Exam 2: Job Performance Concepts and Measures
Exam 1: An Introduction to Selection66 Questions
Exam 2: Job Performance Concepts and Measures48 Questions
Exam 3: Job Analysis in Human Resource Selection53 Questions
Exam 4: Legal Issues in Selection93 Questions
Exam 5: Recruitment of Applicants44 Questions
Exam 6: Human Resource Measurement in Selection55 Questions
Exam 7: Reliability of Selection Measures64 Questions
Exam 8: Validity of Selection Procedures76 Questions
Exam 9: Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks78 Questions
Exam 10: The Selection Interview58 Questions
Exam 11: Ability Tests for Selection42 Questions
Exam 12: Personality Assessment for Selection39 Questions
Exam 13: Simulation Tests53 Questions
Exam 14: Testing for Counterproductive Work Behaviors65 Questions
Exam 15: Strategies for Selection Decision Making79 Questions
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When production data need to be corrected, a manger makes a judgment about how to correct the raw data.
(True/False)
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Which of the following is TRUE about the use of production data in validation studies?
(Multiple Choice)
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In the development of a 360 assessment system, the content of items should be about the individual's skill, knowledge or style.
(True/False)
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Which of the following is NOT a method to combine different performance measures into one?
(Multiple Choice)
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Production data for individuals are easy to gather because these data are collected for business operations.
(True/False)
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A difficulty in having team members evaluate each other is that such evaluation, because it focuses on individual performance rather than team performance, is somewhat contrary to the philosophy of teams.
(True/False)
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