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Henri needs to do a job analysis for customer service representatives in his company. He would like to get as much detailed information as possible about what people do on the job and the characteristics they need to do the job. The best method for this situation would be _____.

Jill is a new supervisor. As part of her training, she is shown videos of employee performance, asked to rate the employee, and given feedback about her ratings. This is referred to as

Validity generalization is the assumption that a test that is valid for one job will be valid for other, similar jobs.

Research shows suggests which of the following when considering the demographic makeup of job analysis samples?

The preferred selection procedure of most applicants is graphology.

Test-retest reliability is shown by giving a test to two different samples and seeing if their scores are correlated.

Research has shown that integrity tests _____.

When choosing selection procedures, it is best to focus on selection procedures that are highly correlated with each other.

The best strategy for measuring job performance is to use multiple types of job performance measures that can complement each other in terms of strengths and weaknesses.

Trucking companies may be able to see how fast their drivers drive, how often and hard they brake, and how long they take breaks. And call center employees’ calls may be recorded for performance assessment purposes, on criteria such as how quickly they completed the call. These are both examples of