Job Analysis, Recruitment, and Performance Appraisal

Review Questions & Answers

Unit 2

1. What information should be in a well-written job description?

• Job Title
• Brief summary
• Work activities
• Tools and equipment used
• Work context
• Work performance
• Compensation information
• Job Competencies (KSAOs)

2. What groups/people are most likely to conduct a job analysis?

• Internal Department
• Human resources
• Compensation
• Training
• Engineering
• Internal task force
• Supervisors
• Employees
• Consultants
• Interns/class projects

3. Briefly describe job analysis.

Job analysis is the systematic study of a job's tasks, duties, and responsibilities, and the knowledge, skills, and abilities needed to perform the job. Job analysis is the starting point for many important personnel functions. A job analysis yields several products.

4. List and briefly describe the job analysis methods discussed in your text

• Interview
• Observation
• Job participation
• Ammerman technique
• Task analysis
• Critical incident technique (CIT)
• Position Analysis Questionnaire (PAQ)
• Job Structure Profile (JSP)
• Job Elements Inventory (JEI)
• Functional Job Analysis (FJA)
• Job Components Inventory (JCI)
• Threshold Traits Analysis (TTA)

UNIT 3

1. What are the four types of newspaper recruitment advertisements?

• Respond by calling
• Apply in person
• Send a resume
• Blind box

2. Briefly write down the steps in creating the Structured Interview.

• Conduct a thorough job analysis
• Determine best way to measure each KSAO
• Construct Questions
• Determine rating anchors for each question
• Choose two or more members for the interview panel

4. What are the eight reasons for lack of unstructured interview validity?

• Poor intuitive ability
• Lack of job relatedness
• Primacy effects
• Contrast effects
• Negative information bias
• Interviewer-interviewee similarity
• Interviewee appearance
• Nonverbal cues

5. What are the six types of structured interview questions?

• Clarifiers
• Disqualifiers
• Skill-level determiners
• Future-focused questions (situational)
• Past-focused questions (PBDIs)
• Organizational fit

6. What are the three methods for scoring structured interview questions?

• Right/Wrong
• Typical answer approach
• Key issues approach

7. List the three characteristics of effective resumes?

• Physically appealing
• No mistakes
• Makes applicant look as good as possible without lying

8. What are the seven psychological principles used in the psychological resume?

• Priming
• Primacy
• Short-term memory limits
• Relevance
• Unusual information
• Negative information bias
• Anderson's averaging vs. adding

9. List the three types of resumes discussed in the text?

• Functional
• Chronological
• Psychological

Unit 4

1. What are the reasons for using references and recommendations?

• Confirm details on a resume
• Check for discipline problems
• Discover new information about the applicant
• Predict future performance

2. What are the problems associated with using references to predict performance?

• Leniency
• Lack of knowledge about the applicant
• Low reliability

3. What are the three main reasons for leniency in references?

• Applicants choose their own references
• References are not always confidential
• Fear of legal ramifications

4. What are the common types of psychological tests used in employee selection?

• Personality inventories
• Interest inventories
• Ability tests
• Job knowledge tests
• Integrity tests

5. List and explain the Big 5 personality dimensions?

• Openness to Experience (imaginative, curious, cultured)
• Conscientiousness (organized, disciplined, careful)
• Extraversion (outgoing, gregarious, fun-loving)
• Agreeableness (trusting, cooperative, flexible)
• Neuroticism (emotional stability)
• Anxious, insecure, vulnerable to stress

6. List the three major aptitude categories?

• Cognitive
• Psychomotor
• Perceptual

7. What are five common assessment center exercises?

• In-basket
• Simulations
• Work samples
• Leaderless group discussions
• Business games

Unit 5

1. What are four behavior-focused appraisal systems?

• Graphic rating scales
• Behaviorally anchored rating scales
• Forced choice rating scales
• Mixed standard scales

2. What are three employee comparison methods?

• Ranking
• Paired comparison
• Forced distribution

3. In recalling employee performance, what do we typically remember?

• First impressions
• Recent behaviors
• Unusual behaviors
• Extreme behaviors
• Behavior consistent with our opinion

4. What are the common errors that occur with performance ratings?

• Distribution errors (leniency, strictness, central tendency)
• Halo
• Proximity
• Contrast

5. List the three main distribution errors in performance ratings?

• Leniency
• Strictness
• Central tendency

6. In a non-employment-at-will state, what are the three legal reasons for terminating an employee?

• Violation of company rules
• Inability to perform
• Reduction in force

7. If an employee is to be terminated for violation of a company rule, what are the five things the courts will consider?

• Did a rule exist?
• Did the employee know the rule?
• Did the organization prove the employee broke the rule?
• Were the rules equally enforced?
• Was progressive discipline used?

8. What is subjective and objective Criteria in measurement of job performance?

One way to categorize performance is in terms of objective and subjective criteria. Objective performance criteria are more quantifiable measurements of performance, such as the number of units produced or dollar sales. Subjective performance criteria typically involve judgments or ratings of performance.