Question 1

__________ is not a step in the development of selection programs.

Accepted Answer

A) Validation of assessment devices 
B) Job analysis 
C) Administering an employment test 
D) Identification of knowledge, skills, and abilities necessary for the job 
A) Validation of assessment devices 
B) Job analysis 
C) Administering an employment test 
D) Identification of knowledge, skills, and abilities necessary for the job

Question 2

Quantitative data is useful in selection because numbers facilitate the comparison of people.

Accepted Answer

A) True 
 B)False

Question 3

Including knowledge requirements in a job listing will help limit applicants to those with the requisite knowledge.

Accepted Answer

A) True 
 B)False

Question 4

The purpose of validation is to provide evidence that data from the selection instruments are related to successful job performance.

Accepted Answer

A) True 
 B)False

Question 5

A study on the effects of staffing and training on firm productivity and profit growth before and after the Great Recession concluded:

Accepted Answer

A) Firms that more effectively selected and trained employees outperformed competitors. 
B) Selection was more important for postrecession recovery 
C) Training was important for prerecession profitability. 
D) The study concluded that all of these conclusions were true 
A) Firms that more effectively selected and trained employees outperformed competitors. 
B) Selection was more important for postrecession recovery 
C) Training was important for prerecession profitability. 
D) The study concluded that all of these conclusions were true

Question 6

____________ systematically takes the data produced by the judgments of workers and managers and uses them to determine the relationship between selection 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

__________ is not a step in the development of selection programs.

Quantitative data is useful in selection because numbers facilitate the comparison of people.

Including knowledge requirements in a job listing will help limit applicants to those with the requisite knowledge.

The purpose of validation is to provide evidence that data from the selection instruments are related to successful job performance.

A study on the effects of staffing and training on firm productivity and profit growth before and after the Great Recession concluded:

____________ systematically takes the data produced by the judgments of workers and managers and uses them to determine the relationship between selection the selection test and job performance.

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

__________ is not a step in the development of selection programs.

Quantitative data is useful in selection because numbers facilitate the comparison of people.

Including knowledge requirements in a job listing will help limit applicants to those with the requisite knowledge.

The purpose of validation is to provide evidence that data from the selection instruments are related to successful job performance.

A study on the effects of staffing and training on firm productivity and profit growth before and after the Great Recession concluded:

____________ systematically takes the data produced by the judgments of workers and managers and uses them to determine the relationship between selection the selection test and job performance.

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