Test 2

Question 1

_______ is a process that organizations undertake to ensure that the right number and type of individuals are available at the right time to fill their needs

Answer 1

Human resource planning

Question 2

What is the most common way to find a job?

Answer 2

Through a family member or friend

Question 3

During the recruitment process is people find they don’t like the location, job, or size, they are likely to ________

Answer 3

self-select out

Question 4

When an applicant appears to alight well with the value and culture of an organization they are said to have ________

Answer 4

A person-organization fit

Question 5

What is an RJP and what is its purpose?

Answer 5

A realistic job preview (RPJ) is intended to improve the person-organization fit to reduce turnover, develop realistic perceptions, and increase satisfaction amongst employees

Question 6

People who are cut out of the screening process are said to lack ____________

Answer 6

minimum qualifications (MQs)

Question 7

Sydney has a bachelor’s degree in computer science and applied for a job as a software engineer but was cut during the screening process. This error is referred to as a ___________

Answer 7

False negative

Question 8

What is the advantage of using a weighted application blank over a regular application blank?

Answer 8

It provides a method for quantitatively assessing the form to predict job success

Question 9

What are the pros and cons of using a biographical information blank?

Answer 9

Pros: focused on the idea that past behaviour is the best predictor of future behaviour, may paint a clearer picture of the individual

Cons: Less verifiable, raises privacy concerns, can make applicants react negatively to the organization

Question 10

You identify that an applicant has good finder dexterity. This is known as a ________

Answer 10

Ability

Question 11

A keyboard operator applicant demonstrates finger dexterity and proficiency in typing. This is referred to as a ______

Answer 11

skill

Question 12

_______ is a specific ability or skill which can be used to predict future performance

Answer 12

aptitude

Question 13

An applicant is asked to complete a series of memory, reasoning and problem solving tasks. What type of ability test is this?

Answer 13

cognitive ability

Question 14

An applicant is asked to complete a series of reaction time tests. Which time of ability test is this?

Answer 14

Psychomotor

Question 15

Which personality trait most strongly correlates with job performance?

Answer 15

consciousness

Question 16

What are two potential errors/biases that are associated with personality inventories?

Answer 16

1. faking

2. social desirability

Question 17

What are the two predominant types of structured interviews?

Answer 17

1. The situational interview

2. The behaviour description interview

Question 18

What is the difference between a simulation and a situational exercise?

Answer 18

Simulations tend to occur in articical settings but recreate the job (fidelity varies)

Situational exercises are more abstract and less realistic than those performed on the job

Question 19

What are the two frequently used situational exercises?

Answer 19

Leaderless group discussion - assesses communication and leadership

In-basket test - assesses ability to organize, prioritize, and delegate

Question 20

What is a situational judgement test?

Answer 20

A type of situational expertise designed to measure ones behaviour/judgement in various workplace or professional settings

Question 21

What is an assessment centre?

Answer 21

A standardized procedure that involves the use of multiple ability tests, personality tests, situational expereinces, etc.

Typically used for managerial or administrative promotions

provides a comprehensive assessment

Question 22

When should a medical exam be required?

Answer 22

Only after the applicant has been given a conditional offer and when it is a requirement for the job

Question 23

What is meant by judgemental composite decision making?

Answer 23

Collecting both judgemental and statistical data and combining them to make a decision judgementally

Question 24

An employer gathers judgemental data and provides a score to each component. They then gather all the statistical data from the entire application processs and choose employees based on the highest score. What time of decision making is this?

Answer 24

Statistical composite

Question 25

What is the difference between multiple cut off and multiple hurdle?

Answer 25

Multiple cutoff is when the appliance take all predictor tests and then if they do not meet the cut-off off they are rejected Mutliple hurdle is when they must pass each cut-off to move on to the next

Question 26

The combination decision making model uses a ________ model to assess all candidates by them scores them according to a ___________

Answer 26

multiple-cut off ; multiple regression This provides a mean for scoring the candidates that pass the predictor cut offs

Question 27

Is the utility analysis base rate is 4:10 then how many of the current workers meet the cut-off?

Answer 27

0.40

Question 28

What are the 3 main purposes of performance management?

Answer 28

1. Administrative decisions - promotions, dismissal, pay 2. Formative decisions - development, training 3. Validation research - validation of selection procedures

Question 29

What are the 3 job behaviours in job performance?

Answer 29

1. task performance 2. contextual performance 3. counterproductive performance

Question 30

What are the criteria of a good job performance measure?

Answer 30

Relative and consistent

Question 31

How many raters should be used in a 360 degree feedback?

Answer 31

4-10

Question 32

Which of the following is the correct relationship? A) Performance appraisal is one component of talent management. B) Talent management is one component of performance management. C) Talent management is one component of performance appraisal. D) Performance management is one component of performance appraisal.

Answer 32

A) Performance appraisal is one component of talent management.

Question 33

When is a global criterion measure good for a job appraisal?

Answer 33

When there is a very specific problem such as many customer complaints about poor product quality

Question 34

An employeer is having issues outside of work and it is affecting the quality of work somedays. During the appraisal the evaluator notices that the performance changes daily. This is an example of _____ criteria

Answer 34

Dynamic

Question 35

An employee knows they are being evaluated to they begin to work very hard. What type of performance is this referred to?

Answer 35

Maximum performance

Question 36

What are ways to reduce the dissatisfaction with performance appraisals?

Answer 36

Since they are typically subjective limit them only to developmental or formative uses and prevent their se in administrative situations such as promotions or pay

Question 37

_________ refer to production, sales, and personnel data used in assessing job performance

Answer 37

Objective performance or 'hard criteria'

Question 38

What is the difference between relative rating systems and absolute rating systems?

Answer 38

Relative rating systems compare all the employees to each other when solute rating systems compare all employees to an absolute score

Question 39

An employer is looking to give a promotion to the top 2 employees so they compare all 15 employees to each other giving them a score from 1-15. They give a promotion to the top 2. What type of rating did this employer do?

Answer 39

Relative rating using rank order

Question 40

An employer is looking to identify the ratings of all manager positions. They compare manager 1 to manager 2, manager 3, and so on. Each time indicating which manager was the top performer. At the end they tally up how many times each manager was considered the top performer to rate them from top to bottom. Which time of rating system is this?

Answer 40

Paired comparisons

Question 41

An employer is rating their employees and establishes 3 categories: poor, average, and excellent. They decide to equally distribute the employees in the 3 categories. what type of rating system is this?

Answer 41

Forced distribution

Question 42

An employer uses a scale from 1-100 to rate employees, 50 representing average. Each employee must have a different anchor but they rate each employee according to this scale. What type of rating system is this?

Answer 42

Relative percentile method

Question 43

Which types of rating scales are abolsute? ``` A) graphic rating scale B) trait-based rating scales C) checklists D) BARS E) All of the above ```

Answer 43

E) all of the above

Question 44

What is the difference between BARS and BOS?

Answer 44

BOS is similar in that the starting point uses critical job incidents but once they are determined evaluators mark the frequency in which employees exhibit the behaviours

Question 45

Which rating scales produce the greatest satisfaction?

Answer 45

BARS and BOS

Question 46

If a manager feels bad giving a poor score to someone so rates them high regardless of performance this is a _______ error

Answer 46

leniency

Question 47

An evaluator gives average scores despite performance, this is a _______ error

Answer 47

central tendency

Question 48

An evaluator gives a 5 on leadership but then also gives a 5 in effort because how can you be an excellent leader without having a lot of effort. This is an example of a _______ error

Answer 48

halo

Question 49

An employer trains the evaluations to ensure they have the same understanding of instructions of the process and interpretation of the dimensions being evalutied. This is ____________

Answer 49

Frame-of-reference training

Question 50

How can you increase the accountability of a rater?

Answer 50

1. Have the rater provide feedback to the employer and have them sign the rating form 1. Have the rater justify the ratings in person

Question 51

When is training perticually effective?

Answer 51

When it is evaluated with learning criteria, effective designed, formally administered, and when the employee is motivated to learn

Question 52

What are the stages of Instructional Systems Design (ISD) Model?

Answer 52

1. Needs Analysis: organizational analysis, task analysis, person analysis 2. Training design and delivery: identify training objectives, content, methods, and learning principles 3. Training evaluation: determine how to evaluate criteria and design

Question 53

The idea that a persons behaviour is a product of their past experience coincides with the _______ theory

Answer 53

behaviourist

Question 54

What is the transfer problem in training?

Answer 54

participants acquire skills/knowledge in training but do not apply them in the workplace

Question 55

Which factors influence training transfer?

Answer 55

1. Training design - training should closely simulate the work 2. Trainee characteristics - motivation/trainability 3. Work environment - supervisors/managers should be supportive of the new skills