Deck 10: Internal Selection

Question 1

The incremental validity of assessment centers in predicting performance is relatively small.

Answer 1

True

Question 2

One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases.

Answer 2

True

Question 3

In internal selection,managers tend to overemphasize subjective opinions about job candidates,with a consequent increase in decisions with low validity.

Answer 3

True

Question 4

When identifying and developing the KSAOs for a given position is concerned,there is a trend for organizations to rely upon the input of managers who are at a higher level in the organization than the level of the immediate supervisor of the position being filled.

Question 5

Selection plans for internal selection do not need to be as detailed as those for external recruitment.

Question 6

According to the findings of available research,the reliability and validity of peer assessments in predicting job performance has been found to be low.

Question 7

In evaluating the effectiveness of predictors for internal selection methods,validity refers to the strength of the relationship between the predictor and job performance.

Question 8

As distinguished from the roles of "coach" and "sponsor," the role of "mentor" involves the higher level manager becoming more personally responsible for the success of the employee being assisted.

Question 9

An advantage of peer assessments is that they reduce personal bias in the rating of internal job candidates.

Question 10

Many organizations continue to reply upon closed rather than open internal recruitment systems.

Question 11

Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle,and in terms of the relevance of data about past job experiences.

Question 12

Seniority is a highly valid method for internal selection.

Question 13

One advance over the simple use of performance ratings is to review past performance records more thoroughly,including an evaluation of various dimensions of performance that are particularly relevant to job performance.

Question 14

Experience is better suited to predict long-term rather than short-term potential.

Question 15

Experience refers to length of service or tenure with a job,department or organization.

Question 16

One possible predictor of future job performance is past job performance.

Question 17

In a seniority system where the seniority system is the department,someone with 5 years departmental seniority and 8 years organizational seniority would be promoted over someone with 6 years departmental seniority and six years organizational seniority.

Question 18

The validity of experience is higher than seniority for internal selection.

Question 19

Job knowledge tests hold great promise as a predictor of job performance.

Question 20

Seniority and experience are among the most prevalent methods of internal selection.

Question 21

A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.

Question 22

Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.

Question 23

There is a one best selection method to narrow down the candidate list to finalists.

Question 24

Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.

Question 25

An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda,reports,and other items requiring responses.

Question 26

In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position,it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.

Question 27

The "Peter Principle" says that individuals rise to their highest level of incompetence.

Question 28

Assessment centers tend to generate positive reactions from participants.

Question 29

There is no one single best selection method to narrow down the candidate list to finalists.

Question 30

A traditional skills inventory is a listing of the KSAOs held by only the most senior employees in the organization.

Question 31

Where assessment centers are concerned,research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase.

Question 32

If,during an interview simulation,a job candidate is required to solicit information from the interviewer in order to solve a problem,this is most likely a "role play" type interview simulation.

Question 33

Self assessments written by job candidates,are useful,even though job applicants tend to under-rate themselves.

Question 34

In-basket exercises are the most commonly used exercises in assessment centers.

Question 35

One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.

Question 36

Internal selection is the assessment and evaluation of employees from within the organization.

Question 37

Developmental programmes to impart KSAOs to aspiring employees include committee assignments and training.

Question 38

Internal selection includes screening,assessment,evaluation,hiring and demotion of internal candidates from within the organization.

Question 39

Personality tests are used to predict the success of employees in overseas assignments.

Question 40

When using assessment centers to predict job performance,available research has shown an average validity coefficient of .37,which should be considered a low level of validity.

Question 41

An important advantage of peer assessments is _________.

A)lower probability of bias in the assessment
B)greater clarity in the criteria for assessment
C)enhanced employee morale through the fostering of a competitive spirit
D)greater knowledge of the applicants' KSAOs

Question 42

Which of the following is true regarding performance appraisals and internal selection?

A)It is illegal for organizations to use performance appraisals as a basis for internal selection decisions.
B)Performance appraisals have no validity.
C)Performance appraisals have no reliability.
D)Performance appraisals are readily available in organizations.

Question 43

Which of the following can be used to support the assessment of employees for global assignments?

A)Personality tests
B)Simulations
C)Interviews
D)All of the above

Question 44

The validity of assessment centers as a method for internal selection is approximately __________.

A)00
B)10-.20
C)30-.40
D)50-.60

Question 45

Having a job applicant do an oral presentation as part of the interview is a good tool to assess interpersonal skills.

Question 46

If the selection objective is to assess a candidate's ability to make a coherent.persuasive report about the organization's annual results before a group of top managers,the best interview simulation to make this assessment would be a(n)______.

A)assessment center
B)in-basket exercise
C)role play
D)oral presentation

Question 47

In comparing internal selection with external selection,an advantage of internal selection is that _______.

A)internal selection requires few procedures to locate and screen viable job candidates
B)internal selection presents fewer dangers of incurring legal liability than external selection
C)information about internal candidates tends to be more verifiable than information about external candidates
D)there is less need to use multiple predictors in assessing internal candidates than with external candidates

Question 48

Which of the following factors is the most relevant to the theory behind assessment centers?

A)Prediction of the individual's behavior in critical roles through assessment by multiple methods.
B)Matching applicants to KSAOs required by the joB.
C)Shortening the period of time needed to complete an assessment for a managerial position.
D)Substituting HR assessors for line management assessors.

Question 49

Which of the following statements about various methods of managerial sponsorship is false?

A)A "coach" is available to the person being assisted on and off the job.
B)A coach provides day-to-day feedback.
C)A "mentor" becomes personally responsible for the success of the person being assisted.
D)A "sponsor" actively promotes the person being assisted for advancement opportunities.

Question 50

Within the context of internal selection,an accurate statement about the logic of prediction would be that ____________.

A)the logic of prediction can be applied more precisely for internal selection than for external selection
B)the logic of prediction has identical application for internal and external selection
C)the logic of prediction works better for external selection than for internal selection
D)this concept does not apply to internal selection

Question 51

The use of the case analysis method of assessment is most appropriate for assessing ___________.

A)ability to perform a technical task
B)problem-solFelixg abilities
C)leadership skills
D)social-interactive skills

Question 52

The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.

A)discretionary
B)initial
C)substantive
D)sequential
E)compensatory

Question 53

Which of the following is true regarding seniority?

A)It refers to length of service or tenure.
B)It is closely related to the type of job experience.
C)It is closely related to the quality of job experience.
D)It is a highly valid selection methoD.

Question 54

Where peer assessments are concerned,it would be accurate to say that ______________.

A)peer ratings rely on voting to select the most promotable applicants
B)peer assessments are used for both internal and external applicants
C)peer nominations rely on rank ordering of peers being assessed
D)peer rankings rely on assessments of each applicant using scores on a continuous numerical scale

Question 55

Which of the following is(are)examples of substantive methods for internal selection?

A)Skills inventories
B)Managerial sponsorship
C)Career concepts
D)Performance appraisals

Question 56

Job candidates may spend anywhere from two to five days in Assessment Centres.

Question 57

A job candidate responding to an "in-basket exercise" would most likely be asked to ________.

A)make a simulated visit to a customer location
B)participate in an interview simulation
C)complete a written test to assess KSAOs
D)draft memos to respond to letters received

Question 58

Which of the following assessment methods does not have high reliability?

A)Performance appraisals
B)In-basket exercises
C)Seniority
D)Assessment centers

Question 59

Research on the use of selection and experience as internal selection methods indicates that __________.

A)seniority is a more valid method of internal selection than experience
B)seniority is better suited to predict short-term rather than long-term potential
C)experience is less likely to be content valid if the past or present jobs are similar to the future job
D)experience is unlikely to remedy initial performance difficulties of low ability employees

Question 60

Which of the following assessment methods does not have high validity?

A)Assessment centers
B)Job knowledge tests
C)Seniority
D)Promotability ratings

Question 61

An organization which is committed to shattering the "glass ceiling" should ____________

A)decrease its use of selection plans
B)emphasize the use of traditional assessment methods
C)pay attention to the types of KSAOs needed for advancement
D)undertake programs to raise employees' awareness of general career issues

Question 62

Explain the theory behind assessment centers.

Question 63

Supervisory ratings and informal recommendations ______

A)are newer approaches to assessment of candidates
B)should be avoided
C)determine KSAOs of job applicants
D)are tied to job analysis

Question 64

What steps should be taken by an organization that is committed to shattering the glass ceiling?

Question 65

Internal assessment methods do all of the following except _____

A)screen in applicants who meet minimum qualifications
B)generate a large number of applicants
C)examine skills
D)eliminate use of hunches,feelings and instinct

Question 66

Common characteristics of assessment centres include all of the following except _

A)the time period may be days,rather than hours
B)participants may be involved in exercises
C)peers conduct tests
D)personality tests may be used

Question 67

Explain how internal selection decisions differ from external selection decisions.

Question 68

Evaluate the effectiveness of seniority,assessment centers,and job knowledge as substantive internal selection procedures.

Question 69

Asking job incumbents to evaluate their own skills is ______

A)peer ranking
B)peer nomination
C)self-assessment
D)skills inventory

Question 70

Initial assessment methods include _________

A)job experience
B)job knowledge tests
C)writing exercises
D)customized skill assessment

Question 71

Programmes that the organization should undertake to help aspiring employees to develop their KSAOs include _________

A)self-assessments tests
B)sports programmes
C)committee work
D)external volunteer work

Question 72

The concept which refers to the idea that individuals rise to their lowest level of incompetence is the ______.

A)Peter Principle
B)Promotability Principle
C)Career Concept Principle
D)4/5 Principle

Question 73

Who might be asked to identify and develop the KSAOs of employees?

A)direct supervisor
B)coach
C)sponsor
D)all of the above

Question 74

Describe the three different types of interview simulations.

Question 75

What are the differences between peer ratings,peer nominations,and peer rankings?