Question 1

Discuss the behavior consistency model.

Accepted Answer

The behavior consistency model implies t

Question 2

Companies use ____ tests primarily for assessing entry-level applicants for jobs that do not require specific job-related skills at the time of hire.

Accepted Answer

A)  mental ability 
B)  aptitude 
C)  work sample 
D)  personality 
A)  mental ability 
B)  aptitude 
C)  work sample 
D)  personality

Question 3

Describe the steps involved in conducting a predictive and concurrent validation process.

Accepted Answer

In a predictive validation process, the

Question 4

Work sample tests are appropriate for situations in which an applicant is expected to be skilled at the time of hire.

Accepted Answer

A) True 
 B)False

Question 5

Written documents that suggest, or in some instances dictate, how management practices should be implemented in accordance with the law are called ____.

Accepted Answer

A)  government guidelines 
B)  management guidelines 
C)  management policy 
D)  legal guidelines 
A)  government guidelines 
B)  management guidelines 
C)  management policy 
D)  legal guidelines

Question 6

In using a criterion-related strategy to assess and document the validity of selection practices, a firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments for similar jobs.

Accepted Answer

A) True 
 B)False

Question 7

In determining whether or not an accommodation is an undue hardship for an employer, courts will examine all but which of the following?

Accepted Answer

A)  If the employee gave reasonable notice to the employer. 
B)  The size and nature of the business. 
C)  If the cost of accommodation is more than substantial. 
D)  The amount of expense involved. 
A)  If the employee gave reasonable notice to the employer. 
B)  The size and nature of the business. 
C)  If the cost of accommodation is more than substantial. 
D)  The amount of expense involved.

Question 8

When utilizing a criterion-related strategy, ____ represent the job performance level achieved by the individual, usually based on supervisor evaluations.

Accepted Answer

A)  predictor scores 
B)  value-added scores 
C)  criterion scores 
D)  reliability scores 
A)  predictor scores 
B)  value-added scores 
C)  criterion scores 
D)  reliability scores

Question 9

With respect to an organization's selection practices, ____ is a technical term for effectiveness.

Accepted Answer

A)  reliability 
B)  validity 
C)  stability 
D)  flexibility 
A)  reliability 
B)  validity 
C)  stability 
D)  flexibility

Question 10

Effective selection practices can impact an organization's competitive advantage in all but which of the following ways?

Accepted Answer

A)  Improved productivity 
B)  Achieving legal compliance 
C)  Increased profits 
D)  Increased training costs 
A)  Improved productivity 
B)  Achieving legal compliance 
C)  Increased profits 
D)  Increased training costs

Question 11

According to the text, which of the following is not commonly used as a work sample test?

Accepted Answer

A)  In-basket exercises 
B)  Management games 
C)  Leaderless group discussions 
D)  Group brainstorming sessions 
A)  In-basket exercises 
B)  Management games 
C)  Leaderless group discussions 
D)  Group brainstorming sessions

Question 12

A(n) ____ is a comprehensive, standardized procedure in which multiple assessment techniques such as situational exercises and job simulations are used to evaluate individual employees for various purposes.

Accepted Answer

A)  cognitive ability test 
B)  assessment center 
C)  personality questionnaire 
D)  simulation 
A)  cognitive ability test 
B)  assessment center 
C)  personality questionnaire 
D)  simulation

Question 13

What is the current legal position on an item with disparate impact, which has a statistical relationship with job success?

Accepted Answer

A)  Courts declare the item as illegal. 
B)  Courts declare the item as legal. 
C)  There are no legal precedents for deciding the issue. 
D)  The law prohibits the use of such items. 
A)  Courts declare the item as illegal. 
B)  Courts declare the item as legal. 
C)  There are no legal precedents for deciding the issue. 
D)  The law prohibits the use of such items.

Question 14

Under the ADA, the definition of disability covers all but which of the following?

Accepted Answer

A)  Someone who is HIV positive 
B)  A blind person 
C)  Someone suffering from manic depression 
D)  Someone who is currently using illegal drugs 
A)  Someone who is HIV positive 
B)  A blind person 
C)  Someone suffering from manic depression 
D)  Someone who is currently using illegal drugs

Question 15

When utilizing a criterion-related validation strategy, ____ represent how well the individual fared during the selection process.

Accepted Answer

A)  criterion scores 
B)  predictor scores 
C)  device scores 
D)  value-added scores 
A)  criterion scores 
B)  predictor scores 
C)  device scores 
D)  value-added scores

Question 16

The Equal Employment Opportunity Commission's functions include enforcing the law and:

Accepted Answer

A)  formulating the law. 
B)  ratifying the law. 
C)  interpreting the law. 
D)  evaluating the law. 
A)  formulating the law. 
B)  ratifying the law. 
C)  interpreting the law. 
D)  evaluating the law.

Question 17

Former employers are reluctant to fully disclose relevant information about ex-employees because of the fear that unfavorable responses may lead to:

Accepted Answer

A)  discrimination lawsuits. 
B)  defamation lawsuits. 
C)  disparate impact lawsuits. 
D)  disparate treatment lawsuits. 
A)  discrimination lawsuits. 
B)  defamation lawsuits. 
C)  disparate impact lawsuits. 
D)  disparate treatment lawsuits.

Question 18

The Equal Employment Opportunity Commission (EEOC) enforces most federal antidiscrimination laws.

Accepted Answer

A) True 
 B)False

Question 19

The reliability of a measure refers to its consistency.

Accepted Answer

A) True 
 B)False

Question 20

In a concurrent validation study, information is gathered on:

Accepted Answer

A)  job applicants. 
B)  job qualifications. 
C)  current employees. 
D)  selected candidates. 
A)  job applicants. 
B)  job qualifications. 
C)  current employees. 
D)  selected candidates.

Discuss the behavior consistency model.

Companies use ____ tests primarily for assessing entry-level applicants for jobs that do not require specific job-related skills at the time of hire.

Describe the steps involved in conducting a predictive and concurrent validation process.

Work sample tests are appropriate for situations in which an applicant is expected to be skilled at the time of hire.

Written documents that suggest, or in some instances dictate, how management practices should be implemented in accordance with the law are called ____.

In using a criterion-related strategy to assess and document the validity of selection practices, a firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments for similar jobs.

In determining whether or not an accommodation is an undue hardship for an employer, courts will examine all but which of the following?

When utilizing a criterion-related strategy, ____ represent the job performance level achieved by the individual, usually based on supervisor evaluations.

With respect to an organization's selection practices, ____ is a technical term for effectiveness.

Effective selection practices can impact an organization's competitive advantage in all but which of the following ways?

According to the text, which of the following is not commonly used as a work sample test?

A(n) ____ is a comprehensive, standardized procedure in which multiple assessment techniques such as situational exercises and job simulations are used to evaluate individual employees for various purposes.

What is the current legal position on an item with disparate impact, which has a statistical relationship with job success?

Under the ADA, the definition of disability covers all but which of the following?

When utilizing a criterion-related validation strategy, ____ represent how well the individual fared during the selection process.

The Equal Employment Opportunity Commission's functions include enforcing the law and:

Former employers are reluctant to fully disclose relevant information about ex-employees because of the fear that unfavorable responses may lead to:

The Equal Employment Opportunity Commission (EEOC) enforces most federal antidiscrimination laws.

The reliability of a measure refers to its consistency.

In a concurrent validation study, information is gathered on:

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Analyzing Jobs

Recruiting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Understanding Unions and Their Impact on Hrm

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

Filters

Exam 6: Selecting Applicants

Discuss the behavior consistency model.

Companies use ____ tests primarily for assessing entry-level applicants for jobs that do not require specific job-related skills at the time of hire.

Describe the steps involved in conducting a predictive and concurrent validation process.

Work sample tests are appropriate for situations in which an applicant is expected to be skilled at the time of hire.

Written documents that suggest, or in some instances dictate, how management practices should be implemented in accordance with the law are called ____.

In using a criterion-related strategy to assess and document the validity of selection practices, a firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments for similar jobs.

In determining whether or not an accommodation is an undue hardship for an employer, courts will examine all but which of the following?

When utilizing a criterion-related strategy, ____ represent the job performance level achieved by the individual, usually based on supervisor evaluations.

With respect to an organization's selection practices, ____ is a technical term for effectiveness.

Effective selection practices can impact an organization's competitive advantage in all but which of the following ways?

According to the text, which of the following is not commonly used as a work sample test?

A(n) ____ is a comprehensive, standardized procedure in which multiple assessment techniques such as situational exercises and job simulations are used to evaluate individual employees for various purposes.

What is the current legal position on an item with disparate impact, which has a statistical relationship with job success?

Under the ADA, the definition of disability covers all but which of the following?

When utilizing a criterion-related validation strategy, ____ represent how well the individual fared during the selection process.

The Equal Employment Opportunity Commission's functions include enforcing the law and:

Former employers are reluctant to fully disclose relevant information about ex-employees because of the fear that unfavorable responses may lead to:

The Equal Employment Opportunity Commission (EEOC) enforces most federal antidiscrimination laws.

The reliability of a measure refers to its consistency.

In a concurrent validation study, information is gathered on:

Human Resource Management and Competitive Advantage

Understanding the Legal and Environmental Context of Hrm

Planning for Human Resources

Analyzing Jobs

Recruiting Applicants

Training and Developing Employees

Appraising Employee Job Performance

Determining Pay and Benefits

Implementing Productivity Improvement Programs

Complying With Workplace Justice Laws

Understanding Unions and Their Impact on Hrm

Meeting Employee Safety and Health Needs

Establishing Hrm Practices in Foreign Countries

Working in the Hrm Field

Filters