Question 1

To use a physical exam as a selection device,a company must ________.

Accepted Answer

Before using a physical exam as a selection device, a company must ensure that the physical requirements are relevant to the job and do not discriminate against any individuals or groups. This involves validation of the physical requirements and a review for potential bias. The other options are not relevant to the use of physical exams as selection devices.

Question 2

Screening job applicants to ensure that the most appropriate candidates are hired is called the ________ process.

Accepted Answer

The process of screening job applicants to ensure that the most appropriate candidates are hired is called the selection process. Recruitment refers to the process of attracting and identifying candidates for a job. Orientation refers to the process of welcoming new employees to the company and familiarizing them with company policies and procedures. Identification is not a term commonly used in the context of selecting job candidates.

Question 3

Which of the following is an accurate statement about selection criteria validity?

Accepted Answer

Selection criteria validity refers to the degree to which a selection device or tool is related to job performance criteria. A valid selection device would show a positive relationship between the predictor and criterion, indicating that the device is measuring what it is intended to measure. Option A and D are partially correct but do not capture the full meaning of validity. Option B is incorrect since the use of invalid selection devices is unlawful and can lead to discrimination claims.

Question 4

Which type of selection device is used when a candidate for an automotive mechanic position is asked to deconstruct and reconstruct part of a car's engine?

Accepted Answer

Work sampling involves observing a candidate performing job-related tasks to assess their skills and abilities. By asking the candidate to deconstruct and reconstruct a car engine, the employer can determine their competency for the automotive mechanic position.

Question 5

Written tests can be weak predictors of job performance because ________.

Accepted Answer

Intelligence and other tested characteristics may not always translate into actual job performance, as job performance also relies on factors such as experience, work ethic, and interpersonal skills. Therefore, written tests can be weak predictors of job performance. The other answer choices are either irrelevant or incorrect.

Question 6

According to our textbook,intelligence tests are reasonably good predictors for ________ positions.

Accepted Answer

The answer of According to our textbook,intelligence tests are reasonably...

Question 7

A weakness of using a performance-simulation test is that it is ________.

Accepted Answer

Performance-simulation tests are often costly because they require the development of simulations that accurately reflect job conditions, as well as resources to administer these tests.

Question 8

Terri has taken the same typing test four times on four different days.She has scored approximately the same score each time.This test has high ________.

Accepted Answer

The fact that Terri has scored approximately the same score each time indicates that the typing test has high reliability, meaning it consistently measures the same thing (typing ability) over time. Validity refers to the accuracy of the test in measuring what it's intended to measure, and acceptability and probability are not relevant to this scenario.

Question 9

A temporary involuntary termination is called ________.

Accepted Answer

A layoff is a temporary involuntary termination, often due to economic reasons such as a decrease in demand for products or services. It involves the employer suspending or terminating the employment of employees for a limited period with the intention of recalling them when business improves.

Question 10

In the selection process,a reject error occurs when ________.

Accepted Answer

A reject error occurs when a candidate who would have performed successfully is not selected. This could be due to various reasons such as subjective biases, errors in the selection process or criteria, or lack of information.

Question 11

Tests of intellectual ability,spatial and mechanical ability,perceptual accuracy,and motor ability are moderately valid predictors for which jobs?

Accepted Answer

Tests of intellectual ability, spatial and mechanical ability, perceptual accuracy, and motor ability are more directly related to the performance of tasks in unskilled lower-level jobs in industrial organizations, where such specific abilities and skills can be critical for job performance.

Question 12

The proven relationship that exists between the selection strategy and some relevant job selection criterion is called ________.

Accepted Answer

The proven relationship that exists between the selection strategy and some relevant job selection criterion is called validity. Validity refers to the accuracy of a selection strategy in predicting job performance or success. A selection strategy with high validity is more likely to select candidates who will be successful in the job, while a strategy with low validity may result in poor job performance and turnover. Therefore, it is important to use selection strategies with high validity in order to maximize the effectiveness of the hiring process.

Question 13

If human resource planning shows a surplus of employees,management may want to reduce the organization's workforce through ________.

Accepted Answer

Decruitment is the process of reducing the workforce by means of layoffs, attrition, and other methods of termination. It is an effective strategy to tackle the surplus of employees revealed through human resource planning. Job redesign involves altering job duties to maximize employee productivity, job rotation involves rotating employees across different roles or departments, and employee referrals are a way to recruit new employees through existing employees' recommendations. None of these options directly address the issue of surplus employees.

Question 14

Which of the following decruitment methods is accomplished by not filling openings created by normal retirements?

Accepted Answer

Attrition is the decruitment method that involves not filling openings that are created by normal retirements or by employees leaving voluntarily. This approach is seen as a natural way to reduce headcounts without creating the negative effects of other decruitment methods such as firing or layoffs. It allows organizations to save costs associated with recruiting and training new employees while still meeting business needs.

Question 15

A number of companies are adopting a new measure of recruitment effectiveness which looks at the contributions of good hires versus those of hires who have failed to live up to their potential.This measure is called ________.

Accepted Answer

The measure described in the question is a quality of fill assessment, as it evaluates the effectiveness of the hiring process by comparing the performance of successful hires with less successful ones. The other options are not as accurate, as they do not specifically address this comparison that characterizes the quality of fill assessment.

Question 16

The ability of a selection device to measure the same thing consistently is called ________.

Accepted Answer

Reliability refers to the consistency of a selection device in measuring the same thing repeatedly. Validity, on the other hand, refers to the accuracy of a selection device in measuring what it is intended to measure. Probability and consistency are not directly related to the ability of a selection device to measure the same thing consistently.

Question 17

Quality of fill measure considers five key factors in hiring.One of these factors is ________.

Accepted Answer

The quality of fill measure in hiring often includes evaluating the number of first-year hires who make it into high-potential training programs, as this indicates the success of the hiring process in identifying and recruiting employees with high potential for future leadership or critical roles.

Question 18

Nikhil was required to take a dictation test and to receive a score of 75 words per minute on the test.The job he is applying for no longer requires the use of dictation.This test has low ________.

Accepted Answer

The test has low validity because it no longer measures a skill relevant to the job for which Nikhil is applying. Validity refers to whether a test measures what it is intended to measure.

Question 19

Terri has taken a skills inventory assessment test six different times and has received six different evaluations of where her job strengths are greatest.This test has low ________.

Accepted Answer

The term "six different evaluations" suggests that the test has low reliability, meaning it is not consistent in its results. The other options (acceptability, probability, and validity) are not suggested by the given information.

Question 20

A(n)________ involves presenting applicants with a miniature model of a job and has them perform a task that is central to that job.

Accepted Answer

Work sampling involves presenting applicants with a miniature model of a job and has them perform a task that is central to that job. This allows the employer to observe the applicant's skills and abilities in action, rather than just relying on their resume or interview responses. It is also known as a job tryout or a performance test.

Quiz 13: Managing Human Resources