BUS 256 MINE Recruit Select & Per Plan Blackburn
4. The purpose of validation is to provide evidence that data from the selection instruments are related to successful job performance. Answers: True False
TRUE
5. Ability tests are the same as aptitude or achievement tests. Selected Answer: True Answers: True False
TRUE
5. The World Wide Web is the source of recruiting that has become the most dominant medium in recent years. Answers: True False Response Feedback: Correct
TRUE
6. The success of the interview as a job analysis technique depends, to a large extent, on the skill of the interviewer. Selected Answer: True Answers: True False Response Feedback: Correct. The interviewer must have certain skill sets to properly analyze the job using this method.
TRUE
7. Reliability of measurement in selection is synonymous with dependability, consistency, or stability of measurement. Selected Answer: True Answers: True False Response Feedback: Correct.
TRUE
22. Which of the following is an example of a "good" statement descriptive of physical requirements? Selected Answer: All of the above are "good" statements of physical requirements Answers: See well enough to read a voltmeter dial from a distance of three feet Strong enough to carry a 150 pound weight down a 20 foot ladder Hear well enough to carry on a telephone conversation without amplification All of the above are "good" statements of physical requirements Response Feedback: Correct.
All of the above are "good" statements of physical requirements Answers: See well enough to read a voltmeter dial from a distance of three feet Strong enough to carry a 150 pound weight down a 20 foot ladder Hear well enough to carry on a telephone conversation without amplification All of the above are "good" statements of physical requirements
11. List and briefly define the steps in the Development of a Selection Program.
Answer: List and briefly define the steps in the Development of a Selection Program. There are six steps in the development of a selection program. The adequacy of the selection process is dependent upon the competence of each step and these steps help create a foundation for the candidate by gathering data from the applicants. Accurate data helps make the best decision for the correct selection. If the selection program is developed well, it can help avoid choosing the wrong applicant for the position. If the information they provided is accurate they should be able to perform all aspects of the job correctly, but if their information is false, it could create problems with the employer.The first step is the job analysis which involves collecting information about a job within the organization including the tasks, outcomes produced such as products, services, equipment, material used and the environment to serve the purpose of communicating the nature and demands of the job to potential applicants. The second purpose of the job analysis is to provide a database for the other steps in developing the selection program.The second step is the identification of relevant job performance dimensions. This comprises how job performance is measured and the level of performance that is considered successful. Selection specialists must know what comprises success.The third step identifies the work-related characteristics (WRCs) that are necessary for the job. This is determined by using the job analysis information and job performance data.The fourth step is the development of assessment devices to measure the WRCs. Two requirements in choosing the selection devices to be used include the device to measure the WRCs necessary for the job as identified by the selection specialist and the selection measure should be able to distinguish between the applicants by measuring these differences by means of numerical scores.The fifth step is the validation of assessment devices (content and criterion). Its purpose is to provide evidence that data from the selection instruments are related to job performance. Empirical validation collects two kinds of data. Content validation can also be used.The sixth step is the use of assessment devices in the processing of applicants. Selection measures should be related to job performance or it can prove costly if a less than favorable pool of applicants is selected for employment rather than from optimal choices. ReferenceGatewood, R. D., Feild, H. S., & Barrick, M. (2015). Human Resource Selection. Cengage. Correct Answer: Job Analysis - Identification of Relevant Job Performance Dimensions - Identification of WRCs Necessary for Job - Development of Assessment Devices to Measure WRCs - Validation of Assessment Devices (Content & Criterion) - Use of Assessment Devices in the Processing of Applicants. See page 9 Figure 1.2. Response Feedback: Job Analysis - Identification of Relevant Job Performance Dimensions - Identification of WRCs Necessary for Job - Development of Assessment Devices to Measure WRCs - Validation of Assessment Devices (Content & Criterion) - Use of Assessment Devices in the Processing of Applicants. See page 9 Figure 1.2.
3.Discuss briefly the history of cognitive ability testing. Who started them? When and why? The first efforts on developing mental ability or intelligence tests are associated with the work of Alfred Binet and Theodore Simon who were French psychologists. Their work from 1905 to 1911 was in developing tests that could "identify mentally retarded children in the French school system who should be assigned to special education classes" (Gatewood et al., 2015). Consulting with teachers working in the school system, Binet and Simon's work focused on "developing an age scale for each year between age 3 years and adulthood" (Gatewood et al., 2015). They developed an age scale containing a sample of curriculum questions applicable with each academic grade level and what a child should know at each of these levels. Children were identified as mentally retarded if their calculated mental age was considerably lower than their chronological age (Gatewood et al., 2015). Designed to be administered by a trained professional to one individual at a time, this mental ability test involved an assortment of activities. This test was modified for use in the United States in 1916 and published as the Stanford-Binet Intelligence Scale (Gatewood et al., 2015). Modified periodically, this test is still extensively employed today. Reference Gatewood, R. D., Feild, H. S., & Barrick, M. (2015). Human Resource Selection. Cengage.
Correct Answer: See slides 7-13 on the PowerPoint. 1905-11, French psychologists Binet & Simon sought to develop tests that would identify mentally retarded children Developed an age scale with questions child should know at each level Mentally retarded students were identified as those whose calculated mental age was substantially lower than chronological age In 1916, modified for use in U.S. as Stanford-Binet Intelligence Scale; modified & in use today 1905-11, French psychologists Binet & Simon sought to develop tests that would identify mentally retarded children Developed an age scale with questions child should know at each level Mentally retarded students were identified as those whose calculated mental age was substantially lower than chronological age In 1916, modified for use in U.S. as Stanford-Binet Intelligence Scale; modified & in use today 1905-11, French psychologists Binet & Simon sought to develop tests that would identify mentally retarded children Developed an age scale with questions child should know at each level Mentally retarded students were identified as those whose calculated mental age was substantially lower than chronological age In 1916, modified for use in U.S. as Stanford-Binet Intelligence Scale; modified & in use today
5. Define validity. Discuss the quantitative relationship between validity and reliability by explaining each item in the equation below:
Define validity. Discuss the quantitative relationship between validity and reliability by explaining each item in the equation below: Selected Answer: Define validity. Discuss the quantitative relationship between validity and reliability by explaining each item in the equation below: Validity concerns "the accuracy of judgments or inferences made from scores on selection measures, including predictors and criteria" (Gatewood et al., 2015). Validity signifies the most important characteristic of data from measures used in human resource selection (Gatewood et al., 2015). The significance of validity applies to both selection procedures and criteria and demonstrates what is assessed by selection measures determining the kinds of conclusions that can be drawn from data that such measures produce (Gatewood et al., 2015). While it is commonly thought to apply selection procedure validity, validity does also apply to criteria. The objective is to identify how accurate hypothesized predictions are concerning job success and what the "validity of inferences that can be made from the scores on selection measures" (Gatewood et al., 2015). Reliability is about a method's consistency and validity is about its accuracy. While it is conceivable to have a measure that is reliable, it will not assess what is wanted in terms of selection. The maximum possible empirical validity when using a predictor such as a test depends on its reliability in addition to the reliability of the criterion with which it is correlated (Gatewood et al., 2015). Stated quantitatively, the relationship between validity and reliability is: Where: rxy - is the maximum possible correlation between predictor X and criterion Y rxx - is the reliability of coefficient of predictor X ryy - is the reliability coefficient of criterion Y If the reliability of a test (X) is 0.81, and the reliability of the criterion (Y) is 0.60, then the maximum possible validity of the test is 0.70 or: ______________ rxy = √ (0.81) (0.60) = 0.70 Reference Gatewood, R. D., Feild, H. S., & Barrick, M. (2015). Human Resource Selection. Cengage. Correct Answer: See page five on week eight's powerpoint
QUIZ 9 Ch. 14 1. The use of polygraph (or lie detector tests) for most employment situations was made illegal by the Civil Rights Act of 1964. Selected Answer: False Answers: True False
FALSE
Quiz 7 Ch. 11 Ability Tests for Selection 1. Cognitive ability tests focus on the physical ability of a candidate. Selected Answer: False Answers: True False
FALSE
21. The interview is not one of the most frequently used methods of job analysis.
FALSE Correct! The job interview is one of the most important and most frequently used methods for job analysis.
24. Reliability is an absolute measurement and should not be estimated.
FALSE Correct. Reliability is only an estimate.
10. Counterproductive work behavior (CWB) implies that the job performance is desirable to the organization. Selected Answer: False Answers: True False Response Feedback: Correct!
FALSE
12. Because of the way it is calculated, a higher reliability coefficient is not desirable.
FALSE
14. The federal agency that regulates personnel activities and discrimination in the workplace covered by Title VII is the Department of Labor.
FALSE
2. Reference checks are one of the few selection devices not subject to the Uniform Guidelines on Employee Selection Procedures. Selected Answer: False Answers: True False
FALSE
3. Counterproductive work behavior (CWB) implies that the job performance is desirable to the organization. Answers: True False
FALSE
3. Personality seems clearly related to job performance for those jobs that rely more on specific knowledge and procedures and have few acceptable ways to produce desired performance. Selected Answer: False Answers: True False Response Feedback: Correct.
FALSE
3. Recruiters have a stronger influence on recruits than do job and organization characteristics. Answers: True False Response Feedback: Correct
FALSE
3. The federal agency that regulates personnel activities and discrimination in the workplace covered by Title VII is the Department of Labor. Answers: True False
FALSE
4. Mental ability tests are not valid and are not useful selection tools. Selected Answer: False Answers: True False
FALSE
4. Most polygraph examiners make an overall judgment of lying based solely on the polygraph information. Selected Answer: False Answers: True False Response Feedback: Correct.
FALSE
8. Promptness and attendance are usually obtainable records and are always used as a critical dimension of performance. Selected Answer: False Answers: True False Response Feedback: Great job.
FALSE
QUIZ 2 1. Promptness and attendance are usually obtainable records and are always used as a critical dimension of performance Answers: True False Response Feedback: Great job.
FALSE
QUIZ 4 1. Selection is more closely related to job analysis than it is to other HR functions. Answers: True False Response Feedback: Good.
FALSE
2. Which of the following is a reasonable conclusion to be drawn concerning the use of personality measurements for predicting job performance? Selected Answer: Personality data can make an independent contribution to selection decisions. Answers: Personality data can make an independent contribution to selection decisions. Personality data is not useful for making selection decisions. Personality data is the single most important information for making selection decisions. Research evidence is too inconsistent to make any reasonable judgments about the use of personality data in selection.
Personality data can make an independent contribution to selection decisions.
3. Which of the following statements concerning concurrent validation studies is correct? Selected Answer: Predictor and criterion data are collected at roughly the same time. Answers: Predictor and criterion data are collected at roughly the same time. Predictor pre-hire data and criterion post-hire data are collected when convenient. Criterion pre-hire data and predictor post-hire data are irrelevant. Predictor and criterion data are collected on applicants before any hiring decision.
Predictor and criterion data are collected at roughly the same time.
17. Why are promotion decisions often viewed as a different SHRM function than selection? Selected Answer: Promotion decisions are often reached without using the formal testing devices that characterize external selection. Answers: Entirely different procedures are used for promotion than for selection. Promotion decisions are often reached without using the formal testing devices that characterize external selection. Different people make selection decisions than those making promotion decisions. More information is available about applicants in selection decisions than is available about candidates for promotion decisions. Response Feedback: Good.
Promotion decisions are often reached without using the formal testing devices that characterize external selection.
QUIZ 1 1. Why are promotion decisions often viewed as a different SHRM function than selection? Answers: Entirely different procedures are used for promotion than for selection. Promotion decisions are often reached without using the formal testing devices that characterize external selection. Different people make selection decisions than those making promotion decisions. More information is available about applicants in selection decisions than is available about candidates for promotion decisions.
Promotion decisions are often reached without using the formal testing devices that characterize external selection.
19. Match the following term to its definition. QuestionCorrect MatchSelected Match Reliability B. The degree of dependability, consistency, or stability of scores on a measure used in the selection process. B. The degree of dependability, consistency, or stability of scores on a measure used in the selection process. Title VII of the Civil Rights Act of 1964 D. Applies to private employers, governments, unions and employment agencies and agencies who receive federal assistance who have 15 or more employees. D. Applies to private employers, governments, unions and employment agencies and agencies who receive federal assistance who have 15 or more employees. Measurement A. The systematic application of rules for assigning numbers to objects (usually people) to represent the quantities of a person's attributes or traits. A. The systematic application of rules for assigning numbers to objects (usually people) to represent the quantities of a person's attributes or traits. Job Analysis C. A purposeful, systematic process for collecting information on the important work-related aspects of a job. C. A purposeful, systematic process for collecting information on the important work-related aspects of a job. All Answer ChoicesA. The systematic application of rules for assigning numbers to objects (usually people) to represent the quantities of a person's attributes or traits. B. The degree of dependability, consistency, or stability of scores on a measure used in the selection process. C. A purposeful, systematic process for collecting information on the important work-related aspects of a job. D. Applies to private employers, governments, unions and employment agencies and agencies who receive federal assistance who have 15 or more employees. Response Feedback: This was extra credit and came from several chapters in your text.
Reliability - The degree of dependability, consistency, or stability of scores on a measure used in the selection process Title VII of the Civil Rights Act of 1964 - Applies to private employers, governments, unions and employment agencies and agencies who receive federal assistance who have 15 or more employees. Measurement - The systematic application of rules for assigning numbers to objects (usually people) to represent the quantities of a person's attributes or traits. Job Analysis - A purposeful, systematic process for collecting information on the important work-related aspects of a job.
2. What is reliability and why is it important in human resource selection? **(State the question first, type out your answer, then cite your work.)** Selected Answer: What is reliability and why is it important in human resource selection? (State the question first, type out your answer, then cite your work.) A fundamental definition of the concept of reliability in the context of HR selection means the "degree of dependability, consistency, or stability of scores on a measure used in selection research," as either predictors or criteria (Gatewood et al., 2015). Employers should ensure that any selection tests they use are both reliable and valid and can produce consistent results that can predict success on the job. Otherwise, they risk discrimination claims that could ensue. Because biases and assumptions exist whether we are aware of them. Reliability is important in human resource selection because a selection method that is reliable and valid can avoid hiring teams who may use their own intuition which can lead to discrimination, missing out on the good hires, lower-performing new hires, and the potential for lawsuits (Kangas, n.d.). We cannot measure reliability, only estimate it (Gatewood et al., 2015). Reference Gatewood, R. D., Feild, H. S., & Barrick, M. (2015). Human Resource Selection. Cengage. Kangas, M. Validity of Interviewing and Selection Methods. Recruiting Toolbox. Retrieved 7 October 2021, from https://recruitingtoolbox.com/validity-of-interviewing-and-selection-methods/. Correct Answer: Reliability is defined as the degree of dependability, consistency, or stability of scores on a measure used in selection research (either predictors or criteria)Reliability is determined by the degree of consistency between two sets of scores on the same measure. Reliability is important because, in using data from testing, HR practitioners must use data that are dependable and reliable to ensure that applicants are properly measured. Sometimes tests scores differ and are not consistent between takes, thus it is important to measure reliability which attempts to account for the expected degree of consistency in scores or "errors of measurement". See pages 239-241 in the text and your Powerpoint presentation. Response Feedback:Reliability is defined as the degree of dependability, consistency, or stability of scores on a measure used in selection research (either predictors or criteria)Reliability is determined by the degree of consistency between two sets of scores on the same measure. Reliability is important because, in using data from testing, HR practitioners must use data that are dependable and reliable to ensure that applicants are properly measured. Sometimes tests scores differ and are not consistent between takes, thus it is important to measure reliability which attempts to account for the expected degree of consistency in scores or "errors of measurement". See pages 239-241 in the text and your Powerpoint presentation.
Reliability is defined as the degree of dependability, consistency, or stability of scores on a measure used in selection research (either predictors or criteria) Reliability is determined by the degree of consistency between two sets of scores on the same measure. Reliability is important because, in using data from testing, HR practitioners must use data that are dependable and reliable to ensure that applicants are properly measured. Sometimes tests scores differ and are not consistent between takes, thus it is important to measure reliability which attempts to account for the expected degree of consistency in scores or "errors of measurement". See pages 239-241 in the text and your Powerpoint presentation. Response Feedback:Reliability is defined as the degree of dependability, consistency, or stability of scores on a measure used in selection research (either predictors or criteria)Reliability is determined by the degree of consistency between two sets of scores on the same measure. Reliability is important because, in using data from testing, HR practitioners must use data that are dependable and reliable to ensure that applicants are properly measured. Sometimes tests scores differ and are not consistent between takes, thus it is important to measure reliability which attempts to account for the expected degree of consistency in scores or "errors of measurement". See pages 239-241 in the text and your Powerpoint presentation.
3. Which of the following employers would be exempt from the Employee Polygraph Protection Act of 1988? Selected Answer: Sam's Security (a family-owned security service for local businesses) Answers: A-1 Supermarket (a large grocery store experiencing inventory shrinkage) Electro-Electronics (an electronic repair shop experiencing equipment theft) Sam's Security (a family-owned security service for local businesses) Brenda's Boutique (a manufacturer and distributor of gift items in a high crime neighborhood)
Sam's Security (a family-owned security service for local businesses)
2. The three reasons cited for physical ability testing are: The three reasons cited for physical ability testing are: Selected Answer:F. B and C are correct. Answers:A. To ensure that every applicant is as strong as the other. B. To increase female workers in male dominated positions. C. Due to ADA most feasible way to collect physical data on applicants. D. All of the above are correct. E. A and B are correct. F. B and C are correct. Selected Answer:F. B and C are correct. Answers: A. To ensure that every applicant is as strong as the other. the physician breached the duty to the patient.s. C. Due to ADA most feasible way to collect physical data on applicants. D. All of the above are correct. E. A and B are correct. F. B and C are correct.
Selected Answer:F. B and C are correct. To increase female workers in male dominated positions. Due to ADA most feasible way to collect physical data on applicants
9. What is disparate impact? Selected Answer: Selection standards are applied uniformly to all groups, but the net result is to produce differences in the selection of various groups Answers: Certain groups are treated negatively because of race, religion, color, sex, etc. Selection standards are applied uniformly to all groups, but the net result is to produce differences in the selection of various groups Different standards are applied to various groups even though there may not be an explicit statement of discrimination. Certain groups are treated negatively because of job-related factors. Response Feedback: Correct.
Selection standards are applied uniformly to all groups, but the net result is to produce differences in the selection of various groups
QUIZ 3 1. What is disparate impact? Answers: Certain groups are treated negatively because of race, religion, color, sex, etc. Certain groups are treated negatively because of job-related factors. Different standards are applied to various groups even though there may not be an explicit statement of discrimination. Selection standards are applied uniformly to all groups, but the net result is to produce differences in the selection of various groups
Selection standards are applied uniformly to all groups, but the net result is to produce differences in the selection of various groups
13. One of the most perplexing issues for selection specialists involved in validation is how to decide on the number of measures of job performance to use.
TRUE
16. Intentional or inadvertent bias may be present in judgmental data.
TRUE
2. Concurrent validity is sometimes referred to as the present employee method. Selected Answer: True Answers: True False
TRUE
2. Executive Order 11246 prohibits discriminatory acts and is directed toward contractors doing more than $10,000 per year in business with the federal government. Answers: True False
TRUE
2. One of the most perplexing issues for selection specialists involved in validation is how to decide on the number of measures of job performance to use. Answers: True False
TRUE
20. Executive Order 11246 prohibits discriminatory acts and is directed toward contractors doing more than $10,000 per year in business with the federal government.
TRUE
26. A skill is an individual's level of proficiency or competency in performing a specific task.
TRUE
3. Caution is advised in using any negative data from a reference check as a basis for excluding applicants. Selected Answer: True Answers: True False
TRUE
3. The purpose of validation is to provide evidence that data from the selection instruments are related to successful job performance.
TRUE
4. Both applicants and organizations have incentives to present their best qualities to attract one another. Answers: True False Response Feedback: Correct.
TRUE
4. For the small organization, building a database sufficiently large to conduct an empirical validation study is a difficult problem. Selected Answer: True Answers: True False
TRUE
5. Managers intuitively believe that personality traits matter at work Selected Answer: True Answers: True False Response Feedback: Correct.
TRUE
5. Reactions besides guilt can trigger an emotional response in a polygraph examinee. Selected Answer: True Answers: True False Response Feedback: Correct. Good job.
TRUE
4. Intentional or inadvertent bias may be present in judgmental data. Answers: True False
TRUE Response Feedback: Great!
2. List and explain the four stages in the recruitment process.
The first stage of the recruitment process is comprised of how to best attract and capture the interest of potential applicants. There are key steps that are crucial to achieving success in this stage of recruiting that include "establishing recruiting objectives," defining which "key targeting and messaging strategies to follow," and identifying which issues may be linked to social networking ties, in addition to comprehending any limitations in information-processing that may shape the effectiveness of the message (Gatewood et al., 2015). The second stage involves how best to maintain applicant interest during the time that occurs between an applicant's formal application through "either receiving a job offer or is no longer under consideration for the position" (Gatewood et al., 2015). Perceptions of the job are critical and can be shaped by the recruiting and screening process involving how fair it is perceived to be, how informative and timely communications are, and the "quality of interactions with organizational agents" such as recruiters or the hiring manager (Gatewood et al., 2015). The third and final stage describes the decision made by the organization to extend a job offer to a candidate. This final stage involves encouraging sought-after candidates to join the organization. These stages are defined by two primary applicant decisions involving "whether to apply to the organization and whether to accept or decline an opportunity to choose the job" (Gatewood et al., 2015). This is amplified by the uncertainty experienced by the applicant in not knowing if a job offer will be extended by the organization. The recruitment process and interplay with selection begin with establishing recruitment objectives which include determining the number of applicants, number of openings, and the time frame required to apply. Determining the type of applicants is also decided including their work experience, diversity, and KSAs. Recruitment strategies include targeted recruitment including components such as "whom to recruit, where to recruit, whom to use as recruiters" as well as how to present the organizations' brand image (Gatewood et al., 2015). Recruitment activities include choosing which methods to use, how information is conveyed such as applying realism, timing, and credibility. Decisions regarding recruitment messages involving choosing wording and content are also significant. Finally, applying the results of the recruitment activities is accomplished utilizing metrics to assess objectives and accomplishments such as new employee turnover, new employee performance, and how satisfied the manager is with the new employees' performance (Gatewood et al., 2015). Reference Gatewood, R. D., Feild, H. S., & Barrick, M. (2015). Human Resource Selection. Cengage. **Correct Answer:** Recruitment objectives, recruitment strategy, recruitment activities, results of recruitment activities. See page 153. Response Feedback: **Recruitment objectives, recruitment strategy, recruitment activities, results of recruitment activities. See page 153.**
3. List and briefly define the steps in the Development of a Selection Program.
There are six steps in the development of a selection program. The adequacy of the selection process is dependent upon the competence of each step and these steps help create a foundation for the candidate by gathering data from the applicants. Accurate data helps make the best decision for the correct selection. If the selection program is developed well, it can help avoid choosing the wrong applicant for the position. If the information they provided is accurate they should be able to perform all aspects of the job correctly, but if their information is false, it could create problems with the employer. The first step is the job analysis which involves collecting information about a job within the organization including the tasks, outcomes produced such as products, services, equipment, material used and the environment to serve the purpose of communicating the nature and demands of the job to potential applicants. The second purpose of the job analysis is to provide a database for the other steps in developing the selection program. The second step is the identification of relevant job performance dimensions. This comprises how job performance is measured and the level of performance that is considered successful. Selection specialists must know what comprises success. The third step identifies the work-related characteristics (WRCs) that are necessary for the job. This is determined by using the job analysis information and job performance data. The fourth step is the development of assessment devices to measure the WRCs. Two requirements in choosing the selection devices to be used include the device to measure the WRCs necessary for the job as identified by the selection specialist and the selection measure should be able to distinguish between the applicants by measuring these differences by means of numerical scores. The fifth step is the validation of assessment devices (content and criterion). Its purpose is to provide evidence that data from the selection instruments are related to job performance. Empirical validation collects two kinds of data. Content validation can also be used. The sixth step is the use of assessment devices in the processing of applicants. Selection measures should be related to job performance or it can prove costly if a less than favorable pool of applicants is selected for employment rather than from optimal choices. Gatewood, R. D., Feild, H. S., & Barrick, M. (2015). Human Resource Selection. Cengage. **Correct Answer:** Job Analysis - Identification of Relevant Job Performance Dimensions - Identification of WRCs Necessary for Job - Development of Assessment Devices to Measure WRCs - Validation of Assessment Devices (Content & Criterion) - Use of Assessment Devices in the Processing of Applicants. See page 9 Figure 1.2.
5. Failure to follow safety procedures, failure to learn safety procedures are examples of which type of CWB? Answers: Poor work quality. Misuse of time and resources. Misuse of information. Unsafe Behavior Response Feedback: Good Work.
Unsafe Behavior
4. When did a significant increase in attention given to job analysis begin? Selected Answer: Within the last 40 years. Answers: 1950's Within the last 40 years. Early 2000's 1930's Response Feedback: Correct. This came about in the last four decades due to federal selection guidelines and court cases.
Within the last 40 years
5. Is an employer prohibited by law from asking certain questions on an application form? Selected Answer: Yes, court decisions have established that certain questions cannot be asked on an application form. Answers: Yes, laws and regulations prohibit most types of inquiries on application forms. Yes, court decisions have established that certain questions cannot be asked on an application form. No, an employer can ask any questions but may bear the burden of proof if discrimination is charged. No, an employer can ask any questions since the burden of proof falls on the plaintiff.
Yes, court decisions have established that certain questions cannot be asked on an application form.
5. Organization specialists have determined that an individual employee's work performance is a function of two factors: Answers: ability and training motivation and job satisfaction effort and training ability and effort
ability and effort
MIDTERM 1. Organization specialists have determined that an individual employee's work performance is a function of two factors: Selected Answer: ability and effort Answers: ability and training effort and training motivation and job satisfaction ability and effort Response Feedback: Good job.
ability and effort
After employment, all employees are required to submit a physical description (eye color, hair color, height, and weight)?
appropriate
Are you able to perform the listed job tasks with or without accommodation? If so, how would you perform the tasks, and with what accommodation?
appropriate
Quiz 6 1. For each of the following questions that might appear on an application form, identify them as either (A) appropriate or (B) inappropriate, from a legal perspective. After employment, a photograph must be taken of all employees. If employed, you furnish a photograph?
appropriate
25. Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964? Selected Answer: discrimination on the basis of sexual preference Answers: discrimination on the basis of sex discrimination on the basis of religion discrimination on the basis of sexual preference discrimination on the basis of race Response Feedback: Correct.
discrimination on the basis of sexual preference
5. Which of the following is not prohibited by Title VII of the Civil Rights Act of 1964? Answers: discrimination on the basis of sex discrimination on the basis of religion discrimination on the basis of sexual preference discrimination on the basis of race
discrimination on the basis of sexual preference
QUIZ 8 Ch. 12 1. An employee's personality can predict all of the following EXCEPT: Selected Answer: long-term health. Answers: performance. likelihood of stealing. likelihood of being a leader. long-term health. Response Feedback: Good work.
long-term health.
Describe your current marital status.
not appropriate
If you have children, please describe the provisions you have made for childcare.
not appropriate
4. Which of the following can an employer do to show that application form items do not unfairly discriminate among applicants? Selected Answer: show that the questions represent a bona fide occupational requirement Answers: show written proof that the items were not intended to discriminate show that most employers use the same items show that the items came from a reputable reference source such as this textbook show that the questions represent a bona fide occupational requirement
show that questions represent a bona fide occupational requirement
Ch. 8 Quiz 5 1. Upon which step do concurrent and predictive validation strategies differ? Selected Answer: test administration Answers: job analysis choice of criteria selection of test test administration
test administration
2. What does a "false positive" refer to in a polygraph test? Selected Answer: the identification of an individual as lying who, in fact, is not lying Answers: the identification of an individual as telling the truth who, in fact, is lying the identification of an individual as lying who, in fact, is not lying an individual who cannot lie effectively an individual who is not sure if they are lying Response Feedback: Good. Correct.
the identification of an individual as lying who, in fact, is not lying
5. What is a true score? Selected Answer: the mean/average score made by a person on many different administrations of tests Answers: the score obtained because of the presence of external factors the mean/average score made by a person on many different administrations of tests the score obtained for a person under normal conditions the standard deviation on many different administrations of the same test on the same individual Response Feedback: Correct.
the mean/average score made by a person on many different administrations of tests
23. The purpose of recruiting is Selected Answer: to attract people and increase the probability that they will accept a position if it is offered. Answers: to increase the success rate of the selection process by increasing the number of total applicants (both qualified and unqualified). to meet the organization's legal and social obligation by establishing minority quotas. to increase the pool of candidates regardless of cost. to attract people and increase the probability that they will accept a position if it is offered. Response Feedback: Great work!
to attract people and increase the probability that they will accept a position if it is offered
2. The purpose of recruiting is Answers: to increase the success rate of the selection process by increasing the number of total applicants (both qualified and unqualified). to meet the organization's legal and social obligation by establishing minority quotas. to increase the pool of candidates regardless of cost. to attract people and increase the probability that they will accept a position if it is offered.
to attract people and increase the probability that they will accept a position if it is offered.
18. Failure to follow safety procedures, failure to learn safety procedures are examples of which type of CWB?
unsafe behavior
15. A charge of discrimination must be filed how soon after an alleged act?
within 180 days
4. A charge of discrimination must be filed how soon after an alleged act? Answers: within 80 days within 180 days within 100 days within one year
within 180 days
4. Which of the following personality variables is appropriately measured in the selection interview? Selected Answer: work habits Answers: ambition aggressiveness work habits sociability Response Feedback: Correct.
work habits
