Exam 13: Performance Tests and Assessment Centers for Selection

Partially because of the cost and lack of convergent and discriminant validity of Assessment Centers,selection specialists have turned their attention to other types of simulation devices.

(True/False)

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Question 21

Usually,there are twice as many assessors in an assessment center as there are participants.

(True/False)

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Question 22

What are the two most often-used performance tests in assessment centers?

(Multiple Choice)

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Question 23

In an assessment center,each exercise should not measure more than one dimension.

(True/False)

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Question 24

Performance tests should never serve as a realistic job preview.

(True/False)

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Question 25

Unfortunately,assessment centers have been found to be valid for predicting job potential but not job performance.

(True/False)

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Question 26

Research shows that the adverse impact of the performance tests was less than that of the written tests.

(True/False)

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Question 27

Performance tests provide only indirect evidence of the applicant's ability and skill to work on the job.

(True/False)

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Question 28

Operating a machine is an example of a(n)____________ test.

(Multiple Choice)

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Question 29

Which of the following is a criticism of assessment centers?

(Multiple Choice)

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Question 30

Summarize the validity evidence for using assessment centers in selection.Do they work as they were intended to work? Why or why not?

(Essay)

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Question 31

What is the "Crown Prince Syndrome?"

(Multiple Choice)

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Question 32

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

(True/False)

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Question 33

Participants' performance in Assessment Centers is composed of:

(Multiple Choice)

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Question 34

If performance tests are so sensible and efficient,shouldn't they be used in all selection situations? Why or why not?

(Essay)

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Question 35

Tasks that a large majority of applicants can do are useful in discriminating among good and poor applicants.

(True/False)

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Question 36

The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest.These job clusters are referred to as:

(Multiple Choice)

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Question 37

When would it be reasonable to include personal computer skill in an assessment center?

(Short Answer)

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Question 38

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

(Multiple Choice)

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Question 39

The Management Progress Study of AT&T marked the beginning of the use of assessment centers for industrial organizations.

(True/False)

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Question 40

Showing 21 - 40 of 57

Partially because of the cost and lack of convergent and discriminant validity of Assessment Centers,selection specialists have turned their attention to other types of simulation devices.

Usually,there are twice as many assessors in an assessment center as there are participants.

What are the two most often-used performance tests in assessment centers?

In an assessment center,each exercise should not measure more than one dimension.

Performance tests should never serve as a realistic job preview.

Unfortunately,assessment centers have been found to be valid for predicting job potential but not job performance.

Research shows that the adverse impact of the performance tests was less than that of the written tests.

Performance tests provide only indirect evidence of the applicant's ability and skill to work on the job.

Operating a machine is an example of a(n)____________ test.

Which of the following is a criticism of assessment centers?

Summarize the validity evidence for using assessment centers in selection.Do they work as they were intended to work? Why or why not?

What is the "Crown Prince Syndrome?"

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

Participants' performance in Assessment Centers is composed of:

If performance tests are so sensible and efficient,shouldn't they be used in all selection situations? Why or why not?

Tasks that a large majority of applicants can do are useful in discriminating among good and poor applicants.

The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest.These job clusters are referred to as:

When would it be reasonable to include personal computer skill in an assessment center?

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

The Management Progress Study of AT&T marked the beginning of the use of assessment centers for industrial organizations.

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

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