MHR 6551, Training and Development Assessment III
_____ involves looking at all the influences that could affect employee performance in the organization and determining their fit within organizational goals and objectives.
A competency based approach focuses on
knowledge and skills.
attitudes and personality.
all characteristics that underlie successful performance.
According to the text, behavioral tests measure
In response to a TNA the decision is to “change the job.” This means
there are too many obstacles in the system the way the job is currently set up.
feedback is not occurring in the present set up.
there is a KSA deficiency but it is difficult to train.
rewards are not tied to high performance.
Which of the following focuses on an anticipated performance problem in the future?
A reactive TNA
A proactive TNA
Performance appraisals are almost always completed by
peers and self.
360 degree feedback.
work planning and review.
The _____ approach to job analysis immediately identifies the KSA’s required for the job.
A training needs analysis is conducted when
a setback event occurs.
a triggering event occurs.
a decision to provide sexual harassment training is made.
a deficiency is determined to be a motivational deficiency.
When an OPG is identified, a/an _____________ should be conducted in order to fully understand the nature of the gap.
The selection process of incumbents in operational analysis should be performed by
the manager of the organization.
a head hunter.
a job analyst.
Discuss the proactive approach and the reactive approach to TNA.
Compare reliability and validity.
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