Question 1

All of the following are considered "pink collar" jobs except .

Accepted Answer

A) waitress 
B) psychologist 
C) nursing 
D) teaching 
E) secretary 
A) waitress 
B) psychologist 
C) nursing 
D) teaching 
E) secretary

Question 2

A test battery is based on a combination of several tests that can then measure an array of predictors.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following tasks is not part of demonstrating content validity?

Accepted Answer

A) demonstrating that the tasks on the test are a random sample of tasks performed on the job 
B) demonstrating that the scores on the test are a good predictor of criterion like job performance 
C) demonstrating the conditions under which the person takes the test resemble the work situation 
D) demonstrating that the tasks a person performs on the test are represent the tasks performed on the job 
E) all of the above are part of demonstrating content validity 
A) demonstrating that the tasks on the test are a random sample of tasks performed on the job 
B) demonstrating that the scores on the test are a good predictor of criterion like job performance 
C) demonstrating the conditions under which the person takes the test resemble the work situation 
D) demonstrating that the tasks a person performs on the test are represent the tasks performed on the job 
E) all of the above are part of demonstrating content validity

Question 4

Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following describes using a retest estimate to assess reliability?

Accepted Answer

A) administer the same test to different people and compare test scores of the different people 
B) administer different tests to different people and compare test scores of the different people 
C) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 
D) administer a test with content based on what a person actually needs to know to do the job in question well 
E) administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together 
A) administer the same test to different people and compare test scores of the different people 
B) administer different tests to different people and compare test scores of the different people 
C) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1 
D) administer a test with content based on what a person actually needs to know to do the job in question well 
E) administer a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together

Question 6

The final step in the validation process is to .

Accepted Answer

A) relate test scores and job criteria 
B) analyze the job 
C) choose the tests to measure attributes of job 
D) cross-validate 
E) administer tests 
A) relate test scores and job criteria 
B) analyze the job 
C) choose the tests to measure attributes of job 
D) cross-validate 
E) administer tests

Question 7

Hair follicle testing utilizes a method called radio-immunoassay of hair or RIAH.

Accepted Answer

A) True 
 B)False

Question 8

tests include tests like finger dexterity, manual dexterity, and reaction time.

Accepted Answer

A) Achievement 
B) Personality 
C) Motor ability 
D) Cognitive 
E) Interest 
A) Achievement 
B) Personality 
C) Motor ability 
D) Cognitive 
E) Interest

Question 9

To use predictive validation, one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

Accepted Answer

A) True 
 B)False

Question 10

is used as an estimate of reliability when one administers a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together.

Accepted Answer

A) Criterion validity 
B) Internal consistency 
C) Equivalent form estimate 
D) Retest estimate 
E) Internal comparison estimate 
A) Criterion validity 
B) Internal consistency 
C) Equivalent form estimate 
D) Retest estimate 
E) Internal comparison estimate

Question 11

Cognitive tests are the most difficult tests to evaluate and use.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following is true regarding the use of drug testing?

Accepted Answer

A) drug tests measure degree of impairment 
B) drug tests can assess frequency of drug use 
C) some drug tests cannot distinguish between legal and illegal substances 
D) drug tests can assess level of drug addiction 
E) all of the above 
A) drug tests measure degree of impairment 
B) drug tests can assess frequency of drug use 
C) some drug tests cannot distinguish between legal and illegal substances 
D) drug tests can assess level of drug addiction 
E) all of the above

Question 13

tests measure a person's level of introversion, stability, and motivation.

Accepted Answer

A) Motor ability 
B) Personality 
C) Achievement 
D) Physical ability 
E) Cognitive 
A) Motor ability 
B) Personality 
C) Achievement 
D) Physical ability 
E) Cognitive

Question 14

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

Accepted Answer

A) True 
 B)False

Question 15

tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning.

Accepted Answer

A) Physical ability 
B) Personality 
C) Motor ability 
D) Cognitive 
E) Achievement 
A) Physical ability 
B) Personality 
C) Motor ability 
D) Cognitive 
E) Achievement

Question 16

Which selection tool is considered the least useful by HR managers?

Accepted Answer

A) academic record 
B) reference letters 
C) application form 
D) psychological tests 
E) interview 
A) academic record 
B) reference letters 
C) application form 
D) psychological tests 
E) interview

Question 17

Jack is being tested on static strength, dynamic strength, body coordination and stamina during the selection period at UPS. UPS is using tests.

Accepted Answer

A) achievement 
B) comprehensive 
C) motor and physical abilities 
D) aptitude 
E) personality 
A) achievement 
B) comprehensive 
C) motor and physical abilities 
D) aptitude 
E) personality

Question 18

is used as an estimate of reliability when one administers two tests deemed to be equivalent by experts and then compares the test scores from the two tests.

Accepted Answer

A) Retest estimate 
B) Equivalent form estimate 
C) Internal comparison estimate 
D) Internal consistency 
E) Criterion validity 
A) Retest estimate 
B) Equivalent form estimate 
C) Internal comparison estimate 
D) Internal consistency 
E) Criterion validity

Question 19

The process of cross-validating a test involves all of the following except .

Accepted Answer

A) using a new sample of employees 
B) evaluating the relationship between scores and performance 
C) administering more tests 
D) analyzing a scatter plot of scores versus performance 
E) assessing predictive validation 
A) using a new sample of employees 
B) evaluating the relationship between scores and performance 
C) administering more tests 
D) analyzing a scatter plot of scores versus performance 
E) assessing predictive validation

Question 20

Which of the following actions is not required by the Fair Credit Reporting Act of employers who check background information on applicants?

Accepted Answer

A) provision of report copies to the applicant 
B) disclosure to applicant that a credit report will be requested 
C) written consent from the applicant 
D) provision of a detailed rationale for any adverse action decision 
E) all are required 
A) provision of report copies to the applicant 
B) disclosure to applicant that a credit report will be requested 
C) written consent from the applicant 
D) provision of a detailed rationale for any adverse action decision 
E) all are required

All of the following are considered "pink collar" jobs except .

A test battery is based on a combination of several tests that can then measure an array of predictors.

Which of the following tasks is not part of demonstrating content validity?

Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.

Which of the following describes using a retest estimate to assess reliability?

The final step in the validation process is to .

Hair follicle testing utilizes a method called radio-immunoassay of hair or RIAH.

tests include tests like finger dexterity, manual dexterity, and reaction time.

To use predictive validation, one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

is used as an estimate of reliability when one administers a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together.

Cognitive tests are the most difficult tests to evaluate and use.

Which of the following is true regarding the use of drug testing?

tests measure a person's level of introversion, stability, and motivation.

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning.

Which selection tool is considered the least useful by HR managers?

Jack is being tested on static strength, dynamic strength, body coordination and stamina during the selection period at UPS. UPS is using tests.

is used as an estimate of reliability when one administers two tests deemed to be equivalent by experts and then compares the test scores from the two tests.

The process of cross-validating a test involves all of the following except .

Which of the following actions is not required by the Fair Credit Reporting Act of employers who check background information on applicants?

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters

Exam 6: Employee Testing and Selection

All of the following are considered "pink collar" jobs except .

A test battery is based on a combination of several tests that can then measure an array of predictors.

Which of the following tasks is not part of demonstrating content validity?

Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.

Which of the following describes using a retest estimate to assess reliability?

The final step in the validation process is to .

Hair follicle testing utilizes a method called radio-immunoassay of hair or RIAH.

tests include tests like finger dexterity, manual dexterity, and reaction time.

To use predictive validation, one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

is used as an estimate of reliability when one administers a test with x number of item designed to assess a topic; then statistically analyze the degree to which responses to the items vary together.

Cognitive tests are the most difficult tests to evaluate and use.

Which of the following is true regarding the use of drug testing?

tests measure a person's level of introversion, stability, and motivation.

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning.

Which selection tool is considered the least useful by HR managers?

Jack is being tested on static strength, dynamic strength, body coordination and stamina during the selection period at UPS. UPS is using tests.

is used as an estimate of reliability when one administers two tests deemed to be equivalent by experts and then compares the test scores from the two tests.

The process of cross-validating a test involves all of the following except .

Which of the following actions is not required by the Fair Credit Reporting Act of employers who check background information on applicants?

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters