Question 1

The interview is employed quite often in assessment centers.

Accepted Answer

A) True 
 B)False

Question 2

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

Accepted Answer

A) True 
 B)False

Question 3

In assessment centers, correlations among dimensions that are measured with the same exercise are very low.

Accepted Answer

A) True 
 B)False

Question 4

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

Accepted Answer

A) True 
 B)False

Question 5

Usually, there are twice as many assessors in an assessment center as there are participants.

Accepted Answer

A) True 
 B)False

Question 6

What are the two most often-used simulation tests in assessment centers?

Accepted Answer

A) case analysis; personal history data 
B) peer assessment; measures of leadership ability 
C) leaderless group discussion; in-basket 
D) mental ability tests; projective tests 
A) case analysis; personal history data 
B) peer assessment; measures of leadership ability 
C) leaderless group discussion; in-basket 
D) mental ability tests; projective tests

Question 7

Which of the following are considered a "low-fidelity" simulation?

Accepted Answer

A) situational interviews 
B) situational judgment tests 
C) hypothetical work situation 
D) blueprint reading test 
A) situational interviews 
B) situational judgment tests 
C) hypothetical work situation 
D) blueprint reading test

Question 8

From a cost standpoint, when developing a simulation test it is preferable to select tasks that require a long time to perform rather than tasks that require a short time to perform.

Accepted Answer

A) True 
 B)False

Question 9

Work sample tests have been classified as falling into two categories.What are those two categories?

Accepted Answer

A) signs, samples 
B) physical, mental 
C) verbal, motor 
D) mechanical, problem-centered 
A) signs, samples 
B) physical, mental 
C) verbal, motor 
D) mechanical, problem-centered

Question 10

The following are steps in the development of simulation tests.What is the correct order of steps to produce a performance test? I.training of judges
II.perform job analysis
III.develop scoring procedures
IVidentification of tasks to be tested
V. develop testing procedures

Accepted Answer

A) ii, iv, v, i, iii 
B) ii, iv, v, iii, i 
C) ii, iv, i, iii, v 
D) ii, v, i, iii, iv 
A) ii, iv, v, i, iii 
B) ii, iv, v, iii, i 
C) ii, iv, i, iii, v 
D) ii, v, i, iii, iv

Question 11

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

Accepted Answer

A) Each dimension is measured by one exercise. 
B) Each dimension must be measured by more than one exercise. 
C) Each exercise measures only one dimension. 
D) One exercise is usually adequate to measure all dimensions. 
A) Each dimension is measured by one exercise. 
B) Each dimension must be measured by more than one exercise. 
C) Each exercise measures only one dimension. 
D) One exercise is usually adequate to measure all dimensions.

Question 12

Tasks that have standardized operations or products or have easily defined verbal or interactive components are more appropriate in performance tests than tasks not so characterized.

Accepted Answer

A) True 
 B)False

Question 13

Ordinarily, simulation tests are much more expensive than other selection devices if many applicants are involved.

Accepted Answer

A) True 
 B)False

The interview is employed quite often in assessment centers.

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

In assessment centers, correlations among dimensions that are measured with the same exercise are very low.

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

Usually, there are twice as many assessors in an assessment center as there are participants.

What are the two most often-used simulation tests in assessment centers?

Which of the following are considered a "low-fidelity" simulation?

From a cost standpoint, when developing a simulation test it is preferable to select tasks that require a long time to perform rather than tasks that require a short time to perform.

Work sample tests have been classified as falling into two categories.What are those two categories?

The following are steps in the development of simulation tests.What is the correct order of steps to produce a performance test? I.training of judges II.perform job analysis III.develop scoring procedures IVidentification of tasks to be tested V. develop testing procedures

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

Tasks that have standardized operations or products or have easily defined verbal or interactive components are more appropriate in performance tests than tasks not so characterized.

Ordinarily, simulation tests are much more expensive than other selection devices if many applicants are involved.

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

The interview is employed quite often in assessment centers.

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

In assessment centers, correlations among dimensions that are measured with the same exercise are very low.

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

Usually, there are twice as many assessors in an assessment center as there are participants.

What are the two most often-used simulation tests in assessment centers?

Which of the following are considered a "low-fidelity" simulation?

From a cost standpoint, when developing a simulation test it is preferable to select tasks that require a long time to perform rather than tasks that require a short time to perform.

Work sample tests have been classified as falling into two categories.What are those two categories?

The following are steps in the development of simulation tests.What is the correct order of steps to produce a performance test? I.training of judges II.perform job analysis III.develop scoring procedures IVidentification of tasks to be tested V. develop testing procedures

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

Tasks that have standardized operations or products or have easily defined verbal or interactive components are more appropriate in performance tests than tasks not so characterized.

Ordinarily, simulation tests are much more expensive than other selection devices if many applicants are involved.

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