Question 1

Selection for an initial job involves applicants who are ______________ the organization.

Accepted Answer

A) external to 
B) internal to 
C) unfamiliar with 
D) already employed by 
A) external to 
B) internal to 
C) unfamiliar with 
D) already employed by

Question 2

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Accepted Answer

A) True 
 B)False

Question 3

Application blanks,biographical data forms,and reference checks are all forms of

Accepted Answer

A) job analysis techniques. 
B) performance appraisal techniques. 
C) assessment devices. 
D) validation devices. 
A) job analysis techniques. 
B) performance appraisal techniques. 
C) assessment devices. 
D) validation devices.

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

Why are promotion decisions often viewed as a different SHRM function than selection?

Accepted Answer

A) Entirely different procedures are used for promotion than for selection. 
B) Different people make selection decisions than those making promotion decisions. 
C) Promotion decisions are often reached without using the formal testing devices that characterize external selection. 
D) More information is available about applicants in selection decisions than is available about candidates for promotion decisions. 
A) Entirely different procedures are used for promotion than for selection. 
B) Different people make selection decisions than those making promotion decisions. 
C) Promotion decisions are often reached without using the formal testing devices that characterize external selection. 
D) More information is available about applicants in selection decisions than is available about candidates for promotion decisions.

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) reliability testing 
B) the selection interview 
C) validation 
D) internal recruitment 
A) reliability testing 
B) the selection interview 
C) validation 
D) internal recruitment

Question 8

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

Accepted Answer

A) True 
 B)False

Question 9

Place the following steps in the development of selection programs in order: i.Identification of relevant job performance dimensions
ii.Job analysis
iii.Identification of knowledge,skills,and abilities necessary for job
iv.Development of assessment devices
v.Validation of assessment devices
vi.Use of assessment devices in processing applicants

Accepted Answer

A) i, ii, iii, iv, v, vi 
B) ii, i, iii, v, iv, vi 
C) ii, i, iii, iv, v, vi 
D) i, iii, ii, v, iv, vi 
A) i, ii, iii, iv, v, vi 
B) ii, i, iii, v, iv, vi 
C) ii, i, iii, iv, v, vi 
D) i, iii, ii, v, iv, vi

Question 10

A selection program should focus on all of the variables that influence performance.

Accepted Answer

A) True 
 B)False

Question 11

Methods of internal recruitment include all of the following EXCEPT

Accepted Answer

A) job postings in the local media. 
B) announcements by managers higher in the organization than the open position. 
C) requests for nominations from managers and/or employees. 
D) bulletin board job postings. 
A) job postings in the local media. 
B) announcements by managers higher in the organization than the open position. 
C) requests for nominations from managers and/or employees. 
D) bulletin board job postings.

Question 12

What is the specific link between the firm's strategy and its selection process?

Accepted Answer

A) recruitment 
B) strategic human resource management 
C) job analysis 
D) KSA assessment 
A) recruitment 
B) strategic human resource management 
C) job analysis 
D) KSA assessment

Question 13

What are the similarities and differences in applicant information collected from internal and external sources? Are more accurate selection decisions made on internal candidates? Why or why not?

Accepted Answer

The similarities in applicant informatio

Question 14

Which of the following statements concerning promotion is correct?

Accepted Answer

A) Candidates for promotion are external to the firm 
B) Candidates for promotion are internal to the firm 
C) Candidates for promotion are well qualified 
D) Candidates for promotion can be both internal and external to the firm 
A) Candidates for promotion are external to the firm 
B) Candidates for promotion are internal to the firm 
C) Candidates for promotion are well qualified 
D) Candidates for promotion can be both internal and external to the firm

Question 15

Develop a model of job performance.List as many factors as you can that influence job performance but are not related to selection decisions.

Accepted Answer

There are several factors that can influ

Question 16

What is the interaction among selection,recruitment,compensation,and training?

Accepted Answer

The interaction among selection, recruit

Selection for an initial job involves applicants who are ______________ the organization.

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Application blanks,biographical data forms,and reference checks are all forms of

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

Why are promotion decisions often viewed as a different SHRM function than selection?

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

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

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

A selection program should focus on all of the variables that influence performance.

Methods of internal recruitment include all of the following EXCEPT

What is the specific link between the firm's strategy and its selection process?

What are the similarities and differences in applicant information collected from internal and external sources? Are more accurate selection decisions made on internal candidates? Why or why not?

Which of the following statements concerning promotion is correct?

Develop a model of job performance.List as many factors as you can that influence job performance but are not related to selection decisions.

What is the interaction among selection,recruitment,compensation,and training?

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 for an initial job involves applicants who are ______________ the organization.

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Application blanks,biographical data forms,and reference checks are all forms of

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

Why are promotion decisions often viewed as a different SHRM function than selection?

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

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

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

A selection program should focus on all of the variables that influence performance.

Methods of internal recruitment include all of the following EXCEPT

What is the specific link between the firm's strategy and its selection process?

What are the similarities and differences in applicant information collected from internal and external sources? Are more accurate selection decisions made on internal candidates? Why or why not?

Which of the following statements concerning promotion is correct?

Develop a model of job performance.List as many factors as you can that influence job performance but are not related to selection decisions.

What is the interaction among selection,recruitment,compensation,and training?

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