Ch. 5-8

E-learning provides which of the following benefits?

Being more cost effective

What is the goal of modeling within the context of training?

To demonstrate the desired behavior or method to be learned

SkyGen wants to gather accurate information about middle managers on dimensions such as leadership ability, ability to delegate, and employee supportiveness. Subordinate evaluations would be good for this purpose.

True

The number of steps in the selection process and their sequence will vary, not only with the organization, but also with the type and level of jobs to be filled.

True

To consider a training program at Sky Systems to be successful, senior management feel that employees who have gone through the program must demonstrate a level of skill above that of those who have not completed the program. This reflects an emphasis on the criterion of learning.

True

Trainers may observe trainees once they return to their positions in order to assess the transfer of training.

True

TruTech received 200 résumés from Acme Employment Agency. Of those, 36 applicants were invited for an onsite interview. The yield ratio for Acme is 18 percent.

True

Sasha needs to select among three candidates for an open position in the production department. Although most impressed by Kendal's personality, values, and motivation to do the job well, Sasha see that a work sample test demonstrated that Kendal does not have the skills necessary to perform the job, and Sasha does not have the luxury of conducting on-the-job training. Therefore, Sasha eliminates Kendal from consideration because of

can-do factors.

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

criterion deficiency.

The practice of hiring relatives is known as

nepotism

A woman or other member of a protected class who, on paper, is highly qualified for executive positions but is repeatedly passed up for promotion has encountered what is commonly called

the glass ceiling

What is the first step in the management by objectives (MBO) process?

Develop organization goals and metrics

Which of the following statements presents a guideline for meeting legal requirements of performance reviews?

Employee evaluations must be based on clear, written job standards.

A behavioral description interview focuses on hypothetical situations. True

False

A firm established the concurrent validity of a selection test by obtaining data from current employees. Now, any candidates for the position should be required to score at the same level on that test in order to be hired.

False

Benchmarking is concerned with measuring employee retention of training materials at specific points in time.

False

Criterion-related validity is the extent to which a selection tool yields consistent results over time.

False

Developmental purposes for performance appraisal include evaluating training programs and determining promotion candidates.

False

Edge Resources has found that its most common recruiting tool does attract a lot of applicants. However, most of them end up coming from a limited regional area, and the majority are unqualified for the open positions. It is likely that the recruiting tool Edge Resources has been relying on is the job fair.

False

Most organizations require resumes from applicants because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

False

Most performance appraisals focus on long-term improvement rather than short-term achievements.

False

Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm's expectations when conducting a person analysis.

False

The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training.

False

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

Forced distribution method

What does the Uniform Guidelines provide to employers?

It provides benchmarks against which to evaluate applicant performance on tests.

In order to promote from within to fill a departmental vacancy, Rian wants to identify an employee whose actual performance is exemplary and who also exhibits the characteristics that show strong potential and indicate that this position would be a good fit. What tool should Rian use?

Nine-box grid

Developmental purposes of performance appraisal include which of the following?

Recognizing individual performance

Performance appraisal methods can be broadly classified as which of the following?

Trait, behavioral, or results

A realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.

True

A research study found that managers often show a tendency to overvalue unfamiliar candidates and undervalue known ones, which means they are likely to hire external candidates rather than promote their current employees.

True

An organization's recruitment success is correlated with the accuracy and completeness of information provided in its job advertisement.

True

Criterion contamination occurs when factors outside an employee's control influence the employee's performance.

True

Instructional objectives are the formal statement of the desired outcomes of a training program.

True

Organizations need to continuously examine the effectiveness of their recruiting strategies.

True

Participants in a training program at Lako Systems examine the many variables at play in a situation and analyze and synthesize facts to better understand how decisions were made and thereby improve their own decision-making skills. These trainees are case-study participants.

True

Reliability refers to the extent to which two methods yield similar results or are consistent with one another.

True

Sky Systems has recently implemented a training program to prepare employees for skilled-trade positions at the company. The trainees receive on- and off-the-job instructions and are paid somewhat reduced wages that increase over time as their skills increase. This program is known as apprenticeship training.

True

Which of the following require the applicant to perform tasks that are actually a part of the work required on the job?

Work sample tests

In order to effectively identify career opportunities and requirements within an organization, the firm should assess and weigh the knowledge and skills that each of its jobs requires by using a

competency analysis

In order to effectively identify career opportunities and requirements within an organization, the firm should assess and weigh the knowledge and skills that each of its jobs requires by using a

competency snalysis

Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in

concurrent validity.

A career plateau is a situation in which

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

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

job specifications.

It can be helpful to divide the appraisal interview into two sessions, one each for

performance review and employee's growth plans.

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of

predictive validity.

Reviewing the job description and specifications to identify the activities performed in a particular job and the KSAOs needed to perform them is known as

task analysis

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change behavior in a certain way is

tell-and-sell.

Learning curves show

that performance plateaus are natural and are usually followed by a spontaneous recovery.

An appraisal technique in which a manager uses praise to cushion criticism by alternating positive statements with negative statements is known as

the sandwich technique and is inappropriate.

The difference between the situational interview and the behavioral description interview is that

the situational interview is hypothetical, while the behavioral description interview is based upon actual experience.