Question 1

In general, adverse impact has not been a problem associated with assessment centers.

Accepted Answer

A) True 
 B)False  True

Question 2

The Management Progress Study of AT&T marked the beginning of the use of assessment centers for industrial organizations.

Accepted Answer

A) True 
 B)False  True

Question 3

Tasks that a large majority of applicants can do are useful in discriminating among good and poor applicants.

Accepted Answer

A) True 
 B)False  False

Question 4

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 5

In general, tasks chosen to be represented in a performance test are those that have a strong bearing on job performance.

Accepted Answer

A) True 
 B)False

Question 6

Unfortunately, assessment centers have been found to be valid for predicting job potential but not job performance.

Accepted Answer

A) True 
 B)False

Question 7

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 8

Which of the following is a limitation in the use of simulation tests?

Accepted Answer

A) Much care must be taken in the construction of work sample tests to ensure their representativeness of job activity. 
B) Inferences of the applicant's future job performance must be made from only verbal information. 
C) The carryover from verbal description to job performance needed in performance tests is not always complete. 
D) The data are subject to willing distortion or faking by the applicant. 
A) Much care must be taken in the construction of work sample tests to ensure their representativeness of job activity. 
B) Inferences of the applicant's future job performance must be made from only verbal information. 
C) The carryover from verbal description to job performance needed in performance tests is not always complete. 
D) The data are subject to willing distortion or faking by the applicant.

Question 9

Partially because of the cost and lack of convergent and discriminant validity of Assessment Centers, selection specialists have turned their attention to other types of simulation devices.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is a true distinction between simulation tests and other selection devices?

Accepted Answer

A) Simulation tests provide indirect evidence of an applicant's ability and skill to work on the job, while other selection devices provide direct evidence. 
B) The focus is more on the test representing important job activities than on linking the test to specific WRCs. 
C) Simulation tests do not require judgments by raters or interpretations of scores, while other selection devices do require judgment and interpretation. 
D) Simulation tests predict future job performance while other selection devices assess current WRCs. 
A) Simulation tests provide indirect evidence of an applicant's ability and skill to work on the job, while other selection devices provide direct evidence. 
B) The focus is more on the test representing important job activities than on linking the test to specific WRCs. 
C) Simulation tests do not require judgments by raters or interpretations of scores, while other selection devices do require judgment and interpretation. 
D) Simulation tests predict future job performance while other selection devices assess current WRCs.

Question 11

Simulation tests commonly assume that the applicants already have the knowledge, ability, and skill to complete the job behavior required in the test.

Accepted Answer

A) True 
 B)False

Question 12

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

Accepted Answer

A) True 
 B)False

Question 13

Research shows that the adverse impact of the performance tests was less than that of the written tests.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following is the knowledge or skill that all assessors in an Assessment Center must have in common?

Accepted Answer

A) a greater proficiency in interviewing 
B) a greater proficiency in communicating information 
C) an understanding of behavioral dimensions 
D) tolerance for stress 
A) a greater proficiency in interviewing 
B) a greater proficiency in communicating information 
C) an understanding of behavioral dimensions 
D) tolerance for stress

Question 15

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 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

Simulation tests should never serve as a realistic job preview.

Accepted Answer

A) True 
 B)False

Question 18

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 19

Assessors (in an assessment center) are usually outside consultants hired for their expertise and objectivity.

Accepted Answer

A) True 
 B)False

Question 20

The major duty of an assessor in an Assessment Center is to record the behavior of a participant in an exercise and use the data to rate the participant on each behavioral dimension appropriate for the exercise.

Accepted Answer

A) True 
 B)False

In general, adverse impact has not been a problem associated with assessment centers.

The Management Progress Study of AT&T marked the beginning of the use of assessment centers for industrial organizations.

Tasks that a large majority of applicants can do are useful in discriminating among good and poor applicants.

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

In general, tasks chosen to be represented in a performance test are those that have a strong bearing on job performance.

Unfortunately, assessment centers have been found to be valid for predicting job potential but not job performance.

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

Which of the following is a limitation in the use of simulation tests?

Partially because of the cost and lack of convergent and discriminant validity of Assessment Centers, selection specialists have turned their attention to other types of simulation devices.

Which of the following is a true distinction between simulation tests and other selection devices?

Simulation tests commonly assume that the applicants already have the knowledge, ability, and skill to complete the job behavior required in the test.

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

Research shows that the adverse impact of the performance tests was less than that of the written tests.

Which of the following is the knowledge or skill that all assessors in an Assessment Center must have in common?

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 is a behavioral dimension frequently measured in assessment centers?

Simulation tests should never serve as a realistic job preview.

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

Assessors (in an assessment center) are usually outside consultants hired for their expertise and objectivity.

The major duty of an assessor in an Assessment Center is to record the behavior of a participant in an exercise and use the data to rate the participant on each behavioral dimension appropriate for the exercise.

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

In general, adverse impact has not been a problem associated with assessment centers.

The Management Progress Study of AT&T marked the beginning of the use of assessment centers for industrial organizations.

Tasks that a large majority of applicants can do are useful in discriminating among good and poor applicants.

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

In general, tasks chosen to be represented in a performance test are those that have a strong bearing on job performance.

Unfortunately, assessment centers have been found to be valid for predicting job potential but not job performance.

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

Which of the following is a limitation in the use of simulation tests?

Partially because of the cost and lack of convergent and discriminant validity of Assessment Centers, selection specialists have turned their attention to other types of simulation devices.

Which of the following is a true distinction between simulation tests and other selection devices?

Simulation tests commonly assume that the applicants already have the knowledge, ability, and skill to complete the job behavior required in the test.

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

Research shows that the adverse impact of the performance tests was less than that of the written tests.

Which of the following is the knowledge or skill that all assessors in an Assessment Center must have in common?

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 is a behavioral dimension frequently measured in assessment centers?

Simulation tests should never serve as a realistic job preview.

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

Assessors (in an assessment center) are usually outside consultants hired for their expertise and objectivity.

The major duty of an assessor in an Assessment Center is to record the behavior of a participant in an exercise and use the data to rate the participant on each behavioral dimension appropriate for the exercise.

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