Question 1

Selection occurs only in the context of a first position for a new employee.

Accepted Answer

A) True 
 B)False

Question 2

Information as to what constitutes successful job performance is used to identify s that a worker should possess.

Accepted Answer

A) True 
 B)False

Question 3

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 4

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Accepted Answer

A) True 
 B)False

Question 5

Work performance is affected by

Accepted Answer

A) supervisory methods. 
B) feedback methods. 
C) goal-setting procedures. 
D) all of the above. 
A) supervisory methods. 
B) feedback methods. 
C) goal-setting procedures. 
D) all of the above.

Question 6

Organization specialists have determined that an individual employee's work performance is a function of two factors:

Accepted Answer

A) ability and training 
B) effort and training 
C) ability and effort 
D) motivation and job satisfaction 
A) ability and training 
B) effort and training 
C) ability and effort 
D) motivation and job satisfaction

Question 7

Factors other than WRCs should come into play only before applicants have been measured on the selection devices and a group has been identified as being appropriate for the job.

Accepted Answer

A) True 
 B)False

Question 8

The starting point in the selection process is job analysis.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is NOT a part of recruiting that an organization can control?

Accepted Answer

A) recruiting sources 
B) recruiting budget 
C) content of recruitment message 
D) applicant impression of the organization 
A) recruiting sources 
B) recruiting budget 
C) content of recruitment message 
D) applicant impression of the organization

Question 10

Why is selection more closely related to recruitment than it is to other personnel/human resource management areas?

Accepted Answer

A) Recruitment and selection are both concerned with placing individuals into jobs. 
B) Recruitment is concerned with hiring employees in sufficient numbers. 
C) Recruitment and selection are both concerned with processing data about the applicant. 
D) Recruitment and selection are both concerned with external labor market factors. 
A) Recruitment and selection are both concerned with placing individuals into jobs. 
B) Recruitment is concerned with hiring employees in sufficient numbers. 
C) Recruitment and selection are both concerned with processing data about the applicant. 
D) Recruitment and selection are both concerned with external labor market factors.

Question 11

A person's ability is a function of two organizational practices: selection and training.

Accepted Answer

A) True 
 B)False

Question 12

The last step in the selection process is

Accepted Answer

A) gathering useful information about the nature of the job. 
B) identifying major aspects of performance on the job. 
C) use of assessment devices in the processing of applicants. 
D) assessing an applicant's knowledge, skills, and abilities necessary to do the job. 
A) gathering useful information about the nature of the job. 
B) identifying major aspects of performance on the job. 
C) use of assessment devices in the processing of applicants. 
D) assessing an applicant's knowledge, skills, and abilities necessary to do the job.

Question 13

An application form is a good way to collect detailed information on applicant WRCs.

Accepted Answer

A) True 
 B)False

Question 14

Because the applicants for initial jobs are all external to the organization, selection programs are usually

Accepted Answer

A) random. 
B) subjective. 
C) formalized. 
D) arbitrary. 
A) random. 
B) subjective. 
C) formalized. 
D) arbitrary.

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

Assessment devices should be able to

Accepted Answer

A) group applicants by KSAs. 
B) organize information on applicants. 
C) differentiate among applicants. 
D) stand the test of time. 
A) group applicants by KSAs. 
B) organize information on applicants. 
C) differentiate among applicants. 
D) stand the test of time.

Question 17

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

Accepted Answer

A) True 
 B)False

Question 18

Selection is more closely related to recruitment than it is to the other HRM programs.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following involves taking data produced by the judgments of workers and managers and using them to determine the relationship between 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 20

When we refer to selection in HRM, we mean

Accepted Answer

A) the process of hiring people to fill vacancies. 
B) obtaining information about the applicants' lives so we can pick the best. 
C) the process of collecting and evaluating information about an individual in order to extend an offer of employment. 
D) eliminating from the applicant pool those people who are not qualified to perform the job. 
A) the process of hiring people to fill vacancies. 
B) obtaining information about the applicants' lives so we can pick the best. 
C) the process of collecting and evaluating information about an individual in order to extend an offer of employment. 
D) eliminating from the applicant pool those people who are not qualified to perform the job.

Selection occurs only in the context of a first position for a new employee.

Information as to what constitutes successful job performance is used to identify s that a worker should possess.

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

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Work performance is affected by

Organization specialists have determined that an individual employee's work performance is a function of two factors:

Factors other than WRCs should come into play only before applicants have been measured on the selection devices and a group has been identified as being appropriate for the job.

The starting point in the selection process is job analysis.

Which of the following is NOT a part of recruiting that an organization can control?

Why is selection more closely related to recruitment than it is to other personnel/human resource management areas?

A person's ability is a function of two organizational practices: selection and training.

The last step in the selection process is

An application form is a good way to collect detailed information on applicant WRCs.

Because the applicants for initial jobs are all external to the organization, selection programs are usually

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

Assessment devices should be able to

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

Selection is more closely related to recruitment than it is to the other HRM programs.

Which of the following involves taking data produced by the judgments of workers and managers and using them to determine the relationship between the selection test and job performance?

When we refer to selection in HRM, we mean

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

Selection occurs only in the context of a first position for a new employee.

Information as to what constitutes successful job performance is used to identify s that a worker should possess.

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

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Work performance is affected by

Organization specialists have determined that an individual employee's work performance is a function of two factors:

Factors other than WRCs should come into play only before applicants have been measured on the selection devices and a group has been identified as being appropriate for the job.

The starting point in the selection process is job analysis.

Which of the following is NOT a part of recruiting that an organization can control?

Why is selection more closely related to recruitment than it is to other personnel/human resource management areas?

A person's ability is a function of two organizational practices: selection and training.

The last step in the selection process is

An application form is a good way to collect detailed information on applicant WRCs.

Because the applicants for initial jobs are all external to the organization, selection programs are usually

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

Assessment devices should be able to

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

Selection is more closely related to recruitment than it is to the other HRM programs.

Which of the following involves taking data produced by the judgments of workers and managers and using them to determine the relationship between the selection test and job performance?

When we refer to selection in HRM, we mean

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