OB13_TIF18.doc - Chapter 18 Human Resource Policies and...

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Chapter 18 Human Resource Policies and Practices MULTIPLE CHOICE Selection Practices 1. Which of the following is not a typical written test used in organizations? a. intelligence b. integrity c. personality d. aptitude e. work sample (e; Easy; Written Tests; p. 587) {AACSB: Analytic Skills} 2. Between the late 1960s and the mid-1980s, the use of written tests declined because they were characterized as _____. a. unprofessional b. discriminatory c. unreliable d. invalid e. mathematically flawed (b; Moderate; Written Tests; p. 587) 3. Which of the following has proven to be a particularly good predictor for jobs that require cognitive complexity? a. intelligence tests b. integrity evaluations c. work sampling d. aptitude tests e. behavioral assessment (a; Moderate; Intelligence Tests; p. 587) 4. The best way for an employer to find out if a potential employee can do a job is by _____. a. using the interview process b. using a written test c. having them spend a day in the office d. administering an IQ test e. using a performance simulation test (e; Easy; Performance-Simulation Tests; p. 588) 5. Having individuals actually do the job they are applying for as a test to see if they can do it is _____. a. an approach with low reliability b. an approach with high face validity c. an informal means of screening candidates d. all of the above e. none of the above (b; Moderate; Performance-Simulation Tests; p. 588) {AACSB: Analytic Skills} 1
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Hands-on simulation of part of a job is known as a _____. a. practical assessment b. performance-simulation interview c. job simulation assessment d. work sample e. behavioral role exposition (d; Moderate; Work Sample Tests; p. 588) 7. Work sample tests are widely used in hiring _____. a. unskilled labor b. skilled workers c. professional workers d. managers e. knowledge workers (b; Moderate; Work Sample Tests; p. 588) 8. _____ yield validities superior to written aptitude and personality tests. a. Work samples b. Behavioral structured interviews c. Integrity tests d. Interest tests e. Ethics tests (a; Moderate; Work Sample Tests; p. 588) 9. Elaborate sets of performance simulation tests, specifically designed to evaluate a candidate’s managerial potential, are _____. a. more effective than work sampling b. administered in assessment centers c. similar to personality tests d. considered drawbacks of some management development programs e. likely to skew the results of behavioral samples (b; Moderate; Assessment Centers; p. 588) {AACSB: Analytic Skills} 10. Assessment centers are used specifically to evaluate what level of job candidate? a. unskilled laborers b. skilled workers c. professional workers d. supervisors e. knowledge workers (d; Easy; Assessment Centers; p. 588) 11. The results of which of the following tend to have a disproportionate amount of influence on employee selection decisions? a.
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This note was uploaded on 02/10/2012 for the course MGT N/A taught by Professor Tony during the Spring '11 term at Cornell University (Engineering School).

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OB13_TIF18.doc - Chapter 18 Human Resource Policies and...

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