MHR 403 Exam #@

17. Illegal questions that cannot be asked during job interviews include

"Are you a member of a union?" (*) b. "What is your greatest strength?" c. "Tell me about a time that you had to make a difficult decision and how you handled it." d. "What job rewards do you value the most?" e. "Why are you interested in this job?"

Which of the following questions would constitute a behavioral/situational job interview question for effectively assessing teamwork?

"Tell me about yourself." b. "If I were to ask your boss what your greatest strength is, what would he/she say?" c. "Tell me about a time when you provided excellent service to customer." d. "Define what effective teamwork means to you." e. "Tell me about a time when you had to work with others on a project under extreme time constraints." (*)

The performance appraisal method that is appropriate to use when an employer wants a very basic performance appraisal method where one form can be used to evaluate the performance of employees in all jobs in an organization is a_______________.

360-degree feedback b. BARS c. graphic rating scale (*) d. forced distribution e. team-based evaluation

The performance appraisal method that is especially effective when an employer wants to obtain performance appraisal ratings of employees that are as precise as possible is is a _________ system.

360-degree feedback b. BARS (*) c. graphic rating scale d. forced distribution e. team-based evaluation

Dennis Rodman, President of Bad Boy, Inc., is hiring management trainees for his new World Wrestling Federation-themed restaurant in Chicago, Illinois. In evaluating job candidates, he is trying to assess job candidates' decision making skills. Given our discussion of interview question formats, which of the following interview questions on decision making skills would tend to possess a high level of validity?

A. Tell me about a situation in which had to make a decision under time constraints. b. Suppose that two employees came to you with very different stories about a confrontation they had with each other at work. What would you do to handle this situation? c. Tell me about a time when you had to make a decision using imperfect information. d. Tell me about a time when you had to make a decision where building consensus was critical. How did you make your decision and what was the outcome? e. All of the above (*)

An employer uses a selection process that sets minimum standards for each stage of the process. First, all job applicants must have at least a 3.5/4.0 GPA in order to receive an initial interview. Next, candidates who participate in an initial interview must receive at least a good or excellent rating from the interviewer in order to advance to the next stage of consideration. Finally, job candidates must receive good or excellent ratings from all of their job references in order to receive a job offer. This is an example of which approach to making selection decisions?

Additive b. Compensatory c. Multiple-Hurdle (*) d. Single Criterion e. Criterion-Related

An employer uses a selection process that sets minimum standards for each stage of the process. First, all job applicants must have at least a 3.5/4.0 GPA in order to receive an initial interview. Next, candidates who participate in an initial interview must receive at least a good or excellent rating from the interviewer in order to advance to the next stage of consideration. Finally, job candidates must receive good or excellent ratings from all of their job references in order to receive a job offer. This is an example of which approach to making selection decisions?

Additive b. Compensatory c. Multiple-Hurdle (*) d. Single Criterion e. Criterion-Related

The Ashley Corporation was hiring recent college graduates from a variety of majors for business analyst positions at its offices in San Francisco. Based on the selection process shown below, this would be best described as what type of selection process?

Additive b. Compensatory c. Single Criterion d. Multiple Hurdles (*) e. Person-job fit

Important characteristic of adult learners in terms of how they learn include

Adult learners want to be challenged during the learning process. (*) b. Adult learners tend to learn in the same basic manner. c. Adult learners do not want to be involved in the training process very much as they would prefer to have a trainer lecture to them about issues that pertain to their jobs. d. Adult learners do not want to be treated as equals with the trainer as they want the trainer to be the expert. e. All of the above

Based on the performance ratings in the table for question #23, an appropriate performance evaluation method to use in the future would be a __________.

Behavior-based scale b. Forced distribution scale (*) c. Management by Objective d. 360-degree feedback systems e. Graphic rating scale

Which of the following is an advantage to using an Automated Reference Checking (ARC) system to check references?

Candidates are more honest during the interview. b. It is confidential. (*) c. It is easier for the recruiter to contact the references. d. The response time on reference collection averages three weeks. e. It eliminates negligent hiring suits

30. Which of the following is (are) true regarding validity issues in the selection process?

Concurrent validity is the most valuable analysis in selecting qualified workers. b. The criterion that is used when assessing predictive validity is employee engagement. c. The predictor that is used when assessing concurrent validity is always a job knowledge test. d. The assessment of the predictor and the criterion are taken at the same time with concurrent validity. (*) e. Predictive validity is assessed using a decision making criteria matrix.

The trainer is developing a training program on leadership skills. She wants to create a program that will maximize participants' long-term retention of what is learned in the training program. Given this, which of the following training methods should she used?

Demonstration b. Discussion c. Case study analysis d. Immediate use of learning (*) e. Lecture

Based on the "Making a Selection Decision" exercise conducted in discussion section, the key practical takeaways include _____________.

Effective selection decisions must be based on a systematic approach using clearly defined evaluation criteria. b. Selection criteria must be applied consistently across all candidates to ensure a more effective evaluation process. c. The decision making criteria matrix is a basic tool that can be used to enhance the effectiveness of selection decisions by making the process more explicit and systematic. This also makes the process more transparent which enhance the credibility of the process. d. When achieving diversity objectives is a desired end, a compensatory approach to making decisions is often needed in order to support a more holistic evaluation of candidates. e. All of the above. (*)

Based on the performance appraisal process model discussed in lecture and presented in your textbook, which steps in the process is (are) often not addressed effectively by managers who perform performance evaluations of their direct reports?

Establishing performance criteria and communicating them to employees b. Examining work performed by their direct reports c. Appraising the performance of direct reports d. Discussing the appraisal with direct reports e. All of the above (*)

Amber Jones, college recruiter for the PMA Corporation, is interested in conducting oncampus job interviews with graduating seniors at a number of universities around the U.S. The challenge she is facing is that she isn't sure which information she should obtain to help him to make good hiring decisions. Based on our discussion of the reliability and validity of selection methods, which selection method should she utilize if she needs a predictor with high validity?

Grade point average b. SAT scores c. Performance tests and work samples (*) d. Interest, value, and preference inventories e. Unstructured interviews

The Baker Tilly campus recruiting process model that Selina Fesik described in her presentation is shown below. Based on this model, the first step in the process (the first box on the left of the model) corresponds with what we would refer to as the ___________ process in MHR 305.

HR planning (*) b. Performance management c. Development d. Compensation and benefits e. All of the above

Based on the Incident entitled, "These Things are a Pain," which of the following is (are) true regarding the effectiveness of the performance appraisals conducted by the manager?

He was ineffective in that he used a forced distribution rating system. b. He was effective in that he created detailed action plans for enhancing the performance of each of his employees. c. He was ineffective in that he demonstrated a leniency with one of his employees and a recency bias with another one of his employees when completing their performance appraisals. (*) d. He was effective in that he worked hard to put his workers at ease when meeting with them to conduct their performance appraisals. e. All of the above

The measures of recruiting effectiveness that an organization would want to minimize in order to demonstrate the effectiveness of the recruiting process include _________.

Hit Rate (OA/OE) b. Quality of Hire (PR+HP+HS/N) c. R/I (Number of referrals out of total number of interviewees) d. H/A (Number of hires out of total number of applicants e. Cost Per Hire*

You have been hired as a management consultant by a firm that needs assistance with designing its recruiting process for sales professionals. At your first meeting with management, they are interested in your recommendations for using various approaches to recruiting. Given this situation, which of the following would you recommend?

Internal recruiting methods should not be used in most cases as they are ineffective. b. External recruiting methods should not be used in most cases as they are ineffective. c. The use of internal recruiting methods tends to be associated with inbreeding problems. (*) d. The use of external recruiting methods tends to be associated with poor person-job fit. e. A major strength of internal recruiting methods is that they provide a clean slate for the new hires.

You have been hired as a management consultant by a firm that needs assistance with designing its recruiting process for sales professionals. At your first meeting with management, they are interested in your recommendations for using various approaches to recruiting. Given this situation, which of the following would you recommend?

Internal recruiting methods should not be used in most cases as they are ineffective. b. External recruiting methods should not be used in most cases as they are ineffective. c. The use of internal recruiting methods tends to be associated with inbreeding problems.* d. The use of external recruiting methods tends to be associated with poor person-job fit. e. A major strength of internal recruiting methods is that they provide a clean slate for the new hires.

Which of the following measures would you want to maximize in order to demonstrate the effectiveness of the training function in an organization?

Knowledge change (Ka/Kb) b. Performance change (Pa/Pb) c. Training hours per employees d. Percentage of employees completing a training program e. All of the above*

The Indigo Corporation is experiencing great demand for production supervisors. Based on this situation, management decides that the first thing it wants to do is to see if there are current employees who are qualified for these positions. Given this, which recruiting method would be most appropriate?

Leased workers b. Employment agencies c. Outsourcing d. Skill inventories (*) e. All of the above

Which of the following is the term for a document that specifies job title, department, the date the employee is needed for work, and other details and that is initiated at the start of recruitment for a position?

List of preferred recruitment sources b. Job description c. Preferred recruitment methods d. Job posting e. Employee requisition (*

Based on the Wall Street Journal article entitled, "End of Employees" that we discussed in lecture, the major employers who will be hiring U.S. workers in the future will be

Major corporations b. Web-based firms c. State and federal government agencies d. Contract employers (*) e. Foreign-owned corporations

Based on the "We are Marshall" video clip shown in lecture, key practical takeaways regarding the recruiting process include ______________.

Monitor recruiting costs closely as they tend to increase significantly over time b. Only the top leaders of a company should be involved in recruiting new employees c. Only HR professionals should be involved in recruiting new employees d. Effective recruiting oftentimes requires looking at unconventional sources of workers (*) e. All of the above

Which of the following is an assessment tool contains dozens of questions that elicit an individual's preferences for how they would behave in different situations?

Myers-Briggs Type Indicator (*) b. Strength/Weakness Balance Sheet c Free Agent d. Dual-Career Path e. Career Key

Based on the Curtis Precision Manufacturing HR Simulation for Chapter 7 (performance appraisal), the key practical takeaways include ____________.

Offering managerial support is a critical strategy for success. Solutions should be based on an understanding of the individual and the task. b. Setting formal policies regarding behavioral expectations can help to resolve conflict related to misalignments related to employee behavior. c. Training was an effective option for building capabilities for phone etiquette and d. This simulation focuses more on what is referred to as "performance management" which is the day-to-day management of employees. Performance management should ideally be based on an effective performance appraisal system. e. All of the above. (*)

The training and development department at the Gotham Corporation is attempting to conduct a needs assessment of the person level in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis?

Performance appraisal ratings (*) b. Corporate annual report c. Industry analysis d. Corporate strategic plan e. Job descriptions

42. Which of the following practices should a good corporate career Web site follow?

Provide a feeling of the corporate culture (*) b. Provide contact information for hiring managers c. Limit the number of job postings d. Identify career paths e. Indicate the pay and benefits available for positions

Which of the following applies to an entire system, such as a company or a plant, and is a major means of achieving change in the corporate culture?

Quality circles b. Learning management system c. Organization development (*) d. Survey feedback e. Team building

Based on this article from the Wall Street Journal that we discussed in lecture, the following graphic below was presented and discussed. The trends shown in this graph provided evidence of challenges that many employers are having with which HR activity?

Recruitment (*) b. Finding appropriate selection methods that possess predictive validity c. Finding an appropriate selection process for making hiring decisions d. Performance appraisal e. Training and development

The graphic below shows one of the challenging recruiting challenges that Amie Crohn, our guest speaker from Medtronic, discussed. Based on this situation, which of the following actions listed below was (were) among the things that she did to handle this situation effectively?

She worked with her manager immediately and worked with her HR Business Partner and Business to gain support to fund a Contract Recruiter. b. She prioritized her workload and put together a Project Plan - the business had an emphasis on revenue generating positions, therefore, marketing and quality requirements were put on hold. c. She set realistic expectations by creating a timeline of events to distribute hiring in December, January and February and negotiated/advised for all positions to be filled by end of April (end of fiscal year) versus February. d. She engaged additional resources by reaching out to the corporate sourcing team. e. All of the above (*)

Based on the "Matter of Priorities" incident covered in lecture, what steps in the selection process were missed?

Sheila did not have time to pre-screen documents (e.g., resume) prior to the interview. b. Sheila did not have time to adequately prepare for the interview in terms of formulating appropriate questions. c. There was no sense of proper closure to the interview given its abrupt ending. d. Allen (the job applicant) may not have formed a favorable impression of the position, Sheila, and/or the company and he may not be interested in the position any longer. e. All of the above. (*)

Based on the "Matter of Priorities" incident covered in lecture, what steps in the selection process were missed? a. Sheila did not

Sheila did not have time to pre-screen documents (e.g., resume) prior to the interview. b. Sheila did not have time to adequately prepare for the interview in terms of formulating appropriate questions. c. There was no sense of proper closure to the interview given its abrupt ending. d. Allen (the job applicant) may not have formed a favorable impression of the position, Sheila, and/or the company and he may not be interested in the position any longer. e. All of the above. (*)

An interviewer from the HR Department at the Santa Anna Company consistently rated a job candidate very positively across a variety of dimensions (e.g., interpersonal skills, attitude, maturity) primarily because the candidate graduated from Stanford University. This is an example of the interviewer displaying a(n) ________.

Stereotype b. Halo error (effect) (*) c. Recency error d. Memory effect e. First impression error (primacy)

An interviewer from the HR Department at the XLA Corporation consistently rated a job candidate very negatively across a variety of dimensions (e.g., interpersonal skills, attitude, maturity) primarily because the candidate had been terminated from his last job at another company. This is an example of the interviewer displaying a(n) .

Stereotype b. Horn effect (*) c. Recency error d. Memory effect e. First impression error

Based on the results shown above, which of the following is a key insight that should be shared with the individual who is being evaluating on problem solving?

The individual is weak on all aspects of problem solving. b. The individual is strong on all aspects of problem solving. c. The ratings from the direct reports of the individual are not valid. d. The ratings from the peers of the individual are the main thing to focus on. e. The self-ratings of the individual are consistently higher than the peer and direct ratings. (*)

The key points from the "Developing a Strategic Recruiting Plan" exercise conducted in discussion section include ________________.

The most critical objective of a strategic recruiting plan is to generate a large pool of qualified applicants b. An effective recruiting plan should be based on an updated and accurate job description c. A recruiting plan should reflect an understanding of the job specification component of a job description in identifying the appropriate recruitment sources and methods to be deployed in support of the plan. d. Deployment of a recruiting plan should be assigned to those who will represent the company well (i.e., who possess superior people skills), who understand the job (e.g., job incumbents, managers of the job) and who can effectively respond to questions from jo applicants. Oftentimes, this is a combination of line managers and HR professionals. e. All of the above. (*)

Based on our discussion of this issue in class, which of the following statements is true regarding the relationship GPA and job performance?

The overall correlation between college GPA and job performance across a variety of jobs is approximately +.70 and it is statistically significant. b. The overall correlation between college GPA and job performance across a variety of jobs is approximately +.30, and it is statistically significant. (*) c. College GPA is a valid predictor of job performance despite institutional differences in GPA. d. College GPA has become a more valid predictor of job performance due to grade inflation. e. College GPA and SAT scores together are an even better predictor of job performance than just using GPA alone.

Based on the "Conducting a Performance Appraisal" exercise completed in discussion section, which of the following is(are) true about the performance evaluation form and process that was used?

The performance data that was used to support the evaluation was not valid as it was all subjective observations. b. There was tremendous measurement contamination associated with the performance appraisal form that was used in the process. c. The performance appraisal form that was used represented an effective 360-degree feedback process. d. The performance appraisal form was effective in that it included a structured action planning section. (*) e. All of the above.

Based on the fourth "Top Gun" video presented in lecture showing the deployment of Top Gun graduates in an actual crisis situation involving hostile enemy jets, which of the following is (are) true?

The performance of the pilots in this situation represented a reactions-based evaluation of the Top Gun training program. b. The performance of the pilots in this situation represented a learning-based evaluation of the Top Gun training program. c. The performance of the pilots in this situation represented a behavior-based evaluation of the Top Gun training program. (*) d. The performance of the pilots in this situation represented an organization-based evaluation of the Top Gun training program. e. All of the above.

Which section of an application states that that either the employer or the employee can terminate employment at any time for any reason?

The work experience section b. The resume c. The background check permission d. The employment-at-will policy (*) e. The skills and abilities section

Based on the performance evaluation ratings for the employees shown in the table below, what can you conclude?

There is evidence of a severity bias in these performance ratings. b. There is evidence of a leniency bias in these performance ratings. (*) c. There is evidence of a central tendency bias in these performance ratings. d. There is evidence of halo error for Dr. Evil's performance ratings. e. There is no evidence of any bias in these performance ratings.

Based on the selection data below, what can you conclude about the validity of the selection methods?

There is evidence of predictive validity for the job knowledge test. b. There is evidence of predictive validity for the analytical skills test. c. There is evidence of concurrent validity for the leadership style assessment. d. There is evidence of concurrent validity for the emotional intelligence assessment. (*) e. There is no evidence of any validity any of the four predictors in the table.

Which of the following is true regarding the relationship between performance appraisal and performance management?

They are two different names for the same basic process. b. Performance appraisals are more informal than performance management. c. Performance appraisals are conducted once a year and performance management takes place throughout the year. (*) d. Performance appraisals are more general while performance management is more detail-oriented. e. All of the above

The most appropriate measure of recruiting effectiveness to use if an organization wants to assess its ability to get job candidates to accept offers that it has extended to them is

Time-to-Fill (RR-OD) b. Quality of Hire (PR+HP+HS/N) c. Hit Rate (OA/OE) (*) d. I/A (Number of interviews out of total number of applicants) e. Predictive Validity

The most appropriate measure of recruiting effectiveness to use if an organization wants to assess its ability to hire, develop, and retain high performing workers is

Time-to-Fill (RR-OD) b. Quality of Hire (PR+HP+HS/N) (*) c. Hit Rate (OA/OE) d. I/A (Number of interviews out of total number of applicants) e. Cost Per Hire

51. Factors affecting training and development include ________.

Top management support b. Shortage of skilled workers c. Technological advances d. Global complexity e. All of the above (*)

17. Illegal questions that cannot be asked during job interviews include _____________. .

What is your spouse's occupation? (*) b. What is your greatest strength? c. Tell me about a time that you had to make a difficult decision and how you handled it. d. What job rewards do you value the most? e. All of the above.

Please review the excerpt from a 360-degree feedback report below. Based on these results, what would type of feedback would you give to this individual in a feedback meeting, if he/she was your direct report?

You received high ratings for all questions so these are all strengths and there is nothing that you need to do in terms of changing your behavior. b. You rated yourself significantly lower on the questions compared to others who provided feedback on you. Do you think you may have a self-confidence problem? c. The most important ratings to pay attention to are my ratings as I am your immediate supervisor. d. Others rated you higher on the questions compared to your self-ratings so you are actually doing a lot better on these issues than you thought. This is a very positive result! Great job! (*) e. Everything looks great!! Give me a chest bump!!

The WLS Corporation was hiring 70 recent college graduates from a variety of majors for business analyst positions at its offices in Milwaukee. Here is a summary of their selection process: Stage/Selection Method/Minimum Criterion to Advance to Next Stage Weighted Application Blank Score of 70/100 Initial Interview: Score of 3/5 Job Knowledge Test Score of 80/100 Structured Interview Score of 4/5 Reference Checks Score of 9/10 Based on the selection process shown above, this would be best described as a _________ selection process.

____ selection process. a. Additive b. Compensatory c. Single Criterion d. Multiple Hurdles (*) e. All of the above

Based on the "15 Best Recruitment Videos" that were shown in lecture, one of the most effective elements of the British Airways pilot recruitment video (see image below) was that it ___________.

___________. a. Included customer testimonials about why they fly with British Airways b. Included pilot testimonials about personal experiences with British Airways and the recruiting process. (*) c. Discussed the history of British Airways as a company d. Presented examples of cutting edge technologies that are integrated into British Airways jets e. All of the above

An employer may be vulnerable to if an employee who continually receives unsatisfactory ratings in safety practices, as one example, is kept on the payroll and causes injury to a third party

a predetermined norms claim b. an adverse impact claim c. illegal discrimination d. a negligent retention claim (*) e. a negative impact claim

An employer may be vulnerable to________ if an employee who continually receives unsatisfactory ratings in safety practices, as one example, is kept on the payroll and causes injury to a third party

a predetermined norms claim b. an adverse impact claim c. illegal discrimination d. a negligent retention claim (*) e. a negative impact claim

The performance appraisal method that is especially effective when an employer wants to obtain performance appraisal ratings of employees that are as precise as possible is (are) a __________.

a. 360-degree feedback system b. BARS system (*) c. results-oriented appraisal system d. management by objectives (MBO) e. All of the above

Which measure of recruiting effectiveness would be most appropriate to use in assessing the future success of individuals who were recently hired by an organization?

a. H/A (number of hires out of total number of applicants) b. Concurrent validity index c. Content validity index d. Quality of hire (PR=HP+HS/N)* e. Test-retest reliability index

Which of the following statements is(are) true regarding recruiting?

a. Its primary objective is to establish personjob fit. b. Its primary objective is to establish personorganization fit. c. Its primary objective is to generate a large pool of qualified applicants.* d. Its primary objective is to clarify the knowledge, skills, and abilities required for a specific job. e. All of the above.

Angela, a project manager at a telemarketing firm, manages teams of workers who work on a project-to-project basis. The work load of employees is highly variable over the course of the year. Angela is attempting to identify an appropriate strategy which will enable her to get extra help when the company's work load is at its peak, but will not result in overstaffing during the slow periods. Which of the following could Angela use to address her problem?

a. Temporary workers b. Leased workers c. Student interns d. Outsourcing e. All of the above (*)

Brad Pitt, the regional sales director at a telecommunications firm called 10-9-876, assesses the performance of his sales staff solely in terms of monthly sales figures. Many of his employees are very dissatisfied with this practice as they feel that effort and quality of sales practices are equally important. This is an example of___________.

a. measurement contamination b. halo error c. central tendency bias d. severity bias e. measurement deficiency (*)

Based on the first "Top Gun" video presented in lecture showing the overview and objectives of the training program, the need for the creation of the program was that

a. the US Navy was having difficulty recruiting new fighter pilots n. the turnover rate among existing fighter pilots in the US Navy was increasing c. the kill ratio for US fighter pilots was declining (*) d. the hit rate for US fighter pilots was increasing e. all of the above

In the video clip from the movie, "Armageddon." A wide variety of assessment tests were administered to the members of the space drilling team in order to determine person-job fit in terms of ___________.

a. their overall physical fitness b. their ability to survive the trip to the asteroid (*) c. their analytical skills d. their teamwork skills e. their decision making skills

Based on the second and third "Top Gun" videos presented in lecture showing the elements of the training program, which of the following is (are) true?

a.A key element of the training consisted of the use of computer-based role plays. b. The central elements of the training were the use of daily flight simulations combined with case analysis and discussion. (*) c. A supporting element of the training consisted of extensive readings and lecture. d. The central element of the training program was the use of video analysis of previous combat scenarios that the U.S. Navy had over the past 20 years. e. All of the above.

31. Important characteristic of adult learners in terms of how they learn include _________.

a.Adult learners want to be challenged during the learning process. (*) b. Adult learners tend to learn in the same basic manner. c. Adult learners do not want to be involved in the training process very much as they would prefer to have a trainer lecture to them about issues that pertain to their jobs. d. Adult learners do not want to be treated as equals with the trainer as they want the trainer to be the expert. e. All of the above

Which type of performance appraisal is commonly used to overcome the problem with inflated ratings that is seen with the use of some performance appraisal methods?

a.Behavior-based scale b. Forced distribution scale (*) c. Management by Objectives d. 360 degree feedback systems e. All of the above

The trainer is developing a training program on leadership skills. She wants to create a program that will maximize participants' long-term retention of what is learned in the training program. Given this, which of the following training methods should she use?

a.Demonstration b. Discussion c. Case study analysis d. Immediate use of learning (*) e. Lecture

Jill Benetton, Vice-President of HR at the Miller Corporation, needs to evaluate the effectiveness of the overall corporate training and development area from a "behavioral" level. Given this, which of the following outcomes should she focus on in terms of supporting her evaluation of the training function?

a.Employee mastery of the content taught to them in training programs. b. Improvements in customer satisfaction and retention based on the training. c. Employee perceptions of the value and relevance of training programs. d. Whether employees would recommend the training programs offered to other employees in the organization. e. Improvements in employee job performance after the training. (*)

The training and development department at the Gotham Corporation is attempting to conduct a needs assessment of the organization in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis?

a.Performance appraisal ratings b. Corporate annual report c. Industry analysis d. Corporate strategic plan (*) e. Organizational chart

The training and development department at the Gotham Corporation is attempting to conduct a needs assessment of the job in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis?

a.Performance appraisal ratings b. Job descriptions (*) c. Industry analysis d. Corporate strategic plan e. Organizational chart

The last critical step in the implementation of the strategic training framework for enhancing transfer of training is ___________.

a.demonstration b. review of the theory c. practice or simulation d. practice on the job with coaching (*) e. practice on the job with feedback

The performance evaluation form used to evaluate the job performance of production employees for a manufacturing company includes teamwork, effort, flexibility, efficiency and sense of humor. The use of "sense of humor" in the definition of performance for the job is an example of _______.

a.lack of predictive validity b. performance deficiency c. measurement deficiency d. measurement contamination (*) e. performance contamination

Sam Malone, Director of Information Technology at the Landau Corporation, conducted a performance appraisal of the ten members of his staff. Although the true performance level of his staff ranges from marginal to outstanding, he gives them all average performance ratings. Sam is demonstrating a(n) in this situation.

a.leniency bias b. severity bias c. central tendency bias (*) d. halo error e. measurement contamination error

A major managerial implication related to the action planning section of a performance appraisal form is ___________.

a.set up another meeting during the year to complete this part of the process with the employee b. work with the employee to develop specific goals that are put in the action plan and then use the action plan to guide the management of the employee during the year (*) c. set no more than two developmental goals for the employee for the coming year d. ask the employee to develop his/her own action plan and approve whatever he/she comes up with e. do not fill out this section of the appraisal form - the quantitative performance ratings are more important

The measure of effectiveness for the performance appraisal process that must be interpreted with great care due to its potential for subjectivity, bias, and distortion of information is the

average performance ratings by dimension and overall (*) b. percentage of performance appraisals completed c. percentage of performance appraisals that generate improvement action plans for the next year d. percentage of performance improvement goals specified in action plans that are achieved by the next employee's performance appraisal e. cost of implementing the system

The measure of effectiveness for the performance appraisal process that must be interpreted with great care due to its potential for subjectivity, bias, and distortion of information is the _________.

average performance ratings by dimension and overall (*) b. percentage of performance appraisals completed c. percentage of performance appraisals that generate improvement action plans for the next year d. percentage of performance improvement goals specified in action plans that are achieved by the next employee's performance appraisal e. cost of implementing the system

Training and development delivery systems include __________

corporate universities b. online higher education c. Vestibule systems d. Video media e. All of the above (*)

Liz Koenig, college recruiter for the Jesper Corporation, is interested in conducting oncampus job interviews with graduating seniors at a number of universities around the U.S. The challenge she is facing is that she isn't sure which information she should obtain to help him to make good hiring decisions. Based on our discussion of the reliability and validity of selection methods, which selection method should she utilize if she needs a predictor with at least moderate validity?

ctor with at least moderate validity? a. Grade point average b. Quality of the school c. Letters of recommendation d. Literacy testing e. Extracurricular activities (*)

The characteristic of an effective appraisal system that allows an employee to challenge a rating is called ________.

documentation b. job relatedness c. due process (*) d. standardization e. legal defensibility

In the Incident entitled, "Training at Keller-Globe," it was stated that the manufacturer was going to send a trainer to the company to conduct classroom-based training and then work with the employees on the line to help them learn how to use the new machine." This is an example of the application of the ___________.

general training process model b. strategic transfer of training model (*) c. training evaluation model d. decision making criterion matrix e. training needs analysis model

An HR representative at the Equinox Corporation has a full day of interviews set up for a customer service specialist position. The first candidate who is interviewed is a disaster. First, he was 20 minutes late for the interview. He then proceeded to throw up on the interviewer's desk and pretend like nothing had happened. Finally, he refused to leave the interviewing room until the HR rep offered him a job. Security had to be called to remove the individual. The next job candidate is a solid candidate in terms of personality, education and experience, but the interviewer viewed her as being an exceptional job candidate because of the individual who had been interviewed just before her. This is an example of a(n) .

halo error b. stereotype c. central tendency bias d. contrast error (*) e. first impression bias

Bass and Associates, a management consulting firm, hired a group of 10 recent college graduates who possessed exceptional academic records (average GPA of 3.9/4.0) and internship experience during their college careers. These students clearly had the ability to excel at all aspects of the business analyst positions they had been hired into. However, after six months, all 10 recent graduates had either decided to leave the organization voluntarily or they had been terminated for poor performance. The reason for this was that although they were qualified for their jobs, they found the excessive formality, bureaucracy and mentality that emphasized maintaining the status quo to be incompatible with their work styles and personalities. The cause of the problem in this situation was

high person-job fit b. high person-organization fit c. low person-job fit d. low person-organization fit (*) e. all of the above

Based on the recruiting process model presented in lecture, the first step in the process is to engage in _________.

human resource planning (*) b. training need analysis c. job evaluation d. corporate strategic planning e. person-job fit analysis

Assessment centers commonly make use of , which involves trainees assigning a priority to each particular situation before making any decisions, in the selection process to help predict performance success in management jobs

in-basket training (*) b. cross-training c. apprenticeship training d. business games e. case study

The performance evaluation form used to evaluate the job performance of production employees for a manufacturing company includes teamwork, effort, flexibility, efficiency and sense of humor. The use of "sense of humor" in the definition of performance for the job is an example of .

lack of predictive validity b. performance deficiency c. measurement deficiency d. measurement contamination (*) e. performance contamination

The performance evaluation form used to evaluate the job performance of production employees for a manufacturing company includes teamwork, effort, flexibility, efficiency and sense of humor. The use of "sense of humor" in the definition of performance for the job is an example of

lack of predictive validity b. performance deficiency c. measurement deficiency d. measurement contamination (*) e. performance contamination

One of the most effective types of training methods that was shown in the "Top Gun" video clips was ___________.

lectures b. case analysis c. role plays d. simulations* e. readings and group discussions

Sandy Johnson, Director of Information Technology at the JCM Corporation, conducted a performance appraisal of the ten members of her staff. The true performance level of her staff is excellent "across the board" and she gives them all excellent performance ratings. What is Sandy demonstrating in this situation?

leniency bias b. severity bias c. central tendency bias d. halo error e. an accurate assessment of the performance of her workers (*)

An HR representative at the McMurphy Corporation has a full day of interviews set up for a marketing analyst position. The first candidate who is interviewed is a disaster. First, he was 20 minutes late for the interview. He then proceeded to throw up on the interviewer's desk and pretend like nothing had happened. Finally, he refused to leave the interviewing room until the HR rep offered him a job. Security had to be called to remove the individual. The next job candidate is a solid candidate in terms of personality, education and experience, but the interviewer viewed her as being an exceptional job candidate because of the individual who had been interviewed just before her. This is an example of a(n) _________.

ple of a(n) _________. a. halo error b. first impression error c. similar-to-me error d. contrast error (*) e. all of the above

Assessment centers commonly make use of ________, which involves trainees assigning a priority to each particular situation before making any decisions, in the selection process to help predict performance success in management jobs

predict performance success in management jobs. a. in-basket training (*) b. cross-training c. apprenticeship training d. business games e. case study

Guidelines for Effective Training include _________.

provide a safe environment b. listen to your trainees c. stick to your agenda d. have fun e. all of the above*`

A major managerial implication related to the action planning section of a performance appraisal form is .

set up another meeting during the year to complete this part of the process with the employee b. work with the employee to develop specific goals that are put in the action plan and then use the action plan to guide the management of the employee during the year (*) c. set no more than two developmental goals for the employee for the coming year d. ask the employee to develop his/her own action plan and approve whatever he/she comes up with e. do not fill out this section of the appraisal form - the quantitative performance ratings are more important

The PBX Company hires new employees through a process in which all job candidates are assessed using a variety of job interviews, simulations, assessment centers, and background checks. Once this information is collected for all job applicants, management makes an overall evaluation of each job candidate based on considering his/her relative strengths and weaknesses. The final hiring decision is based on the overall evaluations of job candidates. The PBX Company used a(n) __________approach to making selection decisions

single criterion b. additive approach c. compensatory (*) d. multiple-hurdle e. all of the above

The PBX Company hires new employees through a process in which all job candidates are assessed using a variety of job interviews, simulations, assessment centers, and background checks. Once this information is collected for all job applicants, management makes an overall evaluation of each job candidate based on considering his/her relative strengths and weaknesses. The final hiring decision is based on the overall evaluations of job candidates. The PBX Company used a(n) approach to making selection

single criterion b. additive approach c. compensatory (*) d. multiple-hurdle e. decision making criteria matrix

To assist in goal achievement, the manager needs to provide ________ so the employee can further his or her development and achieve specific goals

specific behaviors b. specific competencies c. required traits d. specific examples (*) e. improvement of potential

Organizational development interventions include __________.

survey feedback b. quality circles c. team building d. A and B e. All of the above (*)

`Common reasons for failure of training include _________.

the reason for the training is not identified b. the needs of trainees were ignored or not taken into account c. Examples used in the training are unrealistic or unrelated d. the supervisor is not involved in the training e. all of the above*

In the video clip from the movie, "Armageddon." A wide variety of assessment tests were administered to the members of the space drilling team in order to determine person-job fit in terms of .

their overall physical fitness b. their ability to survive the trip to the asteroid (*) c. their analytical skills d. their teamwork skills e. their decision making skills

Based on the "Top 15 Recruitment Videos" website, we watched examples of two companies and their recruiting strategies. In terms of the Rackspace recruiting video, one of the major opportunities for improvement was that it _______________.

used music that was not appealing to its target audience b. it only showed the company's building, offices, and other facilities, but it did not show any people c. did not provide any information about employee compensation and benefits d. was slow and boring e. did not explain what the company did (*)