Final Exam

Question 1

historical and verifiable

Answer 1

hard B-items

Question 2

future and unverifiable

Answer 2

soft-B items

Question 3

disability, marital status, dependency, age, emergency contact

Answer 3

Cluster 1

timing issue

Question 4

criminal history, military experience, school activities, credit/financial status

Answer 4

Cluster 2

phrasing issue

Question 5

gender, religion, national origin

Answer 5

Cluster 3

Question 6

describes the extent to which a given selection procedure consistently measures applicants who are being screened

Answer 6

reliability

Question 7

format that demands highest level of interviewing skills from the interviewer during the course of an interview

Answer 7

unstructured

Question 8

how Americans define career ‘growth’

Answer 8

hierarchical/vertical

Question 9

format that demands lowest level of interviewing skills from the interviewer during the course of an interview

Answer 9

structured

Question 10

reward situations where certain individuals are being paid more than the pay-range max. for their positions

Answer 10

silver-circle, gold-circle

Question 11

reward situations where certain jobs are being paid more than the pay-range max. for their positions

Answer 11

red-circle, green-circle

Question 12

investment plan that would best advance a corporate culture that emphasizes employee empowerment/involvement

Answer 12

Scanlon plans

Question 13

line of sight is a concept that is vital to effective

Answer 13

performance management

Question 14

what is least likely to be a compelling concern for management when traditional pay structures are designed

Answer 14

individual equity

Question 15

what is most likely to be a compelling concern for management when traditional pay structures are designed

Answer 15

business strategy

Question 16

highest level of validity

Answer 16

performance simulations

Question 17

lowest level of validity

Answer 17

unstructured interviews

Question 18

basing pay structures on a pay-policy line that is set below prevailing wage & salary levels would most likely undermine employees perception of

Answer 18

external equity

Question 19

basing pay structures on a pay-policy line that is set above prevailing wage & salary levels would most likely undermine employees perception of

Answer 19

individual equity

Question 20

in content validity studies, the employer compares:

Answer 20

selection test content with job content

Question 21

job evaluation data into pay structure design–> ____ equity

Answer 21

internal

Question 22

pay survey data into pay structure design–> ____ equity

Answer 22

external

Question 23

The employer intentionally excluded some individuals from employment opportunitities

Answer 23

disparate treatment

Question 24

“facially neutral” employment criteria excluded some groups from employment opportunities much more so than it did other groups

Answer 24

disparate impact

Question 25

describes the extent to which a given selection procedure accurately measures applicants who are being screened

Answer 25

validity

Question 26

perform well in selection but poorly on the job

Answer 26

false positive

Question 27

perform poorly in selection but well on the job

Answer 27

false negatives

Question 28

most likely to raise legal concerns about reverse discrimination

Answer 28

private firm voluntarily chooses to implement an affirmative action plan

Question 29

least likely to raise legal concerns about reverse discrimination

Answer 29

federal contractor voluntarily chooses to implement an affirmative action plan

Question 30

the cost of underutilizing employees during business downturns is _____ than the cost of filling job vacancies when there is an upturn in demand

Answer 30

greater

Question 31

refers to present and future compliance with anti-discrimination laws

Answer 31

EEO

Question 32

entails rectifying inequities that were created by past discrimination

Answer 32

AA

Question 33

an individuals pay exceeds the pay-range maximum for that pay grade because of seniority-related considerations

Answer 33

silver circle

Question 34

average pay for a particular job exceeds the pay-range maximum for its pay grade

Answer 34

red circle

Question 35

an individuals pay exceeds the pay-range maximum for that pay grade because of performance related considerations

Answer 35

gold circle

Question 36

average pay for a particular job is below the pay-range minimum for its pay grade

Answer 36

green circle

Question 37

clusters of jobs that have been identified as contributing equal value to the firm

Answer 37

pay grades

Question 38

country with lowest HR staff ratios

Answer 38

US

Question 39

country with highest HR staff ratios

Answer 39

Japan

Question 40

HR activity least likely to be outsourced

Answer 40

transformational (change or improvement)

Question 41

HR activity most likely to be outsourced

Answer 41

transactional (repetitive)

Question 42

PEOs handle outsourced HR work for what sized firms?

Answer 42

small and medium

Question 43

HROs handle outsourced HR work for what sized firms?

Answer 43

Large

Question 44

people focused roles (2)

Answer 44

employee champion; change agent

Question 45

process focused roles (2)

Answer 45

administrative expert; strategic partner