MGT 3374 Stevens Test 2

-competency analysis

A means by which organizations can assess and weigh the knowledge and skills that each of its jobs required is __

-leniency or strictness error

A performance-rating error in which the appraiser is reluctant to give employees either unusually high or unusually low ratings is referred to as a:

-internship program

A program that offers students an opportunity to learn the job and gain hands-on experience while the are still in college is known as a/an:

-Both "can-do" and "will-do" factors of the applicant

A selection decision should focus on:

-multiple hurdle

A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criteria on previous parts of the process is referred to as a __ model.

-dual career couples

Couples in which both members follow their own career and actively support each other's career development are known as:

-lower turnover rates

Disabled employees tend to have:

-the process is central to many HRM decisions

Employees are concerned with the fairness of the performance appraisal system because:

-mentors

Executives who coach, advise, or encourage individuals of a lesser rank are referred to as:

-not new to organizations

Formal programs for performance appraisal and merit ratings are:

-organizational goals.

From the broadest perspective, the goal of training is to contribute to:

-reliable

If a performance standard is found to be stable or consistent over time, it is said to be:

-criterion deficiency

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the instrument suffers from:

-recency error

If you rate an employee's performance based largely on the employee's recent behavior, you are committing a:

-personality

It is recommended that a diagnosis of poor employee performance focus on all of the following except:

-eliminate training costs entirely

Job transfers serve to help with all of the following except:

-job analysis

Questions contained in structure job interviews should be based on

-motivational concerns

Reasons for not hiring from within include all of the following except:

-inhibit creativity

Recruiting from within may:

-external constraints

Research suggests that when it comes to our own performance, most of us first attribute our bad performance to:

-developmental purposes

Self-appraisals are best for:

-reliability

The degree to which selection procedures yield comparable data over a period of time are known as:

-instructional objectives

The desired outcomes of training programs are formally states as:

-line management

The final decision to hire an applicant usually belongs to:

-needs assessment, program design, program implementation, evaluation

The four phases of a systems approach training are:

-career paths

The lines of advancement for an individual within an organization are known as

-the interviewer's attention should be on the future rather than the past

The major purpose of the appraisal interview is to make plans for improvement; therefore:

-reactions

The most common method of training evaluation is assessing participant:

-on-the-job training

The most common method used for training nonmanagerial employees is:

-the degree to which someone is dependable and organized

The personality trait of Conscientiousness refers to:

-the cost of establishing and maintaining validity

The primary limitation of the force-choice method of appraisal is:

-increase their knowledge, skill, and ability level

The primary reason organizations train new employees is to:

-correlation coefficient

The results of a validation study are usually reported in the form of a:

-completion of an application form

The selection procedure usually begins with:

-merit, seniority, and potential.

The three principal criteria for determining promotions are:

-administrative and developmental

The two primary purposes of performance appraisal are:

-job specifications

The type of information obtained from an applicant should be based on:

-non directive interview

The type of interview that allows the applicant the most amount of freedom in determining the course of discussion is the:

-structured interview

The type of interview that provides the greatest consistency of standardization with respect to the question asked is:

-utility validity

The uniform guidelines recognizes and accepts all of the following approaches to validation except:

-managerial positions

The usual targets of assessment centers are:

-transfer of training

__ refers to the effective applications of principles learned to what is required on the job.

-Aptitude; achievement

__ test refer to measures of a person's capacity to learn or acquire skills, while __ tests refer to measures of what a person knows or can do right now.-

-behavioral description interview question

"Tell me about the last time you disciplined an employee" is an example of a:

Career plateauing occurs because:

-either organizational or personal reasons reduce the probability of moving up the career ladder

Modeling

-sets a road map for the training course, objectives, and learning points

Learning curves show:

-that performance plateaus are natural and are usually followed by spontaneous recovery

-giving the supervisor the opportunity to show his or her superior how well supervisor's employees are performing.

All of the following are objectives of an appraisal program except:

-there is too much employee input into the development of the appraisal program

All of the following are reasons why performance appraisal programs fail except:

-interviewers are influenced more by favorable than unfavorable information

All of the following findings are true about interviews except:

-organizational analysis

An examination of the strategies, environment, and resources of the organization to determine where training emphasis should be places is referred to as:

-the EEOC has found that many questions asked are not job-related

Application forms should be developed carefully and revised often as necessary because:

-eliminating subjective errors

Appraisal training for raters should focus on:

-higher employee anxiety

Benefits of orientation programs frequently reported by employees include all of the following except:

-the employees supervisor

In most instances who is in the best position to perform the function of appraising an employee's performance?

-managers

Needs assessment for an organization should include all of the following groups except:

-it requires a great deal of employee participation, which leads to acceptance

One major advantage of a behaviorally anchored rating scale is that:

-designed to help terminated employees find a job elsewhere

Outplacement services are:

-trait, behavioral, results

Performance appraisal methods can be broadly classified as either __,__, or __ approaches.

-deciding compensation

Performance appraisals are used most widely as a basis for:

-they are used as a basis for HRM actions and decisions

Performance appraisals must meet legal requirements because:

-plateaus

Periods in learning situations when progress does not occur because either reduced motivation or ineffective methods of task performance are called:

-person-organization fit

Placing a priority on finding individuals that meet broader organizational requirements than job skills including those who match the values or culture of the organization is called:

-reward employees for past performance.

Promotion from within serves to:

-performance review and developmental planning

The appraisal interview should be divided into two sections, one each for:

-The realistic job preview.

The approach to recruitment that informs applicants about all aspects of the job including both desirable and undesirable facts is called.

-the purpose of the appraisal

The choice of an appraisal method should be largely based on:

validity

The degree to which inferences drawn from interview, test scores, and other selection processes are supported by evidence (such as good job performance) is termed:

-to previous scores done in a similar occupation

Typically, establishing validity is a matter of comparing selection test scores:

-self appraisal

When the manager and the employee jointly establish future performance goals for each employee, which appraisal source is useful?

-Employee referrals

Which of the following is the most effective source for recruitment?

-personality inventories

Which type of test measures depositional characteristics such as extroversion, inquisitiveness, and dependability?

Recruitment

is the process of attempting to locate and encourage potential applicants to apply for exiting or anticipated job openings