Question 1

Simulation (performance) tests provide only indirect evidence of the applicant's ability and skill to work on the job.

Accepted Answer

A) True 
 B)False

Question 2

What are the two most often-used simulation tests in assessment centers?

Accepted Answer

A) case analysis; personal history data 
B) peer assessment; measures of leadership ability 
C) leaderless group discussion; in-basket 
D) mental ability tests; projective tests 
A) case analysis; personal history data 
B) peer assessment; measures of leadership ability 
C) leaderless group discussion; in-basket 
D) mental ability tests; projective tests

Question 3

Signs are selection tests that gather information about behaviors that are consistent with the job behavior being predicted.

Accepted Answer

A) True 
 B)False

Question 4

In assessment centers, correlations among dimensions that are measured with the same exercise are very low.

Accepted Answer

A) True 
 B)False

Question 5

Ordinarily, simulation tests are much more expensive than other selection devices if many applicants are involved.

Accepted Answer

A) True 
 B)False

Question 6

Assessment Centers are a more practical option for small businesses than large ones.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is a criticism of assessment centers?

Accepted Answer

A) lack of validity 
B) adverse impact 
C) very expensive to develop and maintain 
D) lack of acceptance by organizations 
A) lack of validity 
B) adverse impact 
C) very expensive to develop and maintain 
D) lack of acceptance by organizations

Question 8

There is evidence to support the conclusion that it is possible to use data currently available in organizations to yield comparable selection data that are content valid at a lower cost than assessment centers.

Accepted Answer

A) True 
 B)False

Question 9

Simulation tests should never serve as a realistic job preview.

Accepted Answer

A) True 
 B)False

Question 10

The following are steps in the development of simulation tests.What is the correct order of steps to produce a performance test? I.training of judges
II.perform job analysis
III.develop scoring procedures
IV.identification of tasks to be tested
V. develop testing procedures

Accepted Answer

A) ii, iv, v, i, iii 
B) ii, iv, v, iii, i 
C) ii, iv, i, iii, v 
D) ii, v, i, iii, iv 
A) ii, iv, v, i, iii 
B) ii, iv, v, iii, i 
C) ii, iv, i, iii, v 
D) ii, v, i, iii, iv

Question 11

When scoring motor performance tests, a number of separate standards can be scored for both process and product categories.

Accepted Answer

A) True 
 B)False

Question 12

In an assessment center, each exercise should not measure more than one dimension.

Accepted Answer

A) True 
 B)False

Question 13

"Signs" and "samples" are categories of selection tests that both rely upon which of the following "principles" of human behavior?

Accepted Answer

A) behavioral consistency 
B) behavioral variability 
C) trait consistency 
D) trait variability 
A) behavioral consistency 
B) behavioral variability 
C) trait consistency 
D) trait variability

Question 14

Performance tests have only been found to successfully predict job performance for clerical and skilled manual labor positions.

Accepted Answer

A) True 
 B)False

Question 15

In general, a process is scored in a simulation test when there are a small number of ways to do the job and these ways invariably lead to an acceptable product..

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is a behavioral dimension frequently measured in assessment centers?

Accepted Answer

A) attention to detail 
B) cooperation 
C) decisiveness 
D) reliability 
A) attention to detail 
B) cooperation 
C) decisiveness 
D) reliability

Question 17

The most appropriate tasks to consider for a performance test are those that depend on specialized knowledge, abilities, or skills to use company products, personnel, materials, customers, etc, since these tasks distinguish the company's jobs from other organizations' jobs.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following are considered a "low-fidelity" simulation?

Accepted Answer

A) situational interviews 
B) situational judgment tests 
C) hypothetical work situation 
D) blueprint reading test 
A) situational interviews 
B) situational judgment tests 
C) hypothetical work situation 
D) blueprint reading test

Question 19

Usually, there are twice as many assessors in an assessment center as there are participants.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is true in terms of about what we know about assessment centers?

Accepted Answer

A) They have very mixed results - about half work and half don't. 
B) They work (i.e., are valid in predicting both job performance and career movement), 
C) They don't work (i.e., aren't valid in predicting both job performance and career movement) because the dimensions do not measure empirically distinct characteristics of the participants. 
D) The cost of using them outweighs the benefits. 
A) They have very mixed results - about half work and half don't. 
B) They work (i.e., are valid in predicting both job performance and career movement), 
C) They don't work (i.e., aren't valid in predicting both job performance and career movement) because the dimensions do not measure empirically distinct characteristics of the participants. 
D) The cost of using them outweighs the benefits.

Simulation (performance) tests provide only indirect evidence of the applicant's ability and skill to work on the job.

What are the two most often-used simulation tests in assessment centers?

Signs are selection tests that gather information about behaviors that are consistent with the job behavior being predicted.

In assessment centers, correlations among dimensions that are measured with the same exercise are very low.

Ordinarily, simulation tests are much more expensive than other selection devices if many applicants are involved.

Assessment Centers are a more practical option for small businesses than large ones.

Which of the following is a criticism of assessment centers?

There is evidence to support the conclusion that it is possible to use data currently available in organizations to yield comparable selection data that are content valid at a lower cost than assessment centers.

Simulation tests should never serve as a realistic job preview.

The following are steps in the development of simulation tests.What is the correct order of steps to produce a performance test? I.training of judges II.perform job analysis III.develop scoring procedures IV.identification of tasks to be tested V. develop testing procedures

When scoring motor performance tests, a number of separate standards can be scored for both process and product categories.

In an assessment center, each exercise should not measure more than one dimension.

"Signs" and "samples" are categories of selection tests that both rely upon which of the following "principles" of human behavior?

Performance tests have only been found to successfully predict job performance for clerical and skilled manual labor positions.

In general, a process is scored in a simulation test when there are a small number of ways to do the job and these ways invariably lead to an acceptable product..

Which of the following is a behavioral dimension frequently measured in assessment centers?

The most appropriate tasks to consider for a performance test are those that depend on specialized knowledge, abilities, or skills to use company products, personnel, materials, customers, etc, since these tasks distinguish the company's jobs from other organizations' jobs.

Which of the following are considered a "low-fidelity" simulation?

Usually, there are twice as many assessors in an assessment center as there are participants.

Which of the following is true in terms of about what we know about assessment centers?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 13: Simulation Tests

Simulation (performance) tests provide only indirect evidence of the applicant's ability and skill to work on the job.

What are the two most often-used simulation tests in assessment centers?

Signs are selection tests that gather information about behaviors that are consistent with the job behavior being predicted.

In assessment centers, correlations among dimensions that are measured with the same exercise are very low.

Ordinarily, simulation tests are much more expensive than other selection devices if many applicants are involved.

Assessment Centers are a more practical option for small businesses than large ones.

Which of the following is a criticism of assessment centers?

There is evidence to support the conclusion that it is possible to use data currently available in organizations to yield comparable selection data that are content valid at a lower cost than assessment centers.

Simulation tests should never serve as a realistic job preview.

The following are steps in the development of simulation tests.What is the correct order of steps to produce a performance test? I.training of judges II.perform job analysis III.develop scoring procedures IV.identification of tasks to be tested V. develop testing procedures

When scoring motor performance tests, a number of separate standards can be scored for both process and product categories.

In an assessment center, each exercise should not measure more than one dimension.

"Signs" and "samples" are categories of selection tests that both rely upon which of the following "principles" of human behavior?

Performance tests have only been found to successfully predict job performance for clerical and skilled manual labor positions.

In general, a process is scored in a simulation test when there are a small number of ways to do the job and these ways invariably lead to an acceptable product..

Which of the following is a behavioral dimension frequently measured in assessment centers?

The most appropriate tasks to consider for a performance test are those that depend on specialized knowledge, abilities, or skills to use company products, personnel, materials, customers, etc, since these tasks distinguish the company's jobs from other organizations' jobs.

Which of the following are considered a "low-fidelity" simulation?

Usually, there are twice as many assessors in an assessment center as there are participants.

Which of the following is true in terms of about what we know about assessment centers?

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters