Question 1

Which of the following holds good under the Immigration Reform and Control Act of 1986?

Accepted Answer

A)  Employers must verify and maintain records on the legal rights of applicants to work in the United States. 
B)  Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years. 
C)  Employers can pay lower wages to the immigrant workers. 
D)  Employers must verify the legal age of employees who do not hold American citizenship. 
E)  Employers are allowed to discriminate against persons on the basis of citizenship status. 
A)  Employers must verify and maintain records on the legal rights of applicants to work in the United States. 
B)  Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years. 
C)  Employers can pay lower wages to the immigrant workers. 
D)  Employers must verify the legal age of employees who do not hold American citizenship. 
E)  Employers are allowed to discriminate against persons on the basis of citizenship status.

Question 2

Which of the following is true about content validity?

Accepted Answer

A)  It is usually measured on the basis of expert judgment. 
B)  It indicates how free a measurement is from random errors. 
C)  It is most suitable for tests that measure abstract qualities. 
D)  A test that scores high on content validity tends to score low on generalizability. 
E)  It is useful for tests that measure intelligence and leadership quality. 
A)  It is usually measured on the basis of expert judgment. 
B)  It indicates how free a measurement is from random errors. 
C)  It is most suitable for tests that measure abstract qualities. 
D)  A test that scores high on content validity tends to score low on generalizability. 
E)  It is useful for tests that measure intelligence and leadership quality.

Question 3

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 4

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____.

Accepted Answer

A)  reliable. 
B)  generalizable. 
C)  practical. 
D)  utilitarian. 
E)  dependable. 
A)  reliable. 
B)  generalizable. 
C)  practical. 
D)  utilitarian. 
E)  dependable.

Question 5

Methods that provide economic value greater than the cost of using them are said to have _____.

Accepted Answer

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

Question 6

Which of the following is an impermissible question for job applications and interviews?

Accepted Answer

A)  What is your full name? 
B)  Have you ever been convicted of a crime? 
C)  What was your major in college? 
D)  Do you have any disabilities? 
E)  Can you meet the requirements of the work schedule? 
A)  What is your full name? 
B)  Have you ever been convicted of a crime? 
C)  What was your major in college? 
D)  Do you have any disabilities? 
E)  Can you meet the requirements of the work schedule?

Question 7

_____ 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 8

To test the validity of the selection test for advanced widget designers,Correll-Techno Inc.administers the test to the present widget makers in the company.The test results are then compared with the employees' latest performance appraisal scores.In this instance,what type of validation does Correll-Techno implement?

Accepted Answer

A)  Predictive validation 
B)  Concurrent validation 
C)  Content validation 
D)  Construct validation 
E)  Diagnostic validation 
A)  Predictive validation 
B)  Concurrent validation 
C)  Content validation 
D)  Construct validation 
E)  Diagnostic validation

Question 9

Martha Stevens is the HR manager of C-Soft Inc.,a software company located in New York.She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.According to this validation,Martha must administer the test to _____.

Accepted Answer

A)  at least half the present computer technicians in C-Soft 
B)  people doing similar jobs in other companies 
C)  people applying for computer technician jobs in C-Soft 
D)  only current computer technicians in C-Soft who are performing at acceptable levels 
E)  a random selection of computer technicians currently employed at C-Soft 
A)  at least half the present computer technicians in C-Soft 
B)  people doing similar jobs in other companies 
C)  people applying for computer technician jobs in C-Soft 
D)  only current computer technicians in C-Soft who are performing at acceptable levels 
E)  a random selection of computer technicians currently employed at C-Soft

Question 10

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

Accepted Answer

A) True 
 B)False

Question 11

What are the two broad categories of employment tests?

Accepted Answer

Employment tests fall into two broad cat

Question 12

Traditional job interviews have demonstrated low validity and reliability,and they are a relatively expensive method of personnel selection.Recommend steps organizations can take to avoid these pitfalls.

Accepted Answer

In order to avoid the pitfalls of using

Question 13

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 14

Why are drug tests a controversial component of the personnel selection process? What are some of the ways in which organizations can avoid problems associated with drug testing?

Accepted Answer

Drug tests are controversial for several

Question 15

Race norming refers to establishing different norms for hiring members of different racial groups.

Accepted Answer

A) True 
 B)False

Question 16

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 17

A(n)_____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.

Accepted Answer

A)  in-basket 
B)  fitness-for-duty 
C)  behavior description 
D)  nondirective 
E)  unstructured 
A)  in-basket 
B)  fitness-for-duty 
C)  behavior description 
D)  nondirective 
E)  unstructured

Question 18

Define what is meant by reliability,validity,and utility in the employment selection context.

Accepted Answer

Reliability is the extent to which a mea

Question 19

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his/her résumé from an on-line job site.

Accepted Answer

A) True 
 B)False

Question 20

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

Which of the following holds good under the Immigration Reform and Control Act of 1986?

Which of the following is true about content validity?

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

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____.

Methods that provide economic value greater than the cost of using them are said to have _____.

Which of the following is an impermissible question for job applications and interviews?

_____ tests are sometimes called "intelligence tests."

Martha Stevens is the HR manager of C-Soft Inc.,a software company located in New York.She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.According to this validation,Martha must administer the test to _____.

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

What are the two broad categories of employment tests?

Traditional job interviews have demonstrated low validity and reliability,and they are a relatively expensive method of personnel selection.Recommend steps organizations can take to avoid these pitfalls.

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

Why are drug tests a controversial component of the personnel selection process? What are some of the ways in which organizations can avoid problems associated with drug testing?

Race norming refers to establishing different norms for hiring members of different racial groups.

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

A(n)_____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.

Define what is meant by reliability,validity,and utility in the employment selection context.

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his/her résumé from an on-line job site.

Which act prohibits preferential treatment in favor of minority groups?

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

Exam 6: Selecting Employees and Placing Them in Jobs

Which of the following holds good under the Immigration Reform and Control Act of 1986?

Which of the following is true about content validity?

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

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____.

Methods that provide economic value greater than the cost of using them are said to have _____.

Which of the following is an impermissible question for job applications and interviews?

_____ tests are sometimes called "intelligence tests."

Martha Stevens is the HR manager of C-Soft Inc.,a software company located in New York.She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.According to this validation,Martha must administer the test to _____.

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

What are the two broad categories of employment tests?

Traditional job interviews have demonstrated low validity and reliability,and they are a relatively expensive method of personnel selection.Recommend steps organizations can take to avoid these pitfalls.

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

Why are drug tests a controversial component of the personnel selection process? What are some of the ways in which organizations can avoid problems associated with drug testing?

Race norming refers to establishing different norms for hiring members of different racial groups.

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

A(n)_____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.

Define what is meant by reliability,validity,and utility in the employment selection context.

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his/her résumé from an on-line job site.

Which act prohibits preferential treatment in favor of minority groups?

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