Question 1

When deciding whom to hire,the Slowchip Computer Company uses cognitive ability test scores to predict performance,and hires the applicants with the highest predicted performance.This is referred to as a ________ approach.

Accepted Answer

The approach described is a simple regression approach because it uses a single predictor (cognitive ability test scores) to predict an outcome (performance) and makes decisions based on that prediction. Multiple regression would involve multiple predictors, multiple hurdle would involve a series of tests or criteria, and predictive validation is a method to assess the effectiveness of a selection tool, not an approach to selecting candidates based on predicted performance.

Question 2

Amy has recently conducted a validation study; she claims that her selection tests and methods are useful in many other settings.She uses them to hire without conducting another validation study.She is relying on the concept of

Accepted Answer

Amy is relying on the concept of validity generalization, which suggests that selection tests and methods can be useful in many contexts beyond their original validation study. This is based on the idea that the tests measure the same construct and have similar validity coefficients in different contexts. Amy's assumption is that she can use the tests for hiring without conducting another validation study based on the previous research supporting their effectiveness.

Question 3

One problem with using a multiple regression approach to selection is that

Accepted Answer

A low score on one predictor can indeed be compensated for by a high score on another in a multiple regression approach to selection. This is because multiple regression considers the combined effect of all predictors on the outcome variable, allowing strengths in one area to offset weaknesses in another.

Question 4

Success University has conducted an extensive selection program for a new vice president and has identified a dynamic individual for the job.What is their next step?

Accepted Answer

While the recruitment responsibilities may be complete, it is important for Success University to ensure that they are offering a competitive salary in order to attract and retain top talent. Negotiating salary and benefit options is also important to ensure that both the organization's needs and the needs of the new vice president are met. Therefore, both options B and C are potential next steps.

Question 5

Which of the following statements about the utility of selection devices is true?

Accepted Answer

The best situation for the utility of a selection device occurs when the base rate (the percentage of current employees who are successful without the new selection device) is around 50%, and the selection ratio (the number of job openings divided by the number of applicants) is low. This combination allows for the greatest improvement in selecting successful candidates because it implies that without the selection device, you would be correct about half the time by chance, and a low selection ratio means you are being selective, choosing only the best candidates from a large pool.

Question 6

Your Human Resources manager argues that developing a good selection procedure will save money in the long run.She is arguing that developing a good selection procedure has positive

Accepted Answer

Utility refers to the extent to which a selection procedure can provide economic benefits to an organization. By developing a good selection procedure, the HR manager is suggesting that the company can avoid costs associated with turnover, training, and potential litigation from poor hiring decisions. Therefore, a good selection procedure can save money in the long run, which relates to its utility. While reliability, validity, and accuracy are important aspects of a selection procedure, they do not directly relate to cost savings.

Question 7

The Realistic Job Preview can be best viewed as a strategy that allows for

Accepted Answer

The answer of The Realistic Job Preview can be best...

Question 8

After doing a validation study I repeat it a second time.This time I use a different set of subjects.This is called

Accepted Answer

Cross-validation involves using a different set of subjects to validate the results obtained in the original study. This helps to ensure that the findings are not specific to a particular group of participants and increases the generalizability of the results. Repeated validation simply involves conducting the same validation study multiple times, which may not necessarily improve the validity of the results. Validity generalization involves using meta-analytic techniques to determine the generalizability of test scores across different populations, which is not the same as cross-validation. Selective validation involves using only those validation samples that produce results favorable to the test or selection procedure, which is unethical and likely to introduce bias.

Question 9

The validity coefficient for predictive designs is larger than that for concurrent designs.

Accepted Answer

Concurrent validity designs typically show higher validity coefficients than predictive validity designs because the measures are taken at the same time, reducing the impact of intervening variables that can affect the results over time.

Question 10

Which of the following statements about realistic job previews (RJPs)is correct?

Accepted Answer

Realistic job previews (RJPs) are intended to provide a balanced, accurate picture of the positive and negative aspects of a job and organization. They are designed to reduce unrealistic expectations and potential disappointment or turnover once employees start their job. Therefore, RJPs can reduce the number of employees who accept job offers by presenting a more realistic view of what the job entails.

Question 11

The multiple hurdle approach to personnel decision-making involves

Accepted Answer

The multiple hurdle approach involves using an ordered sequence of screening devices, with a decision made after each hurdle. This means that candidates must pass each hurdle in order to proceed to the next level of consideration. This approach allows employers to focus on the most important criteria first, and eliminates candidates who do not meet minimum requirements early in the process, saving time and resources.

Question 12

For which of the following organizational practices could one use a utility analysis?

Accepted Answer

Utility analysis can be used for all of the listed organizational practices. Utility analysis is a technique used to determine the effectiveness and financial impact of different HR practices such as selection, training, and performance feedback. It helps organizations make more informed decisions about how to allocate their resources and prioritize different initiatives.

Question 13

Utility analysis provides a theoretical estimate of how much gain would occur in performance if more capable people were hired.However,this theoretical gain may never occur as a result of

Accepted Answer

Even though utility analysis provides a theoretical estimate of how much gain could be achieved by hiring more capable people, this theoretical gain may never emerge due to various organizational constraints such as limited resources, inadequate training and development programs, bureaucratic structures, and cultural norms. Therefore, organizational constraints can impede the realization of the theoretical benefits predicted by utility analysis.

Question 14

Validation studies can be costly and time consuming.An alternative approach is to

Accepted Answer

Relying on selection tools with established validity is the best choice as it saves time and money by using tools that have already undergone validation studies. This option ensures that the selection tools used are effective in predicting job performance, without the need for conducting additional validation studies. Hiring a consulting firm to select applicants or using the selection methods of other companies may not necessarily result in the most effective selection tools for the organization's specific needs. Conducting a job evaluation study may be helpful in designing selection tools but does not address the issue of validating them.

Question 15

Realistic job previews are NOT likely to

Accepted Answer

Realistic job previews provide a balanced view of the job, which may not necessarily increase the number of job acceptances, as some candidates may decide the job is not suitable for them.

Question 16

Cafeteria benefits refer to:

Accepted Answer

Cafeteria benefits refer to allowing employees to choose their benefits from a long list of possibilities. This provides employees with more flexibility and control over their benefits package, allowing them to select options that best fit their individual needs and preferences.

Question 17

When deciding whom to hire,New Millennium Enterprises first eliminates all applicants who don't have college degrees in computer science.They then eliminate all applicants with IQ scores under 120.After this,they interview the remaining applicants.This is called a _________approach.

Accepted Answer

This is a multiple hurdle approach because the employer is using multiple criteria to screen and eliminate applicants before inviting the remaining applicants for an interview.

Question 18

Successful College has begun to use scientific selection in the hiring of employees; you have been asked to study the effectiveness of these procedures as related to organizational functioning.This is called a(n)

Accepted Answer

A utility analysis measures the effectiveness of a personnel selection method by examining the costs and benefits of using the method. In this case, the scientific selection method is being examined for its effectiveness in organizational functioning. Therefore, a utility analysis would be the most appropriate method to use. Job analysis would involve examining the specific requirements of the job, regression analysis would involve examining the relationship between variables, and cost/benefit analysis would examine the costs and benefits of a specific decision or action.

Question 19

As the hiring manager for New Millennium Enterprises,you realize that it is important to give potential employees an honest view of the job and organization.This can be accomplished by using a

Accepted Answer

RJP stands for Realistic Job Preview, which is a method used by organizations to give potential employees a clear and honest view of the job and organization by providing them with information about the positive and negative aspects of the job. This can include information about the work environment, job tasks, potential challenges, and opportunities for growth and development. By using an RJP, hiring managers can help ensure that potential employees have a realistic understanding of the job and can make an informed decision about whether it is the right fit for them.

Question 20

When deciding whom to hire,the Slowchip Computer Company uses scores on a cognitive ability test and a motivation test to predict performance,and hires the applicants with the highest predicted performance.This is a ______approach.

Accepted Answer

The Slowchip Computer Company is using a multiple regression approach because they are considering scores from more than one predictor (a cognitive ability test and a motivation test) to predict job performance and make hiring decisions. Multiple regression allows for the combination of scores from different tests to predict an outcome more accurately than using a single test score.

Quiz 6: Selecting Employees