Question 1

In general,adverse impact has not been a problem associated with assessment centers.

Accepted Answer

A) True 
 B)False  True

Question 2

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

Accepted Answer

A) True 
 B)False  False

Question 3

In assessment centers,correlations among dimensions that are measured with the same exercise are very low.

Accepted Answer

A) True 
 B)False  False

Question 4

From a cost standpoint,when developing a performance test it is preferable to select tasks that require a long time to perform rather than tasks that require a short time to perform.

Accepted Answer

A) True 
 B)False

Question 5

In general,tasks chosen to be represented in a performance test are those that have a strong bearing on job performance.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following are considered a "low-fidelity" simulation?

Accepted Answer

A) situational interviews 
B) situational judgment tests 
C) hypothetical work situation 
D) blueprint reading test 
A) situational interviews 
B) situational judgment tests 
C) hypothetical work situation 
D) blueprint reading test

Question 7

The most appropriate tasks to consider for a performance test are those that depend on specialized knowledge,abilities,or skills to use company products,personnel,materials,customers,etc,since these tasks distinguish the company's jobs from other organizations' jobs.

Accepted Answer

A) True 
 B)False

Question 8

Assessors (in an assessment center)are usually outside consultants hired for their expertise and objectivity.

Accepted Answer

A) True 
 B)False

Question 9

There is evidence to support the conclusion that it is possible to use data currently available in organizations to yield comparable selection data that are content valid at a lower cost than assessment centers.

Accepted Answer

A) True 
 B)False

Question 10

When scoring motor performance tests,a number of separate standards can be scored for both process and product categories.

Accepted Answer

A) True 
 B)False

Question 11

Tasks that have standardized operations or products or have easily defined verbal or interactive components are more appropriate in performance tests than tasks not so characterized.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following is a limitation in the use of performance tests?

Accepted Answer

A) Much care must be taken in the construction of work sample tests to ensure their representativeness of job activity. 
B) Inferences of the applicant's future job performance must be made from only verbal information. 
C) The carryover from verbal description to job performance needed in performance tests is not always complete. 
D) The data are subject to willing distortion or faking by the applicant. 
A) Much care must be taken in the construction of work sample tests to ensure their representativeness of job activity. 
B) Inferences of the applicant's future job performance must be made from only verbal information. 
C) The carryover from verbal description to job performance needed in performance tests is not always complete. 
D) The data are subject to willing distortion or faking by the applicant.

Question 13

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

Accepted Answer

A) True 
 B)False

Question 14

In general,a process is scored in a performance test when there are a small number of ways to do the job and these ways invariably lead to an acceptable product..

Accepted Answer

A) True 
 B)False

Question 15

Work sample tests have been classified as falling into two categories.What are those two categories?

Accepted Answer

A) signs, samples 
B) physical, mental 
C) verbal, motor 
D) mechanical, problem-centered 
A) signs, samples 
B) physical, mental 
C) verbal, motor 
D) mechanical, problem-centered

Question 16

Assessment Centers are a more practical option for small businesses than large ones.

Accepted Answer

A) True 
 B)False

Question 17

Studies that examine the results of using performance tests in selection have been universally positive and have identified several benefits.

Accepted Answer

A) True 
 B)False

Question 18

The interview is employed quite often in assessment centers.

Accepted Answer

A) True 
 B)False

Question 19

Performance tests commonly assume that the applicants already have the knowledge,ability,and skill to complete the job behavior required in the test.

Accepted Answer

A) True 
 B)False

Question 20

"Signs" and "samples" are categories of selection tests that both rely upon which of the following "principles" of human behavior?

Accepted Answer

A) behavioral consistency 
B) behavioral variability 
C) trait consistency 
D) trait variability 
A) behavioral consistency 
B) behavioral variability 
C) trait consistency 
D) trait variability

In general,adverse impact has not been a problem associated with assessment centers.

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

In assessment centers,correlations among dimensions that are measured with the same exercise are very low.

From a cost standpoint,when developing a performance test it is preferable to select tasks that require a long time to perform rather than tasks that require a short time to perform.

In general,tasks chosen to be represented in a performance test are those that have a strong bearing on job performance.

Which of the following are considered a "low-fidelity" simulation?

The most appropriate tasks to consider for a performance test are those that depend on specialized knowledge,abilities,or skills to use company products,personnel,materials,customers,etc,since these tasks distinguish the company's jobs from other organizations' jobs.

Assessors (in an assessment center)are usually outside consultants hired for their expertise and objectivity.

There is evidence to support the conclusion that it is possible to use data currently available in organizations to yield comparable selection data that are content valid at a lower cost than assessment centers.

When scoring motor performance tests,a number of separate standards can be scored for both process and product categories.

Tasks that have standardized operations or products or have easily defined verbal or interactive components are more appropriate in performance tests than tasks not so characterized.

Which of the following is a limitation in the use of performance tests?

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

In general,a process is scored in a performance test when there are a small number of ways to do the job and these ways invariably lead to an acceptable product..

Work sample tests have been classified as falling into two categories.What are those two categories?

Assessment Centers are a more practical option for small businesses than large ones.

Studies that examine the results of using performance tests in selection have been universally positive and have identified several benefits.

The interview is employed quite often in assessment centers.

Performance tests commonly assume that the applicants already have the knowledge,ability,and skill to complete the job behavior required in the test.

"Signs" and "samples" are categories of selection tests that both rely upon which of the following "principles" of human behavior?

An Introduction to Selection

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

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters

Exam 13: Performance Tests and Assessment Centers for Selection

In general,adverse impact has not been a problem associated with assessment centers.

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

In assessment centers,correlations among dimensions that are measured with the same exercise are very low.

From a cost standpoint,when developing a performance test it is preferable to select tasks that require a long time to perform rather than tasks that require a short time to perform.

In general,tasks chosen to be represented in a performance test are those that have a strong bearing on job performance.

Which of the following are considered a "low-fidelity" simulation?

The most appropriate tasks to consider for a performance test are those that depend on specialized knowledge,abilities,or skills to use company products,personnel,materials,customers,etc,since these tasks distinguish the company's jobs from other organizations' jobs.

Assessors (in an assessment center)are usually outside consultants hired for their expertise and objectivity.

There is evidence to support the conclusion that it is possible to use data currently available in organizations to yield comparable selection data that are content valid at a lower cost than assessment centers.

When scoring motor performance tests,a number of separate standards can be scored for both process and product categories.

Tasks that have standardized operations or products or have easily defined verbal or interactive components are more appropriate in performance tests than tasks not so characterized.

Which of the following is a limitation in the use of performance tests?

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

In general,a process is scored in a performance test when there are a small number of ways to do the job and these ways invariably lead to an acceptable product..

Work sample tests have been classified as falling into two categories.What are those two categories?

Assessment Centers are a more practical option for small businesses than large ones.

Studies that examine the results of using performance tests in selection have been universally positive and have identified several benefits.

The interview is employed quite often in assessment centers.

Performance tests commonly assume that the applicants already have the knowledge,ability,and skill to complete the job behavior required in the test.

"Signs" and "samples" are categories of selection tests that both rely upon which of the following "principles" of human behavior?

An Introduction to Selection

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

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters