1. Information regarding job demands such as finger dexterity or conscientiousness is included in the information about ________ an HR specialist may collect during a job analysis.
a. work activities
b. performance standards
c. machines, tools, equipment, and work aids
d. human behaviors

2. What type of information is contained in the job identification section of a job description?
a. job summary
b. major functions or activities
c. job title
d. All of the above.

3. When filling jobs with untrained people, the job specifications may include ________.
a. quality of training
b. physical traits
c. length of previous service
d. All of the above.

4. Competency analysis focuses on ________.
a. what is accomplished
b. what competencies or skills the worker must have to do the work
c. where the work is accomplished
d. when work is accomplished

5. When planning for employment requirements, what must be forecasted?
a. personnel needs
b. supply of inside candidates
c. both a and b
d. None of the above.

6. ________ contain data on employees' performance records, educational background, and promotion recommendations.
a. Trend records
b. Qualifications inventories
c. Computerized information systems
d. Replacement chartsUnit 2 Examination 60 BAM 411 Human Resource Management

7. Who is typically responsible for paying the fees charged by private employment agencies when they place qualified individuals in jobs?
a. the employee
b. the employer
c. there are no fees
d. the state employment commission

8. Which of the following is an advantage of college recruiting?
a. access to candidates who are not looking for jobs
b. access to a source of management trainees
c. schedules for recruitment visits set far ahead of time
d. All of the above.

9. One of the biggest challenges facing single parents in the job market is ________.
a. getting a sufficient salary
b. balancing work and family life
c. minimizing the commute to work
d. getting access to the Internet to search job sites

10. Which of the following can be an illegal question on an application form under some state laws?
a. Questions about experience
b. Questions about work stability
c. Questions about applicant's age
d. Questions about education

11. Which of the following could be perceived as discriminatory when asked on an employment application form?
a. religion
b. age
c. race
d. All of the above.

12. A(n) ________ is a procedure designed to solicit information from a person's oral responses to oral inquiries.
a. interview
b. presentation
c. invigilation
d. prospectus

13. What is one of the first things you should NOT do to make reference checking more productive?
a. have the candidate sign a release authorizing the background check
b. get two forms of identification and make applicants fill out job applications
c. use a structured reference checking form
d. use references provided by the applicant as a source of other references

14. Which assessment method can be conducted one-on-one or with a panel?
a. job knowledge tests
b. cognitive ability tests
c. structured interviews
d. All of the above.

15. Which of the following is an example of a reliable test?
a. one that yields consistent scores when a person takes two alternate forms of the test
b. one that yields different scores from two different people taking the test on different occasions
c. one that yields one score on a test and a different, but better score on the same test taken on a different occasion
d. one that includes questions that are not repetitive in any way

16. Which of the following describes using an equivalent-form estimate to assess reliability?
a. different tests to different people and compare test scores of the different people
b. administer two tests deemed the same by experts and then compare participants' test scores for test one and test two
c. administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
d. administer a test with x number of items designed to assess a topic, then statistically analyze the degree to which responses to the items vary together

17. Which of the following tasks is not part of demonstrating content validity?
a. demonstrating that the scores on the test are a good predictor of criterion like job performance
b. demonstrating that the tasks a person performs on the test represent the tasks performed on the job
c. demonstrating the conditions under which the person takes the test resemble the work situation
d. demonstrating that the tasks on the test are a random sample of tasks performed on the job

18. A ________ is a two or three-day simulation in which 10 to 12 candidates perform realistic management tasks under the observation of experts who appraise each candidate's potential.
a. video-based situational testing
b. management assessment center
c. work sampling event
d. retreat

19. What type of question is the following: "Imagine that you have just been assigned the task of winning the business of our competition's biggest client. How would you proceed?"
a. directive
b. puzzle
c. behavioral
d. situational

20. The third step in the training process is to ________.
a. conduct a needs analysis
b. develop the program or course
c. design the program content
d. train the targeted group of employees

21. Which of the following training methods is the most familiar?
a. informal learning
b. on-the-job training
c. lectures
d. apprenticeship training

22. Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the ________ form of training.
a. job rotation
b. understudy
c. special assignments
d. coaching

23. Another term for vestibule training is ________ training.
a. cubicle
b. apprenticeship
c. computer-based
d. simulated Unit 2 Examination 63 BAM 411 Human Resource Management

24. Bobby demonstrates the correct way to do a job. He is using which training technique?
a. behavior modeling
b. instruction by example
c. demonstrational prowess
d. None of the above.

25. Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called ________.
a. management development
b. on-the-job training
c. diversity training
d. performance improvement programs