Exam 6: Selection

One popular procedure that uses a variety of tools for assessing a candidate's future job behaviour and managerial performance potential that is employed by some organizations in the selection process is

(Multiple Choice)

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Question 161

When using the weighted application blank technique,weights are assigned in accordance with the predictive power of each item so that a total "____________________" can be calculated for each job applicant.

(Short Answer)

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Question 162

Many organizations have done away with a medical test for job applicants because of the possibility of facing charges of discrimination under various human rights acts.

(True/False)

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Question 163

Employment tests are only one of several techniques used in the selection process because they are limited to factors that can be tested and validated easily.Other items,not measurable through testing,may be equally important.

(True/False)

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Question 164

Empirical approaches to determine the test validation include validity and validity.

(Short Answer)

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Question 165

__________ are not valid reasons for continuing to use irrelevant predictors in the selection process.

(Short Answer)

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Question 166

The fact that a test is reliable does not ensure validity.

(True/False)

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Question 167

The hiring decision marks the

(Multiple Choice)

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Question 168

Successful execution of an organization's strategy depends on the calibre of its employees.

(True/False)

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Question 169

Reliability in testing means that any specific test yields consistent results over time.

(True/False)

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Question 170

One study of Canadian companies has indicated that letters of reference are used in the selection process over 75% of the time for all the following classes of employees except

(Multiple Choice)

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Question 171

_____________________________ are cost-effective,and may be particularly valuable for job positions where a large number of applicants apply for a few positions;however,they do not provide any insight into why relationships exist.

(Short Answer)

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Question 172

Behavioural description interviews work on the basis that a person's past behaviour is a good predictor of their future behaviour.

(True/False)

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Question 173

Early integrity test attempts used polygraphs.Despite being such an old form of testing you will occasionally see it used in practice today.

(True/False)

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Question 174

A type of application blank that uses a multiple-choice format to measure a job candidate's education,experiences,opinions,attitudes,and interests is called a(n)

(Multiple Choice)

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Question 175

A benefit of the multiple cutoff approach to hiring is

(Multiple Choice)

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Question 176

Though employment interviews have shortcomings,their one strength is their constant high level of reliability and validity.

(True/False)

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Question 177

Though interviewing is a popular selection technique,interviews do have some shortcomings including

(Multiple Choice)

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Question 178

Differential validity refers to separate test validation studies done for different subgroups such as women or minorities.

(True/False)

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Question 179

The underlying assumption of the multiple hurdle approach is that a high score on one predictor does not compensate for a low score on another.

(True/False)

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Question 180

Showing 161 - 180 of 189

One popular procedure that uses a variety of tools for assessing a candidate's future job behaviour and managerial performance potential that is employed by some organizations in the selection process is

When using the weighted application blank technique,weights are assigned in accordance with the predictive power of each item so that a total "____________________" can be calculated for each job applicant.

Many organizations have done away with a medical test for job applicants because of the possibility of facing charges of discrimination under various human rights acts.

Employment tests are only one of several techniques used in the selection process because they are limited to factors that can be tested and validated easily.Other items,not measurable through testing,may be equally important.

Empirical approaches to determine the test validation include validity and validity.

__________ are not valid reasons for continuing to use irrelevant predictors in the selection process.

The fact that a test is reliable does not ensure validity.

The hiring decision marks the

Successful execution of an organization's strategy depends on the calibre of its employees.

Reliability in testing means that any specific test yields consistent results over time.

One study of Canadian companies has indicated that letters of reference are used in the selection process over 75% of the time for all the following classes of employees except

_____________________________ are cost-effective,and may be particularly valuable for job positions where a large number of applicants apply for a few positions;however,they do not provide any insight into why relationships exist.

Behavioural description interviews work on the basis that a person's past behaviour is a good predictor of their future behaviour.

Early integrity test attempts used polygraphs.Despite being such an old form of testing you will occasionally see it used in practice today.

A type of application blank that uses a multiple-choice format to measure a job candidate's education,experiences,opinions,attitudes,and interests is called a(n)

A benefit of the multiple cutoff approach to hiring is

Though employment interviews have shortcomings,their one strength is their constant high level of reliability and validity.

Though interviewing is a popular selection technique,interviews do have some shortcomings including

Differential validity refers to separate test validation studies done for different subgroups such as women or minorities.

The underlying assumption of the multiple hurdle approach is that a high score on one predictor does not compensate for a low score on another.

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Orientation, Training and Development and Career Planning

Performance Management

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters

Exam 6: Selection

One popular procedure that uses a variety of tools for assessing a candidate's future job behaviour and managerial performance potential that is employed by some organizations in the selection process is

When using the weighted application blank technique,weights are assigned in accordance with the predictive power of each item so that a total "____________________" can be calculated for each job applicant.

Many organizations have done away with a medical test for job applicants because of the possibility of facing charges of discrimination under various human rights acts.

Employment tests are only one of several techniques used in the selection process because they are limited to factors that can be tested and validated easily.Other items,not measurable through testing,may be equally important.

Empirical approaches to determine the test validation include __________ validity and __________ validity.

__________ are not valid reasons for continuing to use irrelevant predictors in the selection process.

The fact that a test is reliable does not ensure validity.

The hiring decision marks the

Successful execution of an organization's strategy depends on the calibre of its employees.

Reliability in testing means that any specific test yields consistent results over time.

One study of Canadian companies has indicated that letters of reference are used in the selection process over 75% of the time for all the following classes of employees except

_____________________________ are cost-effective,and may be particularly valuable for job positions where a large number of applicants apply for a few positions;however,they do not provide any insight into why relationships exist.

Behavioural description interviews work on the basis that a person's past behaviour is a good predictor of their future behaviour.

Early integrity test attempts used polygraphs.Despite being such an old form of testing you will occasionally see it used in practice today.

A type of application blank that uses a multiple-choice format to measure a job candidate's education,experiences,opinions,attitudes,and interests is called a(n)

A benefit of the multiple cutoff approach to hiring is

Though employment interviews have shortcomings,their one strength is their constant high level of reliability and validity.

Though interviewing is a popular selection technique,interviews do have some shortcomings including

Differential validity refers to separate test validation studies done for different subgroups such as women or minorities.

The underlying assumption of the multiple hurdle approach is that a high score on one predictor does not compensate for a low score on another.

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Orientation, Training and Development and Career Planning

Performance Management

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters

Empirical approaches to determine the test validation include validity and validity.