OB11_TIF17 - Chapter 17 Human Resource Policies and...

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Chapter 17 Human Resource Policies and Practices MULTIPLE CHOICE Selection Practices 1. One of the most frequently used selection devices that carries a disproportionate amount of influence: a. interview. b. written test. c. performance simulation test. d. work sampling. (a; Easy; p. 518) 2. The unstructured interview: a. is made up of random questions. b. typically is biased. c. often is unrelated to future job performance. d. all of the above (d; Moderate; p. 518) 3. The variability in interview results across applicants is reduced by which of the following? a. using a standardized method of evaluating information b. using a standardized set of objectives c. using a standardized set of questions d. none of the above (c; Easy; p. 518) 4. The variability in interview results across applicants is reduced by which of the following? a. screening interviewers for job-related skills b. standardizing the rating of the interviewers’ qualifications c. providing interviewers with a uniform method of recording data d. none of the above (c; Moderate; p. 518) 5. The effectiveness of the job interview is increased by: a. using audition-type interviews b. using behavioral structured interviews c. using performance-simulation interviews d. using problem-solving interviews (b; Moderate; p. 518) 6. Applicants describe how they handled problems and situations in previous jobs in a: a. behavioral structured interview. b. audition-type interview. c. performance-simulation interview. d. problem-solving interview. (a; Challenging; p. 518) 7. The behavioral structured interview is built on the assumption that: a. past behavior is the best predictor of future behavior. 136
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b. technical knowledge and skills are the best predictor of job performance. c. personality is the best predictor of job performance. d. none of the above. (a; Moderate; p. 519) 8. The evidence indicates that interviews are most valuable for assessing a candidate’s a. applied level of mental skills. b. level of conscientiousness. c. interpersonal skills. d. all of the above. (d; Moderate; p. 519) 9. In practice, organizations use interviews to a. determine applicant-organization fit. b. assess specific, job relevant skills. c. evaluate teamwork orientation. d. none of the above. (a; Moderate; p. 519) 10. Which of the following is not a typical written test? a. intelligence b. integrity c. work sample d. aptitude (c; Easy; p. 519) 11. These tests have proven to be particularly good predictors for jobs that require cognitive complexity: a. Intelligence b. Integrity c. Work sampling d. Aptitude (a; Moderate; p. 519) 12. From the late 1960s and mid-1980s, use of written tests declined because they were characterized as: a. unprofessional. b.
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OB11_TIF17 - Chapter 17 Human Resource Policies and...

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