Exam 10: Internal Selection

Which of the following is true regarding performance appraisals and internal selection?

One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired.

Talent management systems keep an ongoing organizational record of the skills, talents, and capabilities of an organization's employees.

Which of the following factors is the most relevant to the theory behind assessment centers?

Assessment centers tend to generate positive reactions from participants.

Depth of information and relevance are the only advantages that internal selection has over external selection.

The incremental validity of assessment centers in predicting performance is relatively small.

If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________.

The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.

In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity.

One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases.

Which of the following assessment methods does not have at least moderately high validity?

Experience is better suited to predict long-term rather than short-term potential.

The validity of assessment centers as a method for internal selection is approximately ___________.

Research on the use of selection and experience as internal selection methods indicates that ___________.

In-basket exercises are the most commonly used exercises in assessment centers.

Personality tests are used to predict the success of employees in overseas assignments.

The use of the case analysis method of assessment is most appropriate for assessing ____________.

Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.

Organizations find that talent management systems are low cost and require little expertise.