Question 1

Discuss how the Civil Rights Act of 1991 and the Americans with Disabilities Act impact the selection process.

Accepted Answer

The Civil Rights Act of 1991 places requ

Question 2

The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.

Accepted Answer

A)  reliability 
B)  validity 
C)  generalizability 
D)  utility 
E)  dependability 
A)  reliability 
B)  validity 
C)  generalizability 
D)  utility 
E)  dependability

Question 3

The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is termed the _____ model.

Accepted Answer

A)  multiple-hurdle 
B)  norming 
C)  compensatory 
D)  behavior description 
E)  situational 
A)  multiple-hurdle 
B)  norming 
C)  compensatory 
D)  behavior description 
E)  situational

Question 4

Which of the following is true about a well-planned interview?

Accepted Answer

A)  It should address subjective matters. 
B)  It should specifically measure the individual's skills. 
C)  It should focus on the job and the organization. 
D)  It should be non-standardized and non-structured. 
E)  It should focus on measuring the individual's abilities. 
A)  It should address subjective matters. 
B)  It should specifically measure the individual's skills. 
C)  It should focus on the job and the organization. 
D)  It should be non-standardized and non-structured. 
E)  It should focus on measuring the individual's abilities.

Question 5

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Accepted Answer

A) True 
 B)False

Question 6

_____ tests are sometimes called "intelligence tests."

Accepted Answer

A)  Achievement 
B)  Psychomotor 
C)  Adaptability 
D)  Cognitive ability 
E)  Endurance 
A)  Achievement 
B)  Psychomotor 
C)  Adaptability 
D)  Cognitive ability 
E)  Endurance

Question 7

A construction firm is in need of a construction superintendent,whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.The firm administers a construction-error recognition test,where an applicant enters a shed that has 25 construction errors and where he/she is asked to record as many of these problems as can be detected.What type of validity is being established in this case?

Accepted Answer

A)  Concurrent validity 
B)  Construct validity 
C)  Content validity 
D)  Representative validity 
E)  Predictive 
A)  Concurrent validity 
B)  Construct validity 
C)  Content validity 
D)  Representative validity 
E)  Predictive

Question 8

In a behavior description interview,the interviewer asks the candidate how he or she handled a type of situation in the past.

Accepted Answer

A) True 
 B)False

Question 9

The process through which organizations make decisions about who will or will not be allowed to join the organization is referred to as _____.

Accepted Answer

A)  recruitment 
B)  job analysis 
C)  forecasting 
D)  trend analysis 
E)  personnel selection 
A)  recruitment 
B)  job analysis 
C)  forecasting 
D)  trend analysis 
E)  personnel selection

Question 10

What is race norming?

Accepted Answer

A)  Treating a range of scores as being similar 
B)  Establishing different norms for hiring members of different racial groups 
C)  A legal quota system that protects interests of people with disabilities 
D)  Basing selection decisions on a common norm for all races, regardless of impact 
E)  Use of cognitive tests that discriminate against women and people with disabilities 
A)  Treating a range of scores as being similar 
B)  Establishing different norms for hiring members of different racial groups 
C)  A legal quota system that protects interests of people with disabilities 
D)  Basing selection decisions on a common norm for all races, regardless of impact 
E)  Use of cognitive tests that discriminate against women and people with disabilities

Question 11

Discuss the multiple-hurdle model and the compensatory model of arriving at a personnel selection decision.

Accepted Answer

The multiple-hurdle model is the process

Question 12

What do achievement tests measure?

Accepted Answer

A)  The ability of a person to perform well under pressure 
B)  A person's existing knowledge and skills 
C)  The ability of a person to acquire skills 
D)  The future achievement potential of an individual 
E)  The attitude of an individual 
A)  The ability of a person to perform well under pressure 
B)  A person's existing knowledge and skills 
C)  The ability of a person to acquire skills 
D)  The future achievement potential of an individual 
E)  The attitude of an individual

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

An assessment center:

Accepted Answer

A)  is a place where job applicants for manufacturing jobs undergo physical ability tests. 
B)  conducts a single test for all job applicants to test their technical potential. 
C)  uses multiple selection methods to rate applicants on their management potential. 
D)  is a selection method generally used for unskilled employees. 
E)  has the lowest validity because it combines several assessment methods. 
A)  is a place where job applicants for manufacturing jobs undergo physical ability tests. 
B)  conducts a single test for all job applicants to test their technical potential. 
C)  uses multiple selection methods to rate applicants on their management potential. 
D)  is a selection method generally used for unskilled employees. 
E)  has the lowest validity because it combines several assessment methods.

Question 15

Which act prohibits preferential treatment in favor of minority groups?

Accepted Answer

A)  The Americans with Disabilities Act of 199191 
B)  The Immigration Reform and Control Act of 1986 
C)  The Age Discrimination in Employment Act of 1967 
D)  The Civil Rights Act of 1991 
E)  The Fair Labor Standards Act of 1938 
A)  The Americans with Disabilities Act of 199191 
B)  The Immigration Reform and Control Act of 1986 
C)  The Age Discrimination in Employment Act of 1967 
D)  The Civil Rights Act of 1991 
E)  The Fair Labor Standards Act of 1938

Question 16

Predictive validation is less time consuming and the easiest to administer.

Accepted Answer

A) True 
 B)False

Question 17

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

Accepted Answer

A) True 
 B)False

Question 18

Which type of interview allows the interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths,weaknesses,career goals,and work experience?

Accepted Answer

A)  Behavioral 
B)  Situationa 
C)  Nondirective 
D)  Structured 
E)  Computerized 
A)  Behavioral 
B)  Situationa 
C)  Nondirective 
D)  Structured 
E)  Computerized

Question 19

The use of a neutral-appearing selection method that damages a protected group is _____.

Accepted Answer

A)  legal if the employer has a turnover of less than $100,000 
B)  legal if the company using the selection method has 100 or more employees 
C)  legal if the employer can show that there is a business necessity for using that method 
D)  illegal and prohibited under all circumstances 
E)  legal if the company using the selection method operates in the software industry 
A)  legal if the employer has a turnover of less than $100,000 
B)  legal if the company using the selection method has 100 or more employees 
C)  legal if the employer can show that there is a business necessity for using that method 
D)  illegal and prohibited under all circumstances 
E)  legal if the company using the selection method operates in the software industry

Question 20

Which of the following is true about cognitive ability tests?

Accepted Answer

A)  They are especially valid for jobs requiring adaptability. 
B)  They are relatively expensive compared to the other tests. 
C)  They measure strength, endurance, psychomotor abilities, and other physical abilities. 
D)  They are free from legal complications. 
E)  They are especially valid for simple jobs. 
A)  They are especially valid for jobs requiring adaptability. 
B)  They are relatively expensive compared to the other tests. 
C)  They measure strength, endurance, psychomotor abilities, and other physical abilities. 
D)  They are free from legal complications. 
E)  They are especially valid for simple jobs.

Discuss how the Civil Rights Act of 1991 and the Americans with Disabilities Act impact the selection process.

The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.

The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is termed the _____ model.

Which of the following is true about a well-planned interview?

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

_____ tests are sometimes called "intelligence tests."

In a behavior description interview,the interviewer asks the candidate how he or she handled a type of situation in the past.

The process through which organizations make decisions about who will or will not be allowed to join the organization is referred to as _____.

What is race norming?

Discuss the multiple-hurdle model and the compensatory model of arriving at a personnel selection decision.

What do achievement tests measure?

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

An assessment center:

Which act prohibits preferential treatment in favor of minority groups?

Predictive validation is less time consuming and the easiest to administer.

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

Which type of interview allows the interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths,weaknesses,career goals,and work experience?

The use of a neutral-appearing selection method that damages a protected group is _____.

Which of the following is true about cognitive ability tests?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

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Exam 6: Selecting Employees and Placing Them in Jobs

Discuss how the Civil Rights Act of 1991 and the Americans with Disabilities Act impact the selection process.

The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.

The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is termed the _____ model.

Which of the following is true about a well-planned interview?

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

_____ tests are sometimes called "intelligence tests."

In a behavior description interview,the interviewer asks the candidate how he or she handled a type of situation in the past.

The process through which organizations make decisions about who will or will not be allowed to join the organization is referred to as _____.

What is race norming?

Discuss the multiple-hurdle model and the compensatory model of arriving at a personnel selection decision.

What do achievement tests measure?

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

An assessment center:

Which act prohibits preferential treatment in favor of minority groups?

Predictive validation is less time consuming and the easiest to administer.

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

Which type of interview allows the interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths,weaknesses,career goals,and work experience?

The use of a neutral-appearing selection method that damages a protected group is _____.

Which of the following is true about cognitive ability tests?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters