Final

Question 1

Road map

Answer 1

Extraversion
Conscientiness
Emotional stability
Agreeableness
Openess to experience

Question 2

Types of fit

Answer 2

Person-job
Person-organization
Person-group

Question 3

What is person job fit?

Answer 3

Fit between a person’s abilities and the demands of the job and fit between a person’s desires and motivations and the attributes and rewards of a job

Question 4

Person organization

Answer 4

Fit between an individuals values, beliefs, attitudes, and culture of the organization

Question 5

Person group

Answer 5

Match between an individual and his or her work group

Question 6

Which type of fit is the primary focus?

Answer 6

Person-job

Question 7

Three types of assessment methods

Answer 7

Screening methods
Evaluation methods
Contingent methods

Question 8

Asset perspective

Answer 8

Focused on efficiency in assessment minimizing the time and cost

Question 9

Investor perspective

Answer 9

Will evaluate candidates for long terms career potential

Question 10

External assessment methods

Answer 10

Contingent methods

Question 11

Big 5 personality traits

Answer 11

Extraversion
Conscientiness
Emotional stability
agreeableness 
openness to experience

Question 12

This involves asking a departing employee why he or she is leaving

Answer 12

Exit interview

Question 13

this is a scoring approach whereby candidates must receive a passing score on an assessment before being allowed to continue on in the selection process

Answer 13

Multiple hurdles

Question 14

this assessment relies on trained psychologists to subjectively analyze a candidate’s attributes, values, and styles in the context of a particular job

Answer 14

clinical assessment

Question 15

this personality trait refers to being organized, self disciplined, thorough and careful

Answer 15

conscientiousness

Question 16

these refer to measurable factors critical to the firm’s success and long and short-term goals

Answer 16

key performance indicator

Question 17

this is an ongoing process of learning the social structure of the organization

Answer 17

socialization

Question 18

this refers to the analysis of a staffing system to assess its performance and effectiveness

Answer 18

staffing evaluations

Question 19

this type of fit refers to a person adding something that is missing from an organization by being different from others

Answer 19

complementary fit

Question 20

supplementary fit

Answer 20

is when someone is hired who has similar competencies to current employees

Question 21

this is a combined assessment of an employee’s performance and potential

Answer 21

nine-box matrix

Question 22

this type of turnover results in the highest level of long-term business improvement

Answer 22

optimal turnover

Question 23

also known as on boarding, this process involves familiarizing new employees with their job

Answer 23

orientation

Question 24

this is a minimum assessment score needed to advance to the next assessment phase

Answer 24

cut score

Question 25

this is the process of creating backup candidates for specific senior management positions

Answer 25

replacement planning

Question 26

drug tests and background tests are which type of assessment

Answer 26

contingent

Question 27

the concept which refers to the idea that individuals rise to their lowest level of incompetence is the

Answer 27

peter principle

Question 28

this refers to backing out of an employment contract after a job offer is accepted

Answer 28

reneging

Question 29

this involves the fit between a person’s abilities and demands of the job

Answer 29

person-job fit

Question 30

types of fit, primary focus

Answer 30

person-job fit

Question 31

evaluation an assessment methods effectiveness

Answer 31

1. Validity
2. Return on investment
3. application reaction
4. selection ratio
5. usability
6. adverse impact

Question 32

mentoring

Answer 32

consists of a mentor and a protege

Question 33

performance evaluation internal assessment methods

Answer 33

1. skills inventories
2. mentoring programs
3. performance reviews of task and interpersonal behaviors
4. multi-source assessments
5. job knowledge tests
6. assessment center methods
7. clinical assessment

Question 34

multiple hurdles approach

Answer 34

candidates must receive a passing score on an assessment before being allowed to continue on in the selection processes

Question 35

compensatory approach

Answer 35

allows high scores on some assessments to compensate for low scores on job knowledge tests

Question 36

3 compensatory approaches

Answer 36

unit weighting
rational weighting
statistic weighting

Question 37

unit weighting

Answer 37

giving multiple assessments equal weight

Question 38

rational weighting

Answer 38

weight is assign based on importance

Question 39

statistical weighting

Answer 39

assigning different weights to each assessment score base on predictor

Question 40

cut score

Answer 40

minimum score that must be met in order to be eligible to move on to the next step

Question 41

rank order

Answer 41

ranking candidates from highest to lowest score

Question 42

banding

Answer 42

everyone who score within a certain range is considered to have scored equally

Question 43

internal equity

Answer 43

paying employees fairly compared to coworkers as well as having those employees view their payment as fair compared to other employees

Question 44

types of fairness

Answer 44

distributive
procedural
interactional

Question 45

distributive fairness?

Answer 45

perceived fairness of the hiring promotion outcome

Question 46

procedural fairness?

Answer 46

peoples beliefs that the policies and procedures that produced the hiring decisions were fair

Question 47

interactional fairness?

Answer 47

relates to people’s perceptions of the interpersonal treatment and the amount of information they received during the hiring process

Question 48

phases of socialization

Answer 48

anticipatory socialization
encounter
settling in