Question 1

Organization specialists have determined that an individual employee's work performance is a function of two factors:

Accepted Answer

A) ability and training 
B) effort and training 
C) ability and effort 
D) motivation and job satisfaction 
A) ability and training 
B) effort and training 
C) ability and effort 
D) motivation and job satisfaction C

Question 2

The last step in the selection process is

Accepted Answer

A) gathering useful information about the nature of the job. 
B) identifying major aspects of performance on the job. 
C) use of assessment devices in the processing of applicants. 
D) assessing an applicant's knowledge, skills, and abilities necessary to do the job. 
A) gathering useful information about the nature of the job. 
B) identifying major aspects of performance on the job. 
C) use of assessment devices in the processing of applicants. 
D) assessing an applicant's knowledge, skills, and abilities necessary to do the job. C

Question 3

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Accepted Answer

A) True 
 B)False  True

Question 4

Information as to what constitutes successful job performance is used to identify s that a worker should possess.

Accepted Answer

A) True 
 B)False

Question 5

Selection is more closely related to recruitment than it is to the other HRM programs.

Accepted Answer

A) True 
 B)False

Question 6

Testing of an applicant's skills and abilities reveals how much training the person will need.

Accepted Answer

A) True 
 B)False

Question 7

A selection program should focus on all of the variables that influence performance.

Accepted Answer

A) True 
 B)False

Question 8

An offer extended without collecting and evaluating information about an individual is called

Accepted Answer

A) selection 
B) hiring 
C) position filing 
D) satisficing 
A) selection 
B) hiring 
C) position filing 
D) satisficing

Question 9

The systematic collection of information from applicants is basically the same regardless of the position that is being filled.

Accepted Answer

A) True 
 B)False

Question 10

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Accepted Answer

A) True 
 B)False

Question 11

Application blanks, biographical data forms, and reference checks are all forms of

Accepted Answer

A) job analysis techniques. 
B) performance appraisal techniques. 
C) assessment devices. 
D) validation devices. 
A) job analysis techniques. 
B) performance appraisal techniques. 
C) assessment devices. 
D) validation devices.

Question 12

Which of the following involves taking data produced by the judgments of workers and managers and using them to determine the relationship between the selection test and job performance?

Accepted Answer

A) Content validation 
B) Construct validation 
C) Empirical validation 
D) Process validation 
A) Content validation 
B) Construct validation 
C) Empirical validation 
D) Process validation

Question 13

Selection occurs only in the context of a first position for a new employee.

Accepted Answer

A) True 
 B)False

Question 14

An application form is a good way to collect detailed information on applicant WRCs.

Accepted Answer

A) True 
 B)False

Question 15

An assumption in selection is that applicants possess different amounts of WRCs that are necessary for job performance.

Accepted Answer

A) True 
 B)False

Question 16

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

Accepted Answer

A) True 
 B)False

Question 17

A person's ability is a function of two organizational practices: selection and training.

Accepted Answer

A) True 
 B)False

Question 18

Validation of selection procedures is important because

Accepted Answer

A) it tells us if we evaluated the individual well. 
B) it focuses on the collection and evaluation of information to determine whether the worker characteristics thought to be important are in fact related to successful job performance. 
C) it compares evaluations of prospective employees and identifies the best. 
D) it compares evaluations of prospective employees and identifies the best 
A) it tells us if we evaluated the individual well. 
B) it focuses on the collection and evaluation of information to determine whether the worker characteristics thought to be important are in fact related to successful job performance. 
C) it compares evaluations of prospective employees and identifies the best. 
D) it compares evaluations of prospective employees and identifies the best

Question 19

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

Accepted Answer

A) True 
 B)False

Question 20

One benefit of internet-based selection measures is that all electronic devices present the same message in the same format.

Accepted Answer

A) True 
 B)False

Organization specialists have determined that an individual employee's work performance is a function of two factors:

The last step in the selection process is

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Information as to what constitutes successful job performance is used to identify s that a worker should possess.

Selection is more closely related to recruitment than it is to the other HRM programs.

Testing of an applicant's skills and abilities reveals how much training the person will need.

A selection program should focus on all of the variables that influence performance.

An offer extended without collecting and evaluating information about an individual is called

The systematic collection of information from applicants is basically the same regardless of the position that is being filled.

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Application blanks, biographical data forms, and reference checks are all forms of

Which of the following involves taking data produced by the judgments of workers and managers and using them to determine the relationship between the selection test and job performance?

Selection occurs only in the context of a first position for a new employee.

An application form is a good way to collect detailed information on applicant WRCs.

An assumption in selection is that applicants possess different amounts of WRCs that are necessary for job performance.

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

A person's ability is a function of two organizational practices: selection and training.

Validation of selection procedures is important because

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

One benefit of internet-based selection measures is that all electronic devices present the same message in the same format.

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

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 1: An Introduction to Selection

Organization specialists have determined that an individual employee's work performance is a function of two factors:

The last step in the selection process is

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Information as to what constitutes successful job performance is used to identify s that a worker should possess.

Selection is more closely related to recruitment than it is to the other HRM programs.

Testing of an applicant's skills and abilities reveals how much training the person will need.

A selection program should focus on all of the variables that influence performance.

An offer extended without collecting and evaluating information about an individual is called

The systematic collection of information from applicants is basically the same regardless of the position that is being filled.

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Application blanks, biographical data forms, and reference checks are all forms of

Which of the following involves taking data produced by the judgments of workers and managers and using them to determine the relationship between the selection test and job performance?

Selection occurs only in the context of a first position for a new employee.

An application form is a good way to collect detailed information on applicant WRCs.

An assumption in selection is that applicants possess different amounts of WRCs that are necessary for job performance.

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

A person's ability is a function of two organizational practices: selection and training.

Validation of selection procedures is important because

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

One benefit of internet-based selection measures is that all electronic devices present the same message in the same format.

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

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters