Question 1

Selection is most closely related to which of the following HRM programs?

Accepted Answer

A) initial training 
B) compensation 
C) job performance measurement 
D) recruitment 
A) initial training 
B) compensation 
C) job performance measurement 
D) recruitment D

Question 2

Which of the following is a purpose of recruitment?

Accepted Answer

A) to measure characteristics of jobs and individuals 
B) to examine other organizational systems 
C) to provide evidence of validity 
D) to increase the probability that job applicants will accept a position if it is offered. 
A) to measure characteristics of jobs and individuals 
B) to examine other organizational systems 
C) to provide evidence of validity 
D) to increase the probability that job applicants will accept a position if it is offered. D

Question 3

How does a broader definition of selection influence the way an organization manages its human resource management system?

Accepted Answer

A broader definition of selection can influence the way an organization manages its human resource management system in several ways. Firstly, it can lead to a more inclusive and diverse approach to hiring and promoting employees. By considering a wider range of skills, experiences, and backgrounds, the organization can create a more diverse and dynamic workforce, which can lead to increased innovation and creativity.

Additionally, a broader definition of selection can also lead to a more comprehensive and thorough recruitment process. This can involve using a variety of selection methods, such as interviews, assessments, and simulations, to ensure that the best candidates are chosen for each role. This can result in a more effective and efficient workforce, as employees are better suited to their roles and are more likely to succeed.

Furthermore, a broader definition of selection can also lead to a more strategic approach to talent management. By considering a wider range of factors when selecting and developing employees, the organization can better align its human resource management system with its overall business strategy. This can result in a more agile and adaptable workforce, which is better able to respond to changing market conditions and business needs.

Overall, a broader definition of selection can have a significant impact on the way an organization manages its human resource management system, leading to a more diverse, effective, and strategic approach to talent management.

Question 4

How can an organization get the greatest amount of useful information about an applicant at the least cost?

Accepted Answer

There are several ways an organization c

Question 5

The starting point in the selection process is job analysis.

Accepted Answer

A) True 
 B)False

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

__________ 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

Question 8

An offer extended without collecting and evaluating information about an individual is called

Accepted Answer

A) selection 
B) hiring 
C) position filing 
D) satisficing 
A) selection 
B) hiring 
C) position filing 
D) satisficing

Question 9

Job analysis is the __________ step in the selection process.

Accepted Answer

A) last 
B) middle 
C) first 
D) first and last 
A) last 
B) middle 
C) first 
D) first and last

Question 10

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.

Question 11

Research indicates that strategic HRM is related to positive outcomes for organizations.

Accepted Answer

A) True 
 B)False

Question 12

Discuss two of the four different approaches for setting up selection programs for broadly defined and team-based jobs.

Accepted Answer

One approach for setting up selection pr

Question 13

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 14

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 15

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 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

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 18

____________ 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 19

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Accepted Answer

A) True 
 B)False

Question 20

Factors other than KSAs 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

Selection is most closely related to which of the following HRM programs?

Which of the following is a purpose of recruitment?

How does a broader definition of selection influence the way an organization manages its human resource management system?

How can an organization get the greatest amount of useful information about an applicant at the least cost?

The starting point in the selection process is job analysis.

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

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

An offer extended without collecting and evaluating information about an individual is called

Job analysis is the __________ step in the selection process.

When we refer to selection in HRM,we mean

Research indicates that strategic HRM is related to positive outcomes for organizations.

Discuss two of the four different approaches for setting up selection programs for broadly defined and team-based jobs.

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

Assessment devices should be able to

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

The probability of making an accurate selection decision is higher when

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.

____________ 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.

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Factors other than KSAs 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.

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Strategies for Selection Decision Making

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters

Exam 1: An Introduction to Selection

Selection is most closely related to which of the following HRM programs?

Which of the following is a purpose of recruitment?

How does a broader definition of selection influence the way an organization manages its human resource management system?

How can an organization get the greatest amount of useful information about an applicant at the least cost?

The starting point in the selection process is job analysis.

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

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

An offer extended without collecting and evaluating information about an individual is called

Job analysis is the __________ step in the selection process.

When we refer to selection in HRM,we mean

Research indicates that strategic HRM is related to positive outcomes for organizations.

Discuss two of the four different approaches for setting up selection programs for broadly defined and team-based jobs.

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

Assessment devices should be able to

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

The probability of making an accurate selection decision is higher when

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.

____________ 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.

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Factors other than KSAs 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.

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Strategies for Selection Decision Making

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters