Question 1

Gathering background information, performance tests, physical ability tests, and references are all examples of _____.
A) selection tools
B) performance appraisal tools
C) subjective appraisal tools
D) quality assurance tools
E) objective appraisal tools

Accepted Answer

There are several selection tools that help managers sort out the relative qualifications of job applicants and appraise their potential for being good performers in a particular job. These tools include background information, interviews, paper-and-pencil tests, physical ability tests, performance tests, and references.

Question 2

As part of the selection process, Mark was required to take a test to determine if he had the necessary skills to perform the jobs successfully. What type of test would Mark most likely be required to take?
A) Behavioral test
B) Personality test
C) Trait test
D) Morale test
E) Ability test

Accepted Answer

Ability tests assess the extent to which applicants possess the skills necessary for job performance, such as verbal comprehension or numerical skills.

Question 3

Managers determine the potential of job applicants in performing particular jobs by evaluating their qualifications and previous job experience. This process is called _____.
A) interviewing
B) selection
C) 360-degree appraisal
D) validating
E) reference-checking

Accepted Answer

Selection is the process by which managers determine the relative qualifications of job applicants and their potential for performing well in a particular job.

Question 4

The selection process for a school teacher's job requires the applicant to keep a class of thirty students engaged in a classroom activity for an hour. The candidate is evaluated by the interviewers during this period, and the activity plays a vital role in the selection process. This is an example of which of the following types of tests?
A) Physical ability test
B) Personality test
C) Ability test
D) Paper-and-pencil test
E) Performance test

Accepted Answer

Performance tests measure job applicants' performance on actual job tasks.
Author: Please add AACSB category.

Question 5

Tests that measure the individual characteristics of job applicants that are relevant to successful performance on the job are known as _____. Author: This question, or at least its possible answers below, is ambiguous. Isn't an ability a characteristic? And a physical ability or skill could also be a characteristic. People have many characteristics that are not part of personality.
A) ability tests
B) physical tests
C) IQ tests
D) personality tests
E) performance tests

Accepted Answer

Personality tests measure personality traits and characteristics relevant to job performance.

Question 6

An organization requires all job applicants to fill out applications with details such as their name, age, educational qualifications, and previous work experience. This organization is focusing on which aspect of the selection process?
A) Interview process
B) Paper-and-pencil test
C) Personality assessment
D) Background information
E) Reference-checking

Accepted Answer

To aid in the selection process, managers obtain background information from job applications and from résumés. Such information might include the highest level of education obtained, college major and minor, type of college or university attended, years and type of work experience, and mastery of foreign languages.

Question 7

Due to the complexity and severe consequences of mistakes, pilots are required to undergo training in an artificial setting that closely mimics actual flying conditions. This type of training is called _____.
A) simulation
B) apprenticeship
C) on-the-job training
D) formal education
E) assistantship

Accepted Answer

Simulations can be a part of classroom instruction, particularly for complicated jobs that require an extensive amount of learning and in which errors carry a high cost. In a simulation, key aspects of the work situation and job tasks are duplicated as closely as possible in an artificial setting.

Question 8

Which of the following is specific only to employee development, and not training?
A) Simulation
B) Classroom instruction
C) On-the-job training
D) Formal education
E) Role playing

Accepted Answer

Although both classroom instruction and on-the-job training can be used for development as well as training, development often includes additional activities such as varied work experiences and formal education. Role playing and simulations are both types of classroom instruction.

Question 9

Which of the following focuses primarily on equipping organization members to take on new responsibilities and challenges?
A) Training
B) Evaluation
C) Appraisal
D) Job analysis
E) Development

Accepted Answer

Development focuses on building the knowledge and skills of organization members so they are prepared to take on new responsibilities and challenges and tends to be used more frequently with professionals and managers.

Question 10

Newly hired trucking employees of a courier delivery service ride with experienced drivers during deliveries to familiarize themselves with routes, timing, and driving conditions. This method of imparting training is an example of _____.
A) simulations
B) classroom instruction
C) on-the-job training
D) formal education
E) role playing

Accepted Answer

In on-the-job training, learning occurs in the work setting as employees perform their job tasks. On-the-job training can be provided by coworkers or supervisors or can occur simply as jobholders gain experience and knowledge from doing the work.

Question 11

_____ focuses primarily on teaching organization members how to perform their current jobs and helping them acquire the knowledge and skills needed to be effective performers.
A) Performance appraisal
B) Training
C) Development
D) Objective appraisal
E) Worker relations

Accepted Answer

Training focuses primarily on teaching organization members how to perform their current jobs and helping them acquire the knowledge and skills they need to be effective performers.

Question 12

Which of the following is true of internal recruitment?
A) The cost for internal recruitment is higher than that of external recruitment.
B) External applicants are more familiar with the organization than internal applicants.
C) Internal recruitment consumes relatively less time than external recruitment.
D) Managers have a wider pool of candidates to select from if they recruit internally than externally.
E) Managers rely more on internal applicants to bring fresh ideas to the organization than external applicants.

Accepted Answer

Internal recruiting is normally less time-consuming and expensive than external recruiting.

Question 13

The routine selection process for becoming a law enforcement officer includes tests that measure an applicant's ability to perform certain job-specific tasks such as running stairs, dragging a weight, or climbing a wall. This is an example of a(n) _____.
A) physical ability test
B) personality test
C) trait test
D) behavioral test
E) IQ test

Accepted Answer

For jobs requiring physical abilities, managers use physical ability tests that measure physical strength and stamina as selection tools.

Question 14

A manager attempting to select a test for a job applicant that will most accurately predict the applicant's performance on the job is primarily concerned with the _____ of the test.
A) validity
B) predictability
C) reliability
D) compatibility
E) consistency

Accepted Answer

Validity is the degree to which a tool measures what it purports to measure. For selection tools, it is the degree to which the test predicts performance on the tasks or job in question.

Question 15

A job applicant is interviewed multiple times by different interviewers. In each case, it was found that the interviewers drew similar conclusions about the applicant. This indicates the interview process has high _____.
A) validity
B) reliability
C) flexibility
D) affability
E) complexity

Accepted Answer

Reliability is the degree to which a tool or test measures the same thing each time it is administered. If the interviews are reliable, the interviewers should come to similar conclusions about an applicant's qualifications.

Question 16

_____ questions often present interviewees with a scenario they are likely to encounter on the job and ask them to indicate how they would handle it.
A) Unstructured interview
B) Situational interview
C) Traditional interview
D) Conventional interview
E) Informal interview

Accepted Answer

In situational interview questions, interviewees are presented with a scenario they are likely to encounter on the job and asked to indicate how they would handle it.

Question 17

Tim's method of interviewing involves asking applicants the same standard set of questions. What type of interview does Tim conduct?
A) Unstructured interview
B) Situational interview
C) Customized interview
D) Structured interview
E) Virtual interview

Accepted Answer

In a structured interview, managers ask each applicant the same standard questions.

Question 18

Joe always ensures that potential job applicants are aware of both the advantages as well as the disadvantages associated with the position they are applying for. Joe's assessment of the position indicates:
A) equal employment opportunity compliance.
B) a 360-degree appraisal.
C) a focus strategy.
D) a realistic job preview.
E) a low-cost strategy.

Accepted Answer

Recruitment is more likely to be effective when managers give potential applicants an honest assessment of both the advantages and the disadvantages of the job and organization. Such an assessment is called a realistic job preview.

Question 19

Before creating training and development programs, managers should perform a _____ to determine which employees require training or development and what type of skills or knowledge they ought to acquire.
A) job analysis
B) feedback session
C) realistic job preview
D) needs assessment
E) subjective appraisal

Accepted Answer

Before creating training and development programs, managers should perform a needs assessment to determine which employees need training or development and what type of skills or knowledge they need to acquire.

Question 20

_____ refer(s) to job changes within an organization that entail no major changes in responsibility or authority levels.
A) Promotion
B) Lateral moves
C) Job hunting
D) External recruitment
E) Job hopping

Accepted Answer

Employees recruited internally are either seeking lateral moves (job changes that entail no major changes in responsibility or authority levels) or promotions.

Quiz 12: Human Resource Management

Gathering background information, performance tests, physical ability tests, and references are all examples of _____.

As part of the selection process, Mark was required to take a test to determine if he had the necessary skills to perform the jobs successfully. What type of test would Mark most likely be required to take?

Managers determine the potential of job applicants in performing particular jobs by evaluating their qualifications and previous job experience. This process is called _____.

An organization requires all job applicants to fill out applications with details such as their name, age, educational qualifications, and previous work experience. This organization is focusing on which aspect of the selection process?

Due to the complexity and severe consequences of mistakes, pilots are required to undergo training in an artificial setting that closely mimics actual flying conditions. This type of training is called _____.

Which of the following is specific only to employee development, and not training?

Which of the following focuses primarily on equipping organization members to take on new responsibilities and challenges?

Newly hired trucking employees of a courier delivery service ride with experienced drivers during deliveries to familiarize themselves with routes, timing, and driving conditions. This method of imparting training is an example of _____.

_____ focuses primarily on teaching organization members how to perform their current jobs and helping them acquire the knowledge and skills needed to be effective performers.

Which of the following is true of internal recruitment?

The routine selection process for becoming a law enforcement officer includes tests that measure an applicant's ability to perform certain job-specific tasks such as running stairs, dragging a weight, or climbing a wall. This is an example of a(n) _____.

A manager attempting to select a test for a job applicant that will most accurately predict the applicant's performance on the job is primarily concerned with the _____ of the test.

A job applicant is interviewed multiple times by different interviewers. In each case, it was found that the interviewers drew similar conclusions about the applicant. This indicates the interview process has high _____.

_____ questions often present interviewees with a scenario they are likely to encounter on the job and ask them to indicate how they would handle it.

Tim's method of interviewing involves asking applicants the same standard set of questions. What type of interview does Tim conduct?

Joe always ensures that potential job applicants are aware of both the advantages as well as the disadvantages associated with the position they are applying for. Joe's assessment of the position indicates:

Before creating training and development programs, managers should perform a _____ to determine which employees require training or development and what type of skills or knowledge they ought to acquire.

_____ refer(s) to job changes within an organization that entail no major changes in responsibility or authority levels.