Question 1

__________ 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 technique allows employers to observe applicants' behavior and assess their practical abilities.

Question 2

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

Accepted Answer

Performance-simulation tests are typically expensive to create and administer because they require the development of realistic job scenarios and often involve specialized equipment or environments.

Question 3

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

Accepted Answer

Validity refers to the extent to which a selection device can predict or measure job performance criteria. A valid selection device would show a positive relationship between the predictor and criterion. Option A is incorrect because the burden of criteria support is on the organization, not the applicant. Option B correctly defines validity, but it is not complete. Option C is untrue as it is illegal to use an invalid selection device in employment decision-making. Option E refers to reliability, not validity.

Question 4

A number of companies are adopting a new measure of recruitment effectiveness which looks at the contributions of 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 specifically focused on comparing the contributions of successful hires versus those who have "failed to live up to their potential." Therefore, it is most accurately described as a "quality of fill assessment," which evaluates the impact of a hiring decision based on how well the chosen candidate actually performs in the job. The other answer choices either do not fit this specific context or are too broad to capture the specific focus on comparing successful vs. underperforming hires.

Question 5

Which of the following is a disadvantage of employee referrals?

Accepted Answer

Employee referrals can lead to a lack of diversity because employees tend to refer candidates who are similar to themselves in terms of background, experiences, and demographics.

Question 6

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

Accepted Answer

Reject error occurs when a candidate who would have performed successfully is not selected. This means that the candidate has met all the necessary qualifications and is a good fit for the position but is still rejected for some reason such as limited number of available positions, competition from other equally or more qualified candidates, among others.

Question 7

A temporary involuntary termination is called __________.

Accepted Answer

A temporary involuntary termination is commonly known as a layoff.

Question 8

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

Accepted Answer

Reliability refers to the consistency or stability of scores obtained from a selection device. If a selection device is reliable, it will provide consistent measurements across time, different groups of people, and different forms or versions of the test. Validity, on the other hand, refers to the accuracy or truthfulness of scores obtained from a selection device. Acceptability and probability are not related to the reliability of a selection device. Consistency is a similar concept to reliability, but it is not a commonly used term in psychometric measurement.

Question 9

Which of the following is a disadvantage of college recruiting?

Accepted Answer

College recruiting is often limited to entry-level positions, which can be a disadvantage if a company is looking to fill more experienced roles.

Question 10

________ are temporary involuntary termination that can last from a few weeks to several years.

Accepted Answer

Layoffs are temporary involuntary terminations due to organizational reasons such as downsizing, restructuring, or financial difficulties. They are temporary because they are not based on the employee's performance or behavior, and they are involuntary because the employee does not have a choice in the matter. Attritions refer to a gradual reduction in the workforce due to natural causes such as retirements or resignations, and are not necessarily temporary. Transfers, retirements, and job sharing strategies are not involuntary terminations.

Question 11

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

Accepted Answer

These tests are more relevant for jobs that require basic cognitive and physical skills, such as unskilled lower-level jobs in industrial organizations, where specific intellectual and motor abilities are necessary for task performance.

Question 12

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

Accepted Answer

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

Question 13

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

Accepted Answer

Reliability refers to the consistency or repeatability of a test. Since Terri received six differing evaluations, it suggests that the test has low reliability.

Question 14

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 high consistency of Terri's score indicates that the test has high reliability, meaning that it produces consistent results over time. Acceptability refers to whether the test is perceived as fair or appropriate by test-takers; probability is not relevant in this context; validity refers to whether the test actually measures what it claims to measure; accessibility refers to ease of access to the test.

Question 15

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

Accepted Answer

Attrition is the natural reduction of personnel by not filling vacancies created by resignations, retirements, and deaths. This method is a cost-effective way to downsize the workforce without having to resort to more expensive and disruptive approaches such as layoffs or firing.

Question 16

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

Accepted Answer

The quality of fill measure evaluates the effectiveness of hiring by considering factors like the number of first-year hires who advance into high-potential training programs, indicating their potential and fit within the organization.

Question 17

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 low validity of the test means that it does not accurately measure the skill that it is intended to measure (dictation speed), making it irrelevant for the job application process.

Question 18

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

Accepted Answer

Validity refers to the degree to which a selection device measures what it is intended to measure, in this case, the relationship between the selection device and the relevant job selection criterion.

Question 19

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 size of an organization's workforce. It may involve layoffs, attrition, or early retirement programs. If the human resource planning shows a surplus of employees, management may consider decruitment to reduce costs and maintain the optimal staffing level. Job redesign, selection, job rotation, and employee referrals are not effective methods for reducing the workforce.

Question 20

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 select the most suitable candidates is called the selection process. The selection process involves evaluating the candidate's qualifications, skills, knowledge, experience, and suitability for the job position. The aim of the selection process is to ensure that the organization hires the best candidate for the job vacancy.

Quiz 12: Managing Human Resources