB: Application of knowledge
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Application
31
83) Keith, an HR manager at a manufacturing facility, needs to hire three workers to work on the
assembly line. Keith will be basing job specifications on statistical analysis. Keith has already
analyzed the job and decided how to measure job performance. What is the next step that Keith
must take in the process?
A) testing and comparing job candidates for the position
B) writing a task statement for each of the position’s tasks
C) selecting personal traits that will predict job performance
D) using managerial judgment to evaluate education and skills
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
84) Which term refers to a brief summary of what a worker does on one particular job activity,
how the worker does it, and the knowledge, skills, and aptitudes required to do it?
A) task statement
B) job predictor
C) task criterion
D) job requirements matrix
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
85) What is the first step an HR manager must take when basing a job specification on statistical
analysis?
A) testing applicants
B) analyzing the job
C) writing task statements
D) testing candidates for skills
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
32
86) An HR manager who is basing a job specification on statistical analysis has completed the
first four steps of the process. What is the last step required?
A) writing a task statement that will be legally defensible
B) choosing a human trait that predicts future job success
C) deciding if the human trait predicts job performance
D) measuring the job performance of each candidate
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
87) Knowledge, skills, abilities, and other characteristics are components of ________.
A) organizational development
B) performance appraisals
C) cognitive tests
D) task statements
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
88) What is the benefit of a job requirements matrix?
A) provides a clear comparison of job candidates
B) eliminates unnecessary job duplication
C) clarifies the purposes of job tasks
D) ranks employees by performance
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
33
89) A firm that uses task statements to summarize a job will most likely have the information
compiled in a ________.
A) position analysis questionnaire
B) job requirements matrix
C) job description profile
D) job specification
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
90) All of the following are ways to compile information on the knowledge, skills, ability, and
other characteristics a job requires EXCEPT a ________.
A) job profile
B) task statement
C) competency model
D) job requirements matrix
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
91) Job specifications based on statistical analysis are more legally defensible and easier to
develop than job specifications based on managerial judgment.
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Concept
34
92) What is a job specification? Why would it be easier to write job specifications when filling
positions with trained rather than untrained people?
AACSB: Reflective thinking
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Critical Thinking
93) What is a task statement? Why are task statements becoming increasingly popular?
AACSB: Reflective thinking
Chapter: 4
LO: 4.5: Explain how to write a job specification.
Skill: Critical Thinking
94) According to research, employees who are engaged with their work possess the following
identified traits EXCEPT ________.
A) positive disposition
B) intelligence
C) self-advocacy
D) achievement orientation
Chapter: 4
LO: 4.6: List some human traits and behaviors you would want an employee to bring to a job if
employee engagement is important to doing the job well.
Skill: Concept
35
95) Which of the following describes a job in terms of the KSAOs that employees must be able
to exhibit to get their multiple jobs done?
A) functional job analysis
B) Department of Labor procedure
C) competency model
D) job qualifications inventory
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Concept
96) Competency profiling focuses on ________.
A) what work is accomplished
B) how work is accomplished
C) when work is accomplished
D) where the work is accomplished
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Concept
36
97) Which of the following best supports the argument that jobs should be described in terms of
competencies rather than duties?
A) New employees in high-performance work systems receive extensive job skills training for
their specific positions.
B) Globalization and telecommuting require workers to be able to self-manage and perform
duties without close supervision.
C) In high-performance work systems, employees serve as team members rotating among
various jobs.
D) Managers in global firms are empowered to forecast personnel needs using both trend
analysis and ratio analysis.
AACSB: Reflective thinking
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Critical Thinking
98) All of the following would most likely be included in a competency statement EXCEPT
________.
A) proficiency levels
B) a compensation range
C) a summary of observable behaviors
D) a brief description of the competency
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Concept
37
99) Which of the following questions will most likely be addressed by a manager who is writing
a job description based on a competency-based job analysis?
A) What are the typical duties and responsibilities of this job?
B) What are the working conditions and safety issues related to this job?
C) What advancement opportunities are available for employees in this job?
D) What should employees be able to do in order to perform this job successfully?
AACSB: Application of knowledge
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Application
100) An observable and measurable human behavior or skill that makes job performance
possible is known as a(n) ________.
A) competency
B) attribute
C) trait
D) task
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Concept
101) Competencies are observable and measurable behaviors, and organizations are required to
define competencies based on quantifiable standards developed by the Department of Labor.
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Concept
38
102) Competency profiles focus on the knowledge, skills, and behavior of a worker rather than
the tasks associated with a particular job.
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Concept
103) Workers at ABC Widgets, Inc. often work in teams and have frequently changing job duties.
The HR department should develop traditional job descriptions rather than competency-based
job descriptions.
AACSB: Application of knowledge
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Application
104) The best competency statements include a brief description of the competency as well as a
description of the observable behaviors that represent proficiency in the competency.
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Concept
39
105) As an HR manager, what steps would you take to develop a competency statement? What
resources would be beneficial in the process?
AACSB: Analytical Thinking
Chapter: 4
LO: 4.7: Explain how to write competency-based models.
Skill: Application
40