Question 1

Which of the following behavioral dimensions is NOT frequently measured in Assessment Centers?

Accepted Answer

A) Oral communication 
B) Time management 
C) Decisiveness 
D) Tenacity 
A) Oral communication 
B) Time management 
C) Decisiveness 
D) Tenacity

Question 2

Operating a machine is an example of a(n) ____________ test.

Accepted Answer

A) motor 
B) verbal` 
C) easy 
D) sign 
A) motor 
B) verbal` 
C) easy 
D) sign

Question 3

Which of the following is TRUE about the choice of standards for scoring a performance test?

Accepted Answer

A) Quality is more important when correctness of the task effort is secondary to time or cost to complete the task. 
B) Quantity is most importantly scored for those performance tests in which amount produced within a given period of time is not within the control of the worker. 
C) Learning time is a logical standard for tasks which are characterized by having a variety of novel demands placed on the job incumbent. 
D) Safety is an important dimension to consider for all tasks. 
A) Quality is more important when correctness of the task effort is secondary to time or cost to complete the task. 
B) Quantity is most importantly scored for those performance tests in which amount produced within a given period of time is not within the control of the worker. 
C) Learning time is a logical standard for tasks which are characterized by having a variety of novel demands placed on the job incumbent. 
D) Safety is an important dimension to consider for all tasks.

Question 4

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 5

In assessment centers, correlations among dimension ratings are usually quite high.

Accepted Answer

A) True 
 B)False

Question 6

The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest.These job clusters are referred to as:

Accepted Answer

A) categories 
B) profiles 
C) patterns 
D) dimensions 
A) categories 
B) profiles 
C) patterns 
D) dimensions

Question 7

Personality tests, both paper-and-pencil and projective, are commonly being included in recent assessment centers.

Accepted Answer

A) True 
 B)False

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

Participants' performance in Assessment Centers is composed of:

Accepted Answer

A) a General Performance factor and an Exercise factor. 
B) a General Performance factor and Measurement Error. 
C) an Exercise factor and Measurement Error. 
D) Latent Traits and Measurement Error. 
A) a General Performance factor and an Exercise factor. 
B) a General Performance factor and Measurement Error. 
C) an Exercise factor and Measurement Error. 
D) Latent Traits and Measurement Error.

Question 10

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

Accepted Answer

A) True 
 B)False

Question 11

All else being equal, it is preferable to have the applicant's performance on one part of the test be closely tied to a previous part of the test.

Accepted Answer

A) True 
 B)False

Question 12

"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 13

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 14

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.

Question 15

The development of an Assessment Center starts with a job analysis to identify clusters of job activities that are the important parts of the job of interest.

Accepted Answer

A) True 
 B)False

Question 16

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

Accepted Answer

A) True 
 B)False

Question 17

Studies that examine the results of using simulation tests in selection have been universally positive and have identified several benefits.

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

Accepted Answer

A) True 
 B)False

Question 20

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

Which of the following behavioral dimensions is NOT frequently measured in Assessment Centers?

Operating a machine is an example of a(n) ____________ test.

Which of the following is TRUE about the choice of standards for scoring a performance test?

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..

In assessment centers, correlations among dimension ratings are usually quite high.

The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest.These job clusters are referred to as:

Personality tests, both paper-and-pencil and projective, are commonly being included in recent 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.

Participants' performance in Assessment Centers is composed of:

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

All else being equal, it is preferable to have the applicant's performance on one part of the test be closely tied to a previous part of the test.

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

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

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

The development of an Assessment Center starts with a job analysis to identify clusters of job activities that are the important parts of the job of interest.

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

Studies that examine the results of using simulation tests in selection have been universally positive and have identified several benefits.

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

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

Which of the following is a criticism of 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

Which of the following behavioral dimensions is NOT frequently measured in Assessment Centers?

Operating a machine is an example of a(n) ____________ test.

Which of the following is TRUE about the choice of standards for scoring a performance test?

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..

In assessment centers, correlations among dimension ratings are usually quite high.

The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest.These job clusters are referred to as:

Personality tests, both paper-and-pencil and projective, are commonly being included in recent 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.

Participants' performance in Assessment Centers is composed of:

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

All else being equal, it is preferable to have the applicant's performance on one part of the test be closely tied to a previous part of the test.

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

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

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

The development of an Assessment Center starts with a job analysis to identify clusters of job activities that are the important parts of the job of interest.

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

Studies that examine the results of using simulation tests in selection have been universally positive and have identified several benefits.

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

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

Which of the following is a criticism of 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