Practice Test for Chapters 1-4
The situation surrounding a leader-follower relationship is called
Respect for an able leaders decisions, goal, attainment, and customer satisfaction
Economic Gain Formula
o Focuses on the monetary impact of using a predictor
o Requires a wide range of information on current employees, validity,
number of applicants, cost of testing, etc.
Limitations of Utility Analysis
Choice of Assessment Method
Correlation With Other Predictors
o Extent to which predictor adds value to prediction of job success
o Assessed by exam
An interview simulation simulates the oral communication required on the job.
It is sometimes used in an assessment center, although it can also be used as a
predictor separate from an assessment center. There are several different forms
Job knowledge measures ones mastery of the concepts needed to perform
certain work. It is a complex concept that includes elements of both ability
(capacity to learn) and seniority (opportunity to learn).
The above questions should be used in decidin
Whereas peers are used to make promotion decision in all three methods of peer
assessments, the format of each is different. With peer ratings, readiness to be
promoted is assessed for each peer using a rating scale. The person with the
The internal recruitment process may generate a large number of applications for
vacant positions. This is especially true when an open rather than a closed
recruitment system is used where jobs are posted for employees to apply.
Given the time and c
If predictor and criterion scores are gathered from current employees, it involves
the use of a concurrent validation design.
If predictor and criterion scores are gathered from job applicants, it involves the
use of a predictive validation design. P
Questions to Ask in Using Performance Appraisal as a Method of Internal Staffing
o Is the performance appraisal process reliable and unbiased?
o Is present job content representative of future job content?
o Have the
Effectiveness of initial internal methods
o Skills inventories and informal methods used extensively
o Peer assessments methods very promising in terms of reliability and
Substantive Assessment Methods
Seniority and experience
Consequences of Cut Scores
Hiring Standards and Cut Scores
Methods to determine cut scores
o Minimum competency
Example of use of Cut Scores in Selection Decisions
Methods of Final Choice
o Each finalist has equa