Question 1

An employee will most likely seek a lateral move when he or she wants to
A)get closer to his or her ultimate goal, which is to become the CEO of the company.
B)have more influence on the development of a new product he or she has been working on.
C)receive a higher salary to afford a summer home on the ocean.
D)be transferred to a branch office in another location to be closer to family.

Accepted Answer

A lateral move is often sought for personal reasons, such as being closer to family, rather than for career advancement or financial gain.

Question 2

The classroom instruction that focuses on allowing trainees to either directly participate in or watch others perform actual job activities in a simulated setting is called
A)role-playing.
B)validity testing.
C)reliability testing.
D)orientation.

Accepted Answer

Role-playing involves trainees participating in or observing job activities in a simulated environment to learn and practice skills.

Question 3

Larry interviews a series of job applicants and asks each applicant whatever he feels like asking without trying to ask all of the applicants the same questions. This is known as a(n)________ interview.
A)structured
B)realistic job
C)unstructured
D)situational

Accepted Answer

An unstructured interview is one where the interviewer does not follow a predetermined set of questions, allowing for more spontaneous and varied questioning.

Question 4

The degree to which a test generates a similar score each time it is administered to a job applicant is known as the ________ of the test.
A)validity
B)recruitment ability
C)stability
D)reliability

Accepted Answer

Reliability refers to the consistency of a test in producing similar scores across different administrations.

Question 5

Tests that assess the skills of a job applicant that are necessary for the successful performance of a job are known as ________ tests.
A)stress management
B)ability
C)structured interview
D)performance

Accepted Answer

Ability tests are designed to assess the skills and competencies necessary for successful job performance.

Question 6

Tests that measure the personal characteristics of job applicants that are relevant to successful performance on the job are known as ________ tests.
A)ability
B)structured interview
C)performance
D)personality

Accepted Answer

Personality tests assess personal characteristics and traits that are relevant to job performance, such as conscientiousness, agreeableness, and emotional stability.

Question 7

Quest Motors asks applicants for assembly-line positions to complete a computer exercise on their reading and mathematical skills in order to determine if they have the mental aptitude necessary to do these types of jobs. Quest is utilizing the screening procedure of ________ tests.
A)personality
B)ability
C)situational
D)unstructured

Accepted Answer

Ability tests are designed to assess an individual's mental aptitude or cognitive capabilities, such as reading and mathematical skills, which are relevant for performing specific job tasks.

Question 8

Karen is a manager in a large restaurant chain, and she wants to use situational interview questions while interviewing server candidates. As a result, Karen decides to ask
A)"What do you think are your strengths and weaknesses as a server?"
B)"What was a challenge you faced during your last job as a server?"
C)"What do you like most about being a server? What do you like least?"
D)"What would you do if a customer wanted to be seated away from small children?"

Accepted Answer

Situational interview questions ask candidates to describe how they would handle a specific situation, which helps assess their problem-solving and decision-making skills. Option D is a situational question.

Question 9

A manager engages in personality testing by requiring all job applicants to complete
A)the tasks that they would do if they were hired.
B)a quiz that indicates numerical or reading comprehension skills.
C)feats of dexterity and stamina that would be unsafe to practice on the job.
D)a questionnaire that indicates whether they are an extrovert or introvert.

Accepted Answer

Personality testing typically involves questionnaires designed to assess traits such as extroversion or introversion, rather than skills or physical abilities.

Question 10

A manager administers a performance test requiring all applicants for a secretarial position to
A)solve five math problems without a calculator in a short amount of time.
B)take a quiz that measures verbal aptitude.
C)role-play a situation in which they deal with a hostile client.
D)type a 1,000-word report to determine their error rate and typing speed.

Accepted Answer

Typing a report to determine error rate and typing speed is directly relevant to the skills required for a secretarial position, which often involves typing and document preparation.

Question 11

A manager attempting to select a test for a job applicant that will be a good predictor of the applicant's performance on the job should be primarily concerned with the ________ of the test.
A)validity
B)stability
C)reliability
D)compatibility

Accepted Answer

Validity refers to how well a test measures what it is intended to measure. In this context, it indicates how well the test predicts job performance.

Question 12

Darren, a job applicant seeking a position in an organization is asked to furnish written letters from former supervisors about the quality of his work performance. This applicant is being asked to provide
A)references.
B)unstructured interviews.
C)personality characteristics.
D)citations.

Accepted Answer

References are written letters from former supervisors or employers that discuss the quality of an applicant's work performance.

Question 13

Tests that measure a job applicant's performance on actual tasks of the job are known as ________ tests.
A)physical ability
B)paper-and-pencil
C)personality
D)performance

Accepted Answer

Performance tests measure a job applicant's ability to perform actual tasks related to the job.

Question 14

You are the manager of human resources for OpenSpaces, Inc., a land survey company that often surveys rugged, mountainous terrain. Your company has an opening for a land surveyor. For this job, a candidate needs a college degree in surveying. However, you also want to find out if candidates have certain qualities that will help them excel at the job. The position requires extensive math, good communication skills, and stamina. Considering all of these elements, you focus on ________ to determine which candidate to hire.
A)the interview process, paper-and-pencil personality tests, and paper-and-pencil ability tests
B)references, paper-and-pencil personality tests, and physical ability tests
C)the interview process, paper-and-pencil ability tests, and physical ability tests
D)references, the interview process, and paper-and-pencil ability tests

Accepted Answer

The interview process can assess communication skills, paper-and-pencil ability tests can evaluate math skills, and physical ability tests can measure stamina, all of which are important for the job.

Question 15

When interviewers present a job applicant with a scenario that is likely to occur on the job and ask the applicant how he or she would respond, this type of question is known as a(n)________ interview question.
A)unstructured
B)ad hoc
C)situational
D)personality

Accepted Answer

This type of question is known as a situational interview question, where the applicant is asked to describe how they would handle a specific job-related scenario.

Question 16

Prior to designing a training and development program for managers, a human resource specialist attempts to determine which managers require training and what types of skills and knowledge these managers require to develop. This process is known as
A)job validation.
B)RJP validation.
C)recruitment.
D)needs assessment.

Accepted Answer

Needs assessment is the process of identifying the gap between current and desired performance levels, determining which managers require training, and what specific skills and knowledge they need to develop.

Question 17

General Motors tests applicants for autoworker positions on their mechanical dexterity in an attempt to determine if they have the capability to perform an assembly-line job. This is an example of ________ testing.
A)physical ability
B)personality
C)situational
D)unstructured

Accepted Answer

This is an example of physical ability testing, as it assesses the mechanical dexterity required for performing tasks on an assembly line.

Question 18

Lucia calls a former college professor and asks him to write a letter to her prospective employer commenting on her classroom performance. This is an example of
A)references.
B)recruiting.
C)selection.
D)performance testing.

Accepted Answer

Lucia is asking her former professor to provide a reference regarding her past performance, which is typically used by employers to assess a candidate's qualifications and suitability for a position.

Question 19

The degree to which a test measures what it is supposed to measure is called the ________ of the test.
A)reliability
B)validity
C)consistency
D)utility

Accepted Answer

Validity refers to the degree to which a test measures what it is supposed to measure.

Question 20

All of the job applicants for a sales position are asked "What would you do when a customer complains that it takes too long to receive service?" This type of question is known as a(n)________ interview question.
A)unstructured
B)situational
C)personality
D)ad hoc

Accepted Answer

Situational interview questions ask candidates to describe how they would handle specific work-related situations, such as dealing with customer complaints about service delays.

Quiz 12: Building and Managing Human Resources

An employee will most likely seek a lateral move when he or she wants to

The classroom instruction that focuses on allowing trainees to either directly participate in or watch others perform actual job activities in a simulated setting is called

Larry interviews a series of job applicants and asks each applicant whatever he feels like asking without trying to ask all of the applicants the same questions. This is known as a(n) ________ interview.

The degree to which a test generates a similar score each time it is administered to a job applicant is known as the ________ of the test.

Tests that assess the skills of a job applicant that are necessary for the successful performance of a job are known as ________ tests.

Tests that measure the personal characteristics of job applicants that are relevant to successful performance on the job are known as ________ tests.

Quest Motors asks applicants for assembly-line positions to complete a computer exercise on their reading and mathematical skills in order to determine if they have the mental aptitude necessary to do these types of jobs. Quest is utilizing the screening procedure of ________ tests.

Karen is a manager in a large restaurant chain, and she wants to use situational interview questions while interviewing server candidates. As a result, Karen decides to ask

A manager engages in personality testing by requiring all job applicants to complete

A manager administers a performance test requiring all applicants for a secretarial position to

A manager attempting to select a test for a job applicant that will be a good predictor of the applicant's performance on the job should be primarily concerned with the ________ of the test.

Darren, a job applicant seeking a position in an organization is asked to furnish written letters from former supervisors about the quality of his work performance. This applicant is being asked to provide

Tests that measure a job applicant's performance on actual tasks of the job are known as ________ tests.

When interviewers present a job applicant with a scenario that is likely to occur on the job and ask the applicant how he or she would respond, this type of question is known as a(n) ________ interview question.

Prior to designing a training and development program for managers, a human resource specialist attempts to determine which managers require training and what types of skills and knowledge these managers require to develop. This process is known as

General Motors tests applicants for autoworker positions on their mechanical dexterity in an attempt to determine if they have the capability to perform an assembly-line job. This is an example of ________ testing.

Lucia calls a former college professor and asks him to write a letter to her prospective employer commenting on her classroom performance. This is an example of

The degree to which a test measures what it is supposed to measure is called the ________ of the test.

All of the job applicants for a sales position are asked "What would you do when a customer complains that it takes too long to receive service?" This type of question is known as a(n) ________ interview question.