quiz 12
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School
California Baptist University *
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Course
383
Subject
Information Systems
Date
Apr 3, 2024
Type
docx
Pages
5
Uploaded by MajorEnergy13342
Which factor is expected to influence the future of job analysis by requiring a more flexible approach to job roles and responsibilities?
Demographic changes
Technological advancements
Economic stability
Job security
1 points QUESTION 2
What is the potential impact of automation and artificial intelligence (AI) on job analysis in the future?
An increased need for human job analysts to manage automation
A focus on creative job analysis for AI-related roles
No impact on job analysis methods
A decreased need for job analysis due to automated processes
1 points QUESTION 3
In the future, how might job analysis adapt to the changing nature of work?
By minimizing the importance of soft skills
By focusing on skills and competencies over specific job roles
By relying solely on historical job data
By maintaining traditional job descriptions
1 points QUESTION 4
As the workplace becomes more globalized, what challenge may job analysis face in
the future?
A decrease in the demand for international assignments
A decreased need for cross-cultural competencies
Difficulty in assessing and comparing jobs across different regions and cultures
A reduction in the importance of linguistic skills
1 points QUESTION 5
In the future, what role might data analytics play in job analysis?
A focus on traditional methods without incorporating data analytics
An exclusive focus on historical data, excluding predictive analytics
A limited role, with no significant impact on job analysis
A central role in predicting future job trends and requirements
1 points QUESTION 6
What is a likely outcome of the ongoing evolution of job analysis methods in the future?
A complete elimination of job analysis as a practice
A focus on manual and time-consuming job analysis processes
A decrease in the need for diverse and inclusive hiring practices
A more dynamic and responsive approach to job analysis
LIST CORRECT ANSWERS Section 1: Employee Selection
What is the primary purpose of criterion-oriented validation in the context of employee selection?
To create a diverse workforce
To determine the organizational culture
To establish a relationship between test scores and job performance
To assess the quality of job descriptions
Content-oriented validation focuses on:
Linking the content of the test to the content of the job
Assessing the content of job descriptions
Evaluating the effectiveness of employee training programs
Establishing relationships between job performance and test scores
When it comes to staffing, the term "selection" refers to:
The process of choosing employees from a pool of job applicants
Attracting potential candidates to apply for job openings
Evaluating employee performance
Identifying job-related competencies and skills
Which factor can potentially affect the accuracy of job analysis?
Using job analysis to enhance employee morale
Conducting the analysis during a period of major organizational change
Involving multiple subject matter experts (SMEs)
Consistently updating job descriptions
What is NOT one of the primary purposes of job analysis?
Putting teams together.
Legal/quasi-legal requirements.
Worker mobility.
Creating job descriptions.
Section 2: Employee Training
In the context of employee training, what does the term "needs analysis" involve?
Conducting employee appraisals
Determining the qualifications of job applicants
Validating test content for employment assessments
Identifying gaps in employee performance and skills
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