Exam 6: Selection and Placement
Exam 1: Human Resource Management: Gaining a Competitive Advantage100 Questions
Exam 2: Strategic Human Resource Management100 Questions
Exam 3: The Legal Environment: Equal Employment Opportunity and Safety100 Questions
Exam 4: The Analysis and Design of Work100 Questions
Exam 5: Human Resource Planning and Recruitment100 Questions
Exam 6: Selection and Placement100 Questions
Exam 7: Training100 Questions
Exam 8: Performance Management100 Questions
Exam 9: Employee Development100 Questions
Exam 10: Employee Separation and Retention100 Questions
Exam 11: Pay Structure Decisions98 Questions
Exam 12: Recognizing Employee Contributions With Pay100 Questions
Exam 13: Employee Benefits100 Questions
Exam 14: Collective Bargaining and Labor Relations100 Questions
Exam 15: Managing Human Resources Globally101 Questions
Exam 16: Strategically Managing the HRM Function100 Questions
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Generically, the term _____ is used to describe a wide variety of specific selection programs that employ multiple selection methods to rate either applicants or job incumbents on their managerial potential.
(Multiple Choice)
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_____ is the ability to manage the emotions of other people.
(Multiple Choice)
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Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller?
(Multiple Choice)
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_____ validation seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job.
(Multiple Choice)
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Which of the following concepts is used to describe people who are especially effective in fluid and socially intensive contexts?
(Multiple Choice)
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In case of _____ validation, it is critical to minimize the amount of inference involved on the part of the judges because their subjective judgment could bias the findings.
(Multiple Choice)
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Explain assessment center. Where do they stand in terms of their criterion-related validity?
(Essay)
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The percentage of people chosen relative to the total number of people tested gives the _____ ratio.
(Multiple Choice)
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If there is a substantial correlation between test scores and job-performance scores, _____ validity has been established.
(Multiple Choice)
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Which of the following scenarios is an apt example of a future-oriented situational interview?
(Multiple Choice)
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Which of the following personnel selection methods has low reliability relative to others?
(Multiple Choice)
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A test that has _____ validity exposes the job applicant to situations that are likely to occur on the job, and then tests whether the applicant currently has sufficient knowledge, skill, or ability to handle such situations.
(Multiple Choice)
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_____ is defined as the degree to which the validity of a selection method established in one context extends to other contexts.
(Multiple Choice)
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_____ tests assess main facets such as verbal comprehension, quantitative ability, and reasoning ability.
(Multiple Choice)
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