Question 1

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

Accepted Answer

A) True 
 B)False  True

Question 2

__________ 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 C

Question 3

Why are promotion decisions often viewed as a different SHRM function than selection?

Accepted Answer

A) Entirely different procedures are used for promotion than for selection. 
B) Different people make selection decisions than those making promotion decisions. 
C) Promotion decisions are often reached without using the formal testing devices that characterize external selection. 
D) More information is available about applicants in selection decisions than is available about candidates for promotion decisions. 
A) Entirely different procedures are used for promotion than for selection. 
B) Different people make selection decisions than those making promotion decisions. 
C) Promotion decisions are often reached without using the formal testing devices that characterize external selection. 
D) More information is available about applicants in selection decisions than is available about candidates for promotion decisions. C

Question 4

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 5

The usefulness of the selection decision should be viewed in terms of its effects over time.

Accepted Answer

A) True 
 B)False

Question 6

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 7

The main purpose of selection is:

Accepted Answer

A) To identify applicants who will accept the job. 
B) To identify applicants who will be successful on the job. 
C) To compare applicants. 
D) none of the above. 
A) To identify applicants who will accept the job. 
B) To identify applicants who will be successful on the job. 
C) To compare applicants. 
D) none of the above.

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

Methods of internal recruitment include all of the following EXCEPT

Accepted Answer

A) job postings in the local media. 
B) announcements by managers higher in the organization than the open position. 
C) requests for nominations from managers and/or employees. 
D) bulletin board job postings. 
A) job postings in the local media. 
B) announcements by managers higher in the organization than the open position. 
C) requests for nominations from managers and/or employees. 
D) bulletin board job postings.

Question 10

The purpose of recruiting is

Accepted Answer

A) to increase the success rate of the selection process by increasing the number of total applicants (both qualified and unqualified). 
B) to meet the organization's legal and social obligation by establishing minority quotas. 
C) to increase the pool of candidates regardless of cost. 
D) to attract people and increase the probability that they will accept a position if it is offered. 
A) to increase the success rate of the selection process by increasing the number of total applicants (both qualified and unqualified). 
B) to meet the organization's legal and social obligation by establishing minority quotas. 
C) to increase the pool of candidates regardless of cost. 
D) to attract people and increase the probability that they will accept a position if it is offered.

Question 11

Work-Related Characteristics are the same as:

Accepted Answer

A) Work requirements. 
B) Worker attributes. 
C) Job requirements. 
D) All of these. 
A) Work requirements. 
B) Worker attributes. 
C) Job requirements. 
D) All of these.

Question 12

____________ 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

Question 13

The purpose of __________ is to measure the different WRCs necessary for job performance.

Accepted Answer

A) the preliminary interview 
B) job analysis 
C) assessment devices 
D) validation 
A) the preliminary interview 
B) job analysis 
C) assessment devices 
D) validation

Question 14

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Accepted Answer

A) True 
 B)False

Question 15

Knowledge of selection is an essential foundation for staffing.

Accepted Answer

A) True 
 B)False

Question 16

The probability of making an accurate selection decision is higher when

Accepted Answer

A) the number of applicants is large. 
B) decision makers have a greater amount of accurate data. 
C) the applicant pool is diverse. 
D) hiring for an initial position. 
A) the number of applicants is large. 
B) decision makers have a greater amount of accurate data. 
C) the applicant pool is diverse. 
D) hiring for an initial position.

Question 17

What is the first step in the development of selection programs?

Accepted Answer

A) testing applicants to see if they are able to do the job 
B) identifying the knowledge, skills, and abilities necessary for the job 
C) conducting a job analysis which should be descriptive of the tasks, activities, results, environment, etc., that characterize the job 
D) advertising of the job opening 
A) testing applicants to see if they are able to do the job 
B) identifying the knowledge, skills, and abilities necessary for the job 
C) conducting a job analysis which should be descriptive of the tasks, activities, results, environment, etc., that characterize the job 
D) advertising of the job opening

Question 18

Evidence-based management is a term that means managing by translating principles based on academic theory into management practice.

Accepted Answer

A) True 
 B)False

Question 19

A promotion decision is a selection decision.

Accepted Answer

A) True 
 B)False

Question 20

The development of a selection program should begin with:

Accepted Answer

A) Recruitment 
B) Job analysis information 
C) Performance measures 
D) Identifying WRCs 
A) Recruitment 
B) Job analysis information 
C) Performance measures 
D) Identifying WRCs

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

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

Why are promotion decisions often viewed as a different SHRM function than selection?

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

The usefulness of the selection decision should be viewed in terms of its effects over time.

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

The main purpose of selection is:

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

Methods of internal recruitment include all of the following EXCEPT

The purpose of recruiting is

Work-Related Characteristics are the same as:

____________ 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.

The purpose of __________ is to measure the different WRCs necessary for job performance.

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Knowledge of selection is an essential foundation for staffing.

The probability of making an accurate selection decision is higher when

What is the first step in the development of selection programs?

Evidence-based management is a term that means managing by translating principles based on academic theory into management practice.

A promotion decision is a selection decision.

The development of a selection program should begin with:

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

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

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

Why are promotion decisions often viewed as a different SHRM function than selection?

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

The usefulness of the selection decision should be viewed in terms of its effects over time.

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

The main purpose of selection is:

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

Methods of internal recruitment include all of the following EXCEPT

The purpose of recruiting is

Work-Related Characteristics are the same as:

____________ 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.

The purpose of __________ is to measure the different WRCs necessary for job performance.

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Knowledge of selection is an essential foundation for staffing.

The probability of making an accurate selection decision is higher when

What is the first step in the development of selection programs?

Evidence-based management is a term that means managing by translating principles based on academic theory into management practice.

A promotion decision is a selection decision.

The development of a selection program should begin with:

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