NPTEL Human Resource Development Week 8 Assignment Answers 2024

1. What is competency mapping?

a. A process to identify and define the skills, knowledge, abilities, and behaviors needed for successful work.
b. A technique to create a comprehensive framework for organizational job positions.
c. A method to assess employee performance based on specific competencies.
d. A strategy to reduce employee turnover.

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2. Competence is:

a. a person-related term
b. a work-related term
c. a combination of person and work-related terms
d. neither person nor work-related

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3. Attribute is a part of competency which is related to:

a. personal characteristics or traits
b. physical domain
c. cognitive domain
d. the ability to do things

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4. What distinguishes Threshold Competencies from Differentiating Competencies?

a. Threshold Competencies are common and exhibited by all individuals while differentiating competencies are unique and rare.
b. Threshold Competencies are exhibited only by superior performers, while superior and effective performers possess differentiating competencies.
c. Threshold Competencies are essential for achieving organizational goals while differentiating competencies adds value.
d. Threshold Competencies are technical skills while differentiating competencies are interpersonal skills.

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5. The model which distinguishes between hidden and visible competencies is:

a. Johari model
b. Herzberg model
c. Iceberg model
d. Competency matrix

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6. According to the Lancaster (Burgoyne) Model of Managerial Competencies, creativity and self-knowledge are a part of which level of competency:

a. Level 1
b. Level 2
c. Level 3
d. Level 4

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7. The competency definitions, which are key behavior indicators, are based on the following:

a. management theories
b. academic research
c. generic definitions of job profile
d. outstanding current performance in the organization

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8. An organization created a multi-rater feedback instrument to assess employee needs for competency development. It is an example of applying the competency model in the area of

a. Selection
b. Compensation
c. Training and development
d. Succession planning

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9. Choose the correct sequence of competency mapping:

a. job description -> job analysis -> aligning resources to fulfill competency needs
b. job analysis -> job description -> aligning resources to fulfill competency needs
c. aligning resources to fulfill competency needs -> job description -> job analysis
d. job analysis -> aligning resources to fulfill competency -> needs job description

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10. The data collection method in which a facilitator works with a small group of job incumbents, their managers, supervisees, clients, or others to define the job content or to identify the competencies they believe are essential for performance is:

a. Critical incidents
b. Observation
c. Literature review
d. Focus Group

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11. One of the steps in competency mapping involves defining observable behaviors required to perform a job well. This step is also called:

a. Employee feedback
b. Finalizing behavioral dictionary
c. Action plan
d. Assessing role-holder skill

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12. Which hidden human competency is related to self-concept and values:

a. Skills
b. Knowledge
c. Traits
d. Self-image

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13. Communication, initiative, listening, etc. are examples of the following:

a. Generic competencies
b. Managerial competencies
c. Technical competencies
d. All of these

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14. BE ise did oletin, method in which talents senatic inter stand individually about

a. Behavioral Excellence Interface
b. Best Educational Instruction
c. Best Event Incident
d. Behavioral Event Interviews

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15. Which of the following would be the best definition for the ‘Expert’ level of competence:

a. Understanding at a macro level
b. Understanding at a macro level and being able to pass it on
c. Understanding at the detailed level, contributing, analyzing, and teaching
d. Understand at the Micro level, contribute, analyze, teach, and recreate