Exam 13: Performance Tests and Assessment Centers for Selection

The major duty of an assessor in an Assessment Center is to record the behavior of a participant in an exercise and use the data to rate the participant on each behavioral dimension appropriate for the exercise.

(True/False)

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Question 41

Which of the following is true in terms of about what we know about assessment centers?

(Multiple Choice)

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Question 42

Which of the following is a true distinction between performance tests and other selection devices?

(Multiple Choice)

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Question 43

Performance tests have only been found to successfully predict job performance for clerical and skilled manual labor positions.

(True/False)

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Question 44

Ordinarily,performance tests are much more expensive than other selection devices if many applicants are involved.

(True/False)

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Question 45

In assessment centers,correlations among dimension ratings are usually quite high.

(True/False)

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Question 46

All else being equal,it is preferable to have the applicant's performance on one part of the test be closely tied to a previous part of the test.

(True/False)

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Question 47

Which of the following benefits has NOT been associated with manager-assessors following their assessment center experience?

(Multiple Choice)

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Question 48

The following are steps in the development of performance tests.What is the correct order of steps to produce a performance test? i.training of judges ii.perform job analysis iii.develop scoring procedures iv.identification of tasks to be tested v.develop testing procedures

(Multiple Choice)

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Question 49

You are asked to develop a performance test for a mid-level management job that is characterized by multiple,competing,and high job demands.Obviously,stress is associated with this position.What kind of performance test would you create to assess the ability of an applicant to handle this type of stress effectively?

(Essay)

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Question 50

Personality tests,both paper-and-pencil and projective,are commonly being included in recent assessment centers.

(True/False)

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Question 51

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

(True/False)

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Question 52

Which of the following is TRUE about the choice of standards for scoring a performance test?

(Multiple Choice)

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Question 53

Signs are selection tests that gather information about behaviors that are consistent with the job behavior being predicted.

(True/False)

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Question 54

The development of an Assessment Center starts with a job analysis to identify clusters of job activities that are the important parts of the job of interest.

(True/False)

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Question 55

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

(True/False)

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Question 56

Which of the following is a behavioral dimension frequently measured in assessment centers?

(Multiple Choice)

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Question 57

Showing 41 - 57 of 57

The major duty of an assessor in an Assessment Center is to record the behavior of a participant in an exercise and use the data to rate the participant on each behavioral dimension appropriate for the exercise.

Which of the following is true in terms of about what we know about assessment centers?

Which of the following is a true distinction between performance tests and other selection devices?

Performance tests have only been found to successfully predict job performance for clerical and skilled manual labor positions.

Ordinarily,performance tests are much more expensive than other selection devices if many applicants are involved.

In assessment centers,correlations among dimension ratings are usually quite high.

All else being equal,it is preferable to have the applicant's performance on one part of the test be closely tied to a previous part of the test.

Which of the following benefits has NOT been associated with manager-assessors following their assessment center experience?

The following are steps in the development of performance tests.What is the correct order of steps to produce a performance test? i.training of judges ii.perform job analysis iii.develop scoring procedures iv.identification of tasks to be tested v.develop testing procedures

Personality tests,both paper-and-pencil and projective,are commonly being included in recent assessment centers.

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

Which of the following is TRUE about the choice of standards for scoring a performance test?

Signs are selection tests that gather information about behaviors that are consistent with the job behavior being predicted.

The development of an Assessment Center starts with a job analysis to identify clusters of job activities that are the important parts of the job of interest.

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

Which of the following is a behavioral dimension frequently measured in assessment centers?

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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