Question 1

Validation of selection procedures is important because

Accepted Answer

A) it tells us if we evaluated the individual well. 
B) it focuses on the collection and evaluation of information to determine whether the worker characteristics thought to be important are in fact related to successful job performance. 
C) it compares evaluations of prospective employees and identifies the best. 
D) it compares evaluations of prospective employees and identifies the best., 
A) it tells us if we evaluated the individual well. 
B) it focuses on the collection and evaluation of information to determine whether the worker characteristics thought to be important are in fact related to successful job performance. 
C) it compares evaluations of prospective employees and identifies the best. 
D) it compares evaluations of prospective employees and identifies the best.,

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

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 6

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 7

What are the important issues to consider when designing an effective recruitment program? Outline the features you would include in a college recruitment program for management trainees.

Accepted Answer

When designing an effective recruitment

Question 8

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 9

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 10

Knowledge of selection is an essential foundation for staffing.

Accepted Answer

A) True 
 B)False

Question 11

The greater the amount of accurate data obtained,the higher the probability of making an accurate selection decision.

Accepted Answer

A) True 
 B)False

Question 12

The number of open positions in large and small organizations has stayed the same over the last 20 years.

Accepted Answer

A) True 
 B)False

Question 13

Selection and staffing are two terms that describe the same thing.

Accepted Answer

A) True 
 B)False

Question 14

Using __________ and __________ the HR specialist must identify the KSAs and other employee characteristics that a worker should possess to perform the job successfully.

Accepted Answer

A) assessment devices; job analysis 
B) job analysis information; job performance data 
C) job performance data; assessment devices 
D) validation data; job analysis 
A) assessment devices; job analysis 
B) job analysis information; job performance data 
C) job performance data; assessment devices 
D) validation data; job analysis

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

Hiring refers to

Accepted Answer

A) offers of employment that are given with no evaluation of the applicant's job-related qualifications. 
B) identifying KSAs. 
C) negotiations that take place simultaneously with selection. 
D) the whole selection process. 
A) offers of employment that are given with no evaluation of the applicant's job-related qualifications. 
B) identifying KSAs. 
C) negotiations that take place simultaneously with selection. 
D) the whole selection process.

Question 17

The process of systematically filling positions within the organization and then monitoring the performance of individuals in those positions is known as

Accepted Answer

A) strategic leadership. 
B) selection. 
C) staffing. 
D) none of the above. 
A) strategic leadership. 
B) selection. 
C) staffing. 
D) none of the above.

Question 18

Research has found which of the following to be TRUE about differences among various recruitment sources in terms of future turnover,absenteeism,job attitudes,and job performance?

Accepted Answer

A) Internal sources are found to be superior to external sources. 
B) External sources are found to be superior to internal sources. 
C) Both internal and external sources are found to be equivalent. 
D) Fee-based sources are superior to non fee-based sources. 
A) Internal sources are found to be superior to external sources. 
B) External sources are found to be superior to internal sources. 
C) Both internal and external sources are found to be equivalent. 
D) Fee-based sources are superior to non fee-based sources.

Question 19

Describe a selection procedure for choosing team members in an aircraft manufacturing plant that uses "cellular manufacturing" (work teams + business process reengineering + total quality management).
a.What characteristics (KSAs) would you use for selection criteria?
b.Who would make the selection decisions?
c.How would the selection decisions be made?

Accepted Answer

a. The selection procedure for choosing

Question 20

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

Validation of selection procedures is important because

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

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

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

The purpose of recruiting is

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

What are the important issues to consider when designing an effective recruitment program? Outline the features you would include in a college recruitment program for management trainees.

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.

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

Knowledge of selection is an essential foundation for staffing.

The greater the amount of accurate data obtained,the higher the probability of making an accurate selection decision.

The number of open positions in large and small organizations has stayed the same over the last 20 years.

Selection and staffing are two terms that describe the same thing.

Using and the HR specialist must identify the KSAs and other employee characteristics that a worker should possess to perform the job successfully.

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

Hiring refers to

The process of systematically filling positions within the organization and then monitoring the performance of individuals in those positions is known as

Research has found which of the following to be TRUE about differences among various recruitment sources in terms of future turnover,absenteeism,job attitudes,and job performance?

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

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

Validation of selection procedures is important because

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

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

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

The purpose of recruiting is

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

What are the important issues to consider when designing an effective recruitment program? Outline the features you would include in a college recruitment program for management trainees.

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.

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

Knowledge of selection is an essential foundation for staffing.

The greater the amount of accurate data obtained,the higher the probability of making an accurate selection decision.

The number of open positions in large and small organizations has stayed the same over the last 20 years.

Selection and staffing are two terms that describe the same thing.

Using __________ and __________ the HR specialist must identify the KSAs and other employee characteristics that a worker should possess to perform the job successfully.

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

Hiring refers to

The process of systematically filling positions within the organization and then monitoring the performance of individuals in those positions is known as

Research has found which of the following to be TRUE about differences among various recruitment sources in terms of future turnover,absenteeism,job attitudes,and job performance?

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

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

Using and the HR specialist must identify the KSAs and other employee characteristics that a worker should possess to perform the job successfully.