<<12345678910111213141516171819202122232425262728>> 1. What might affect the status of average performers in a changing work environment?Low motivation levels among average performersStable performance despite technological shiftsChanging scenarios such as mergers and increased competitionUnaffected performance due to job securityQuestion 1 of 28 2. Which definition of competency highlights its relationship with "clusters of life outcomes"?Spencer and Spencer (1993)Lucia and Lepsinger (1999)Gomes (2007)McClelland (1973)Question 2 of 28 3. According to Parry (1996), what crucial aspects are encompassed within competencies?Only knowledge and skills related to a job roleInterrelated knowledge, skills, and attitudes linked to job performanceMerely psychological or behavioral characteristicsStandards that cannot be measured against performanceQuestion 3 of 28 4. What key aspect distinguishes competencies from performance, as per the information provided?Competency is related to psychological characteristics, while performance is about actions.Competency reflects potential abilities, while performance shows actual actions.Performance is measured against standards, while competencies are not.Competencies are unchangeable traits, while performance can be improved.Question 4 of 28 5. What distinguishes Technical Competencies from Behavioral Competencies?Technical competencies are observable, while behavioral competencies are not.Technical competencies involve complex tasks, while behavioral competencies involve simple procedures.Technical competencies are related to processes and procedures, while behavioral competencies involve traits like problem-solving and leadership.Technical competencies are related to attitude, while behavioral competencies are about skills.Question 5 of 28 6. What is a Competency Description primarily based on?Job indicatorsA detailed job analysisPerformance metricsOnly technical skillsQuestion 6 of 28 7. Which of the following is NOT a behavior indicator for adaptability?Looks for ways to make changes work rather than only identifying why change will not work.Adapts to change quickly and easily.Resists suggestions for increasing the effectiveness of changes.Shows willingness to learn new methods, procedures, or techniques.Question 7 of 28 8. What does the "Fully Effective Level" of competency typically refer to?Entry-level employees just learning the ropes.Experienced employees meeting expected standards for their roles.Employees who have mastered their roles and offer guidance.Employees seeking advice from supervisors.Question 8 of 28 9. What does the Competency Catalogue aim to encompass?Specific job families only.General and core competencies across the organization.Limited to managerial roles.Only technical competencies.Question 9 of 28 10. Which of the following statements about Competency Mapping is correct?It is only concerned with identifying key competencies for job evaluation.It involves identifying competencies but doesn't impact other HR processes.It helps in talent induction, performance management, and identifying training needs.It assesses weaknesses but not strengths of individuals or organizations.Question 10 of 28 11. What is the primary focus of the Job-focused Approach in competency mapping?Understanding job purposeAssessing past behavior of performersIdentifying competencies for every positionSimulating real work situationsQuestion 11 of 28 12. Which method involves the use of a Behavioral Event Interview (BEI) for competency mapping?Post Performance-based ApproachJob-focused ApproachAssessment CentresPosition-based Questionnaire MethodQuestion 12 of 28 13. What is the primary purpose of an Assessment Centre in organizations?To solely focus on job-focused assessments.To assess competencies through standardized conditions and simulations.To identify position-specific competencies.To conduct critical incident interviews.Question 13 of 28 14. What are the essential elements of an Assessment Centre?Five elementsSix elementsSeven elementsEight elementsQuestion 14 of 28 15. Which element in an Assessment Centre focuses on evaluating behavior separately and collecting data from all sources before assessment?Multiple Assessment TechniquesMultiple AssessorsPooling of InformationTime of ObservationQuestion 15 of 28 16. What are the main types of psychometric tests administered in Assessment Centers?Personality, ability, and situational judgment testsAptitude, personality, and emotional intelligence testsAbility, situational judgment, and emotional intelligence testsAptitude, ability, and personality testsQuestion 16 of 28 17. Which Assessment Centre tool simulates real business situations and assesses strategic planning, teamwork, and leadership?Group DiscussionPsychometric TestsBusiness Games/Simulation ExerciseRole PlayQuestion 17 of 28 18. What does the Role Play exercise in an Assessment Centre primarily assess?Analytical ability and leadershipTeamwork and strategic planningHuman relations, attitudes, and behaviorConflict management and communication skillsQuestion 18 of 28 19. What is a crucial step in planning an Assessment Centre before conducting exercises?Providing feedback to candidatesTraining assessorsGathering candidates at an appropriate placeSharing assessment reports with managementQuestion 19 of 28 20. What is a priority when conducting an Assessment Centre for candidates?Sharing assessment reportsBriefing candidates about the assessment purposeConducting exercises with clear instructionsProviding feedback and counselingQuestion 20 of 28 21. What is the central focus of the Behavioral Event Interview (BEI)?Evaluating future behaviorStating technical skillsGathering past behavior dataConducting critical incident interviewsQuestion 21 of 28 22. Which technique is similar to the Behavioral Event Interview (BEI)?Role PlayGroup DiscussionCritical Incidents TechniqueBusiness Games/Simulation ExerciseQuestion 22 of 28 23. How many steps generally constitute a BEI conducted for Job Competency Assessment?Three stepsFour stepsFive stepsSix stepsQuestion 23 of 28 24. What is a primary limitation of the Behavioral Event Interview (BEI)?Relies on respondent's recallCaptures all decision-making knowledgeEliminates interviewer biasGuarantees accurate interpretationQuestion 24 of 28 25. How does BEI's limitation impact the interview process?Enhances objectivityLimits interviewer expertisePotentially introduces biasIncreases knowledge captureQuestion 25 of 28 26. What aspect of decision-making is typically not captured by BEI?Personal judgmentObjective reasoningSubjective experiencesRecalled informationQuestion 26 of 28 27. Why does the interpretation of BEI responses depend on interviewer expertise?To ensure recall accuracyTo eliminate potential biasTo avoid guessworkTo analyze and interpret responses effectivelyQuestion 27 of 28 28. Which factor might arise due to the limitations of BEI?Objective interpretationAccurate recallGuesswork and personal judgmentReliable and complete informationQuestion 28 of 28 Loading...
