Exam 10: Internal Selection

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

One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.

Which of the following is(are)examples of substantive methods for internal selection?

Job knowledge tests hold great promise as a predictor of job performance.

Self assessments written by job candidates,are useful,even though job applicants tend to under-rate themselves.

Internal assessment methods do all of the following except _____

Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle,and in terms of the relevance of data about past job experiences.

Which of the following assessment methods does not have high reliability?

Experience refers to length of service or tenure with a job,department or organization.

When identifying and developing the KSAOs for a given position is concerned,there is a trend for organizations to rely upon the input of managers who are at a higher level in the organization than the level of the immediate supervisor of the position being filled.

Programmes that the organization should undertake to help aspiring employees to develop their KSAOs include _________

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

As distinguished from the roles of "coach" and "sponsor," the role of "mentor" involves the higher level manager becoming more personally responsible for the success of the employee being assisted.

In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position,it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.

An important advantage of peer assessments is _________.