Question 1

KSA is an acronym used in selection that refers to

Accepted Answer

A) knowledge, skills, assets 
B) knowledge, style, availability 
C) knowledge, skills, abilities 
D) knowledge, style, abilities 
A) knowledge, skills, assets 
B) knowledge, style, availability 
C) knowledge, skills, abilities 
D) knowledge, style, abilities

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

It can be stated with certainty that strategic HR causes higher levels of performance.

Accepted Answer

A) True 
 B)False

Question 4

A promotion decision is a selection decision.

Accepted Answer

A) True 
 B)False

Question 5

Selection is more closely related to which of the following SHRM areas?

Accepted Answer

A) training 
B) recruitment 
C) performance appraisal 
D) compensation 
A) training 
B) recruitment 
C) performance appraisal 
D) compensation

Question 6

How does an organization's strategy influence its selection process?

Accepted Answer

An organization's strategy significantly

Question 7

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 8

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 9

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 10

Which of the following statements is correct?

Accepted Answer

A) Both large and small firms can benefit from formalized selection procedures. 
B) Formalized selection procedures benefit large firms more than small firms. 
C) Formalized selection procedures benefit small firms more than large firms. 
D) Large firms generally use informal selection procedures more than small firms. 
A) Both large and small firms can benefit from formalized selection procedures. 
B) Formalized selection procedures benefit large firms more than small firms. 
C) Formalized selection procedures benefit small firms more than large firms. 
D) Large firms generally use informal selection procedures more than small firms.

Question 11

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 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

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 14

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is NOT a method of external recruitment?

Accepted Answer

A) media ads 
B) posting jobs on bulletin boards throughout the workplace 
C) Internet job postings 
D) employment agencies 
A) media ads 
B) posting jobs on bulletin boards throughout the workplace 
C) Internet job postings 
D) employment agencies

Question 16

One writer describes selection as "hypothesis testing." Explain.

Accepted Answer

The concept of selection as "hypothesis

Question 17

An application form is a poor way to collect information on applicant KSAs.

Accepted Answer

A) True 
 B)False

Question 18

An assumption in selection is that applicants possess different amounts of the KSAs that are necessary for job performance.

Accepted Answer

A) True 
 B)False

Question 19

Recent changes in the way work is done in organizations has prompted an examination of the adequacy of traditional selection procedures for these new work methods.

Accepted Answer

A) True 
 B)False

Question 20

The purpose of __________ is to measure the different KSAs 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

KSA is an acronym used in selection that refers to

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

It can be stated with certainty that strategic HR causes higher levels of performance.

A promotion decision is a selection decision.

Selection is more closely related to which of the following SHRM areas?

How does an organization's strategy influence its selection process?

Work performance is affected by

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?

Which of the following statements is correct?

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?

The last step in the selection process is

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

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

Which of the following is NOT a method of external recruitment?

One writer describes selection as "hypothesis testing." Explain.

An application form is a poor way to collect information on applicant KSAs.

An assumption in selection is that applicants possess different amounts of the KSAs that are necessary for job performance.

Recent changes in the way work is done in organizations has prompted an examination of the adequacy of traditional selection procedures for these new work methods.

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

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

KSA is an acronym used in selection that refers to

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

It can be stated with certainty that strategic HR causes higher levels of performance.

A promotion decision is a selection decision.

Selection is more closely related to which of the following SHRM areas?

How does an organization's strategy influence its selection process?

Work performance is affected by

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?

Which of the following statements is correct?

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?

The last step in the selection process is

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

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

Which of the following is NOT a method of external recruitment?

One writer describes selection as "hypothesis testing." Explain.

An application form is a poor way to collect information on applicant KSAs.

An assumption in selection is that applicants possess different amounts of the KSAs that are necessary for job performance.

Recent changes in the way work is done in organizations has prompted an examination of the adequacy of traditional selection procedures for these new work methods.

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

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