Question 1

A(n)_____ is defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment.

Accepted Answer

A) selection interview 
B) application bank 
C) physical ability test 
D) cognitive ability test 
E) assessment center 
A) selection interview 
B) application bank 
C) physical ability test 
D) cognitive ability test 
E) assessment center

Question 2

Content validity is achieved primarily through a process of _____.

Accepted Answer

A) quantitative analysis 
B) empirical study 
C) secondary research 
D) procedural study 
E) expert judgment 
A) quantitative analysis 
B) empirical study 
C) secondary research 
D) procedural study 
E) expert judgment

Question 3

Content validation:

Accepted Answer

A) seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. 
B) refers to the degree to which a measure is correlated with other measures that it is theoretically predicted to correlate with. 
C) is performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job. 
D) is an estimate of whether a test appears to measure a certain criterion. 
E) assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance. 
A) seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. 
B) refers to the degree to which a measure is correlated with other measures that it is theoretically predicted to correlate with. 
C) is performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job. 
D) is an estimate of whether a test appears to measure a certain criterion. 
E) assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person's performance.

Question 4

The utility of any given test generally increases as the selection ratio gets lower, so long as the additional costs of recruiting and testing are not excessive.

Accepted Answer

A) True 
 B)False

Question 5

The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization is known as the selection method's:

Accepted Answer

A) reliability. 
B) validity. 
C) generalizability. 
D) utility. 
E) legality. 
A) reliability. 
B) validity. 
C) generalizability. 
D) utility. 
E) legality.

Question 6

The utility of any test generally _____ as the selection ratio gets lower.

Accepted Answer

A) increases 
B) decreases 
C) remains the same 
D) becomes zero 
E) becomes negative 
A) increases 
B) decreases 
C) remains the same 
D) becomes zero 
E) becomes negative

Question 7

Which of the following aspects of emotional intelligence refers to the knowledge of one's strengths and weaknesses?

Accepted Answer

A) Self-motivation 
B) Empathy 
C) Social skill 
D) Self-awareness 
E) Self-regulation 
A) Self-motivation 
B) Empathy 
C) Social skill 
D) Self-awareness 
E) Self-regulation

Question 8

Which of the following scenarios is an appropriate example of an experience-based situational interview?

Accepted Answer

A) Jerry was asked to describe the steps he would take if he disagreed on the way his supervisor handled a given situation. 
B) Karl was asked to describe the course of action he would take to handle complaints regarding one of his colleagues who was going through some major personal issue which no one else knew about. 
C) Fiona was asked to give an example of a situation in which she successfully showed her leadership skills. 
D) Gina was asked to speak about the steps she would take if she knew that one of her colleagues was pretending to be ill just to enjoy some time off. 
E) Harold was asked to describe the steps he would take in order to convince his not convinced team-mates about a new sales plan. 
A) Jerry was asked to describe the steps he would take if he disagreed on the way his supervisor handled a given situation. 
B) Karl was asked to describe the course of action he would take to handle complaints regarding one of his colleagues who was going through some major personal issue which no one else knew about. 
C) Fiona was asked to give an example of a situation in which she successfully showed her leadership skills. 
D) Gina was asked to speak about the steps she would take if she knew that one of her colleagues was pretending to be ill just to enjoy some time off. 
E) Harold was asked to describe the steps he would take in order to convince his not convinced team-mates about a new sales plan.

Question 9

Work-sample tests are not job specific and their generalizability is high.

Accepted Answer

A) True 
 B)False

Question 10

Define reliability and validity and discuss the relationship between both.

Accepted Answer

Reliability is the degree to which a mea

Question 11

_____ tests categorize individuals by what they are like.

Accepted Answer

A) Personality 
B) Work sample 
C) Physical ability 
D) Psychomotor 
E) Cognitive ability 
A) Personality 
B) Work sample 
C) Physical ability 
D) Psychomotor 
E) Cognitive ability

Question 12

The extent to which performance on the selection measure is associated with performance on the job is called:

Accepted Answer

A) reliability. 
B) validity. 
C) generalizability. 
D) utility. 
E) authenticity. 
A) reliability. 
B) validity. 
C) generalizability. 
D) utility. 
E) authenticity.

Question 13

Which of the following personality dimensions is associated with sociable, gregarious, assertive, and talkative individuals?

Accepted Answer

A) Adjustment 
B) Extroversion 
C) Agreeableness 
D) Conscientiousness 
E) Openness to experience 
A) Adjustment 
B) Extroversion 
C) Agreeableness 
D) Conscientiousness 
E) Openness to experience

Question 14

The Americans with Disabilities Act of 1991 protects individuals with physical disabilities, but not those with mental disabilities.

Accepted Answer

A) True 
 B)False

Question 15

The degree to which a measure is free from random error refers to its reliability.

Accepted Answer

A) True 
 B)False

Question 16

_____ ability concerns the speed and accuracy with which one can solve arithmetic problems of all kinds.

Accepted Answer

A) Reasoning 
B) Technical 
C) Quantitative 
D) Comprehension 
E) Conception 
A) Reasoning 
B) Technical 
C) Quantitative 
D) Comprehension 
E) Conception

Question 17

When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This is called:

Accepted Answer

A) test-interdependency. 
B) test-retest reliability. 
C) mutual exclusivity. 
D) test utility. 
E) test generalizability. 
A) test-interdependency. 
B) test-retest reliability. 
C) mutual exclusivity. 
D) test utility. 
E) test generalizability.

Question 18

Predictive validation is superior to concurrent validation because:

Accepted Answer

A) predictive valuation involves contribution from many individuals. 
B) job applicants often have no information about organizational culture. 
C) job applicants are more motivated than an organization's employees. 
D) effort needed for predictive valuation is lesser than concurrent valuation. 
E) time taken for predictive valuation is lesser than concurrent valuation. 
A) predictive valuation involves contribution from many individuals. 
B) job applicants often have no information about organizational culture. 
C) job applicants are more motivated than an organization's employees. 
D) effort needed for predictive valuation is lesser than concurrent valuation. 
E) time taken for predictive valuation is lesser than concurrent valuation.

Question 19

Which of the following acts allows the individual filing the complaint to have a jury decide whether he or she may recover punitive damages (in addition to lost wages and benefits)for emotional injuries caused by the discrimination?

Accepted Answer

A) Civil Rights Act of 1871 
B) Age Discrimination in Employment Act 
C) Americans with Disabilities Act 
D) Civil Rights Act of 1991 
E) Civil Rights Act of 1964 
A) Civil Rights Act of 1871 
B) Age Discrimination in Employment Act 
C) Americans with Disabilities Act 
D) Civil Rights Act of 1991 
E) Civil Rights Act of 1964

Question 20

To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used?

Accepted Answer

A) Predictive validation 
B) Content validation 
C) Concurrent validation 
D) Face validation 
E) Logical validation 
A) Predictive validation 
B) Content validation 
C) Concurrent validation 
D) Face validation 
E) Logical validation

A(n)_____ is defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment.

Content validity is achieved primarily through a process of _____.

Content validation:

The utility of any given test generally increases as the selection ratio gets lower, so long as the additional costs of recruiting and testing are not excessive.

The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization is known as the selection method's:

The utility of any test generally _____ as the selection ratio gets lower.

Which of the following aspects of emotional intelligence refers to the knowledge of one's strengths and weaknesses?

Which of the following scenarios is an appropriate example of an experience-based situational interview?

Work-sample tests are not job specific and their generalizability is high.

Define reliability and validity and discuss the relationship between both.

_____ tests categorize individuals by what they are like.

The extent to which performance on the selection measure is associated with performance on the job is called:

Which of the following personality dimensions is associated with sociable, gregarious, assertive, and talkative individuals?

The Americans with Disabilities Act of 1991 protects individuals with physical disabilities, but not those with mental disabilities.

The degree to which a measure is free from random error refers to its reliability.

_____ ability concerns the speed and accuracy with which one can solve arithmetic problems of all kinds.

When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This is called:

Predictive validation is superior to concurrent validation because:

Which of the following acts allows the individual filing the complaint to have a jury decide whether he or she may recover punitive damages (in addition to lost wages and benefits)for emotional injuries caused by the discrimination?

To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

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Exam 6: Selection and Placement

A(n)_____ is defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment.

Content validity is achieved primarily through a process of _____.

Content validation:

The utility of any given test generally increases as the selection ratio gets lower, so long as the additional costs of recruiting and testing are not excessive.

The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization is known as the selection method's:

The utility of any test generally _____ as the selection ratio gets lower.

Which of the following aspects of emotional intelligence refers to the knowledge of one's strengths and weaknesses?

Which of the following scenarios is an appropriate example of an experience-based situational interview?

Work-sample tests are not job specific and their generalizability is high.

Define reliability and validity and discuss the relationship between both.

_____ tests categorize individuals by what they are like.

The extent to which performance on the selection measure is associated with performance on the job is called:

Which of the following personality dimensions is associated with sociable, gregarious, assertive, and talkative individuals?

The Americans with Disabilities Act of 1991 protects individuals with physical disabilities, but not those with mental disabilities.

The degree to which a measure is free from random error refers to its reliability.

_____ ability concerns the speed and accuracy with which one can solve arithmetic problems of all kinds.

When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This is called:

Predictive validation is superior to concurrent validation because:

Which of the following acts allows the individual filing the complaint to have a jury decide whether he or she may recover punitive damages (in addition to lost wages and benefits)for emotional injuries caused by the discrimination?

To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the HRM Function

Filters