Deck 1: An Introduction to Selection

Question 1

A promotion decision is a selection decision.

Answer 1

True

Question 2

An assumption in selection is that applicants possess different amounts of WRCs that are necessary for job performance.

Answer 2

True

Question 3

A person's ability is a function of two organizational practices: selection and training.

Answer 3

True

Question 4

Selection is more closely related to recruitment than it is to the other HRM programs.

Question 5

Empirical validation takes the data produced by the judgments of workers and managers and uses them to determine the relationship between the selection test and job performance.

Question 6

The starting point in the selection process is job analysis.

Question 7

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Question 8

Testing of an applicant's skills and abilities reveals how much training the person will need.

Question 9

An application form is a good way to collect detailed information on applicant WRCs.

Question 10

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Question 11

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

Question 12

Information as to what constitutes successful job performance is used to identify s that a worker should possess.

Question 13

The usefulness of the selection decision should be viewed in terms of its effects over time.

Question 14

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Question 15

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

Question 16

The systematic collection of information from applicants is basically the same regardless of the position that is being filled.

Question 17

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

Question 18

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Question 19

Selection occurs only in the context of a first position for a new employee.

Question 20

Including knowledge requirements in a job listing will help limit applicants to those with the requisite knowledge.

Question 21

Selection and staffing are two terms that describe the same thing.

Question 22

The purpose of recruiting is

A)to increase the success rate of the selection process by increasing the number of total applicants (both qualified and unqualified).
B)to meet the organization's legal and social obligation by establishing minority quotas.
C)to increase the pool of candidates regardless of cost.
D)to attract people and increase the probability that they will accept a position if it is offered.

Question 23

Evidence-based management is a term that means managing by translating principles based on academic theory into management practice.

Question 24

Selection and __________ interact.

A)training
C)performance appraisal
B)recruitment
D)compensation

Question 25

The greater the amount of accurate data obtained, the higher the probability of making an accurate selection decision.

Question 26

One benefit of internet-based selection measures is that all electronic devices present the same message in the same format.

Question 27

KSA is an acronym used in selection that refers to

A)knowledge, skills, assets
C)knowledge, skills, abilities
B)knowledge, style, availability
D)knowledge, style, abilities

Question 28

Knowledge of selection is an essential foundation for staffing.

Question 29

Quantitative data is useful in selection because numbers facilitate the comparison of people.

Question 30

Hiring refers to

A)offers of employment that are given with no evaluation of the applicant's job-related qualifications.
B)identifying KSAs.
C)negotiations that take place simultaneously with selection.
D)the whole selection process.

Question 31

Organization specialists have determined that an individual employee's work performance is a function of two factors:

A)ability and training
C)ability and effort
B)effort and training
D)motivation and job satisfaction

Question 32

One problem with internet-based selection measures is that there are differences among individuals in their ability to operate electronic devices.

Question 33

Selection is most closely related to which of the following HRM programs?

A)initial training
C)job performance measurement
B)compensation
D)recruitment

Question 34

A selection program should focus on all of the variables that influence performance.

Question 35

Selection is important because:

A)It is related to performance
C)It is related to innovation
B)It is related to customer satisfaction
D)All of these are correct

Question 36

Factors other than WRCs should come into play only before applicants have been measured on the selection devices and a group has been identified as being appropriate for the job.

Question 37

The purpose of validation is to provide evidence that data from the selection instruments are related to successful job performance.

Question 38

An offer extended without collecting and evaluating information about an individual is called

A)selection
C)position filing
B)hiring
D)satisficing

Question 39

When we refer to selection in HRM, we mean

A)the process of hiring people to fill vacancies.
B)obtaining information about the applicants' lives so we can pick the best.
C)the process of collecting and evaluating information about an individual in order to extend an offer of employment.
D)eliminating from the applicant pool those people who are not qualified to perform the job.

Question 40

Why are promotion decisions often viewed as a different SHRM function than selection?

A)Entirely different procedures are used for promotion than for selection.
B)Different people make selection decisions than those making promotion decisions.
C)Promotion decisions are often reached without using the formal testing devices that characterize external selection.
D)More information is available about applicants in selection decisions than is available about candidates for promotion decisions.

Question 41

The main purpose of selection is:

A)To identify applicants who will accept the job.
B)To identify applicants who will be successful on the job.
C)To compare applicants.
D)none of the above.

Question 42

A study on the effects of staffing and training on firm productivity and profit growth before and after the Great Recession concluded:

A)Firms that more effectively selected and trained employees outperformed competitors.
B)Selection was more important for postrecession recovery
C)Training was important for prerecession profitability.
D)The study concluded that all of these conclusions were true

Question 43

Which of the following statements concerning promotion is correct?

A)Candidates for promotion are external to the firm
B)Candidates for promotion are internal to the firm
C)Candidates for promotion are well qualified
D)Candidates for promotion can be both internal and external to the firm

Question 44

Why is selection more closely related to recruitment than it is to other personnel/human resource management areas?

A)Recruitment and selection are both concerned with placing individuals into jobs.
B)Recruitment is concerned with hiring employees in sufficient numbers.
C)Recruitment and selection are both concerned with processing data about the applicant.
D)Recruitment and selection are both concerned with external labor market factors.

Question 45

__________ is not a step in the development of selection programs.

A)Validation of assessment devices
B)Job analysis
C)Administering an employment test
D)Identification of knowledge, skills, and abilities necessary for the job

Question 46

Because the applicants for initial jobs are all external to the organization, selection programs are usually

A)random.
B)subjective.
C)formalized.
D)arbitrary.

Question 47

Job analysis is the __________ step in the selection process.

A)last
C)first
B)middle
D)first and last

Question 48

Using __________ and __________ the HR specialist must identify the WRCs and other employee characteristics that a worker should possess to perform the job successfully.

A)assessment devices; job analysis
B)job analysis information; job performance data
C)job performance data; assessment devices
D)validation data; job analysis

Question 49

Which of the following is NOT a method of external recruitment?

A)media ads
B)posting jobs on bulletin boards throughout the workplace
C)Internet job postings
D)employment agencies

Question 50

Methods of internal recruitment include all of the following EXCEPT

A)job postings in the local media.
B)announcements by managers higher in the organization than the open position.
C)requests for nominations from managers and/or employees.
D)bulletin board job postings.

Question 51

Assessment devices should be able to

A)group applicants by KSAs.
B)organize information on applicants.
C)differentiate among applicants.
D)stand the test of time.

Question 52

The amount of training required will depend on an applicant's :

A)Personality characteristics
B)The organization's system
C)The applicant's skills and abilities
D)None of these is correct.

Question 53

Place the following steps in the development of selection programs in order: i.Identification of relevant job performance dimensions
Ii)Job analysis
Iii)Identification of knowledge, skills, and abilities necessary for job
Iv)Development of assessment devices
V)Validation of assessment devices
Vi)Use of assessment devices in processing applicants

A)i, ii, iii, iv, v, vi
C)ii, i, iii, iv, v, vi
B)ii, i, iii, v, iv, vi
D)i, iii, ii, v, iv, vi

Question 54

What is the first step in the development of selection programs?

A)testing applicants to see if they are able to do the job
B)identifying the knowledge, skills, and abilities necessary for the job
C)conducting a job analysis which should be descriptive of the tasks, activities, results, environment, etc., that characterize the job
D)advertising of the job opening

Question 55

The development of a selection program should begin with:

A)Recruitment
B)Job analysis information
C)Performance measures
D)Identifying WRCs

Question 56

Which of the following is NOT a part of recruiting that an organization can control?

A)recruiting sources
C)content of recruitment message
B)recruiting budget
D)applicant impression of the organization

Question 57

The last step in the selection process is

A)gathering useful information about the nature of the job.
B)identifying major aspects of performance on the job.
C)use of assessment devices in the processing of applicants.
D)assessing an applicant's knowledge, skills, and abilities necessary to do the job.

Question 58

The probability of making an accurate selection decision is higher when

A)the number of applicants is large.
B)decision makers have a greater amount of accurate data.
C)the applicant pool is diverse.
D)hiring for an initial position.

Question 59

The purpose of __________ is to measure the different WRCs necessary for job performance.

A)the preliminary interview
C)assessment devices
B)job analysis
D)validation

Question 60

Work-Related Characteristics are the same as:

A)Work requirements.
B)Worker attributes.
C)Job requirements.
D)All of these.

Question 61

____________ systematically takes the data produced by the judgments of workers and managers and uses them to determine the relationship between selection the selection test and job performance.

A)Content validation
C)Empirical validation
B)Construct validation
D)Process validation

Question 62

The purpose of __________ is to provide evidence that data from the selection instruments are related to job performance.

A)reliability testing
C)validation
B)the selection interview
D)internal recruitment

Question 63

Validation of selection procedures is important because

A)it tells us if we evaluated the individual well.
B)it focuses on the collection and evaluation of information to determine whether the worker characteristics thought to be important are in fact related to successful job performance.
C)it compares evaluations of prospective employees and identifies the best.
D)it compares evaluations of prospective employees and identifies the best.

Question 64

Application blanks, biographical data forms, and reference checks are all forms of

A)job analysis techniques.
C)assessment devices.
B)performance appraisal techniques.
D)validation devices.

Question 65

Which of the following involves taking data produced by the judgments of workers and managers and using them to determine the relationship between the selection test and job performance?

A)Content validation
C)Empirical validation
B)Construct validation
D)Process validation

Question 66

Work performance is affected by

A)supervisory methods.
C)goal-setting procedures.
B)feedback methods.
D)all of the above.