T/F HRM 1

Job analysis produces information used for writing job descriptions and job specifications

• True
• False

2. Conducting the job analysis is the sole responsibility of the human resource specialist

• True
• False

3. A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.

• True
• False

4. Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

• True
• False

5. Strategic human resource management refers to performing transactional duties that satisfy the needs and demands of both the employees and the employer

• True
• False

6. Informal interviews provide quantitative job analysis information, which is why they are frequently used by managers who need to determine the relative worth of a job for pay purposes

• True
• False

7. Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence

• True
• False

8. Job descriptions serve as the primary tool for developing performance standards because they already include specific job goals

• True
• False

9. Most firms link employees' pay to performance because financial incentives are extremely successful at motivating employees to perform above required standards

• True
• False

10. Behavior modification principles can be useful to managers who seek to change employee behavior through rewards or punishments linked to performance

• True
• False