Question 1

The main purpose of selection is:

Accepted Answer

A) To identify applicants who will accept the job. 
B) To identify applicants who will be successful on the job. 
C) To compare applicants. 
D) none of the above. 
A) To identify applicants who will accept the job. 
B) To identify applicants who will be successful on the job. 
C) To compare applicants. 
D) none of the above.

Question 2

Work performance is affected by

Accepted Answer

A) supervisory methods. 
B) feedback methods. 
C) goal-setting procedures. 
D) all of the above. 
A) supervisory methods. 
B) feedback methods. 
C) goal-setting procedures. 
D) all of the above.

Question 3

Why are promotion decisions often viewed as a different SHRM function than selection?

Accepted Answer

A) Entirely different procedures are used for promotion than for selection. 
B) Different people make selection decisions than those making promotion decisions. 
C) Promotion decisions are often reached without using the formal testing devices that characterize external selection. 
D) More information is available about applicants in selection decisions than is available about candidates for promotion decisions. 
A) Entirely different procedures are used for promotion than for selection. 
B) Different people make selection decisions than those making promotion decisions. 
C) Promotion decisions are often reached without using the formal testing devices that characterize external selection. 
D) More information is available about applicants in selection decisions than is available about candidates for promotion decisions.

Question 4

Knowledge of selection is an essential foundation for staffing.

Accepted Answer

A) True 
 B)False

Question 5

When we refer to selection in HRM, we mean

Accepted Answer

A) the process of hiring people to fill vacancies. 
B) obtaining information about the applicants' lives so we can pick the best. 
C) the process of collecting and evaluating information about an individual in order to extend an offer of employment. 
D) eliminating from the applicant pool those people who are not qualified to perform the job. 
A) the process of hiring people to fill vacancies. 
B) obtaining information about the applicants' lives so we can pick the best. 
C) the process of collecting and evaluating information about an individual in order to extend an offer of employment. 
D) eliminating from the applicant pool those people who are not qualified to perform the job.

Question 6

The amount of training required will depend on an applicant's :

Accepted Answer

A) Personality characteristics 
B) The organization's system 
C) The applicant's skills and abilities 
D) None of these is correct. 
A) Personality characteristics 
B) The organization's system 
C) The applicant's skills and abilities 
D) None of these is correct.

Question 7

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Accepted Answer

A) True 
 B)False

Question 8

Selection and __________ interact.

Accepted Answer

A) training 
B) recruitment 
C) performance appraisal 
D) compensation 
A) training 
B) recruitment 
C) performance appraisal 
D) compensation

Question 9

Work-Related Characteristics are the same as:

Accepted Answer

A) Work requirements. 
B) Worker attributes. 
C) Job requirements. 
D) All of these. 
A) Work requirements. 
B) Worker attributes. 
C) Job requirements. 
D) All of these.

Question 10

The purpose of recruiting is

Accepted Answer

A) to increase the success rate of the selection process by increasing the number of total applicants (both qualified and unqualified). 
B) to meet the organization's legal and social obligation by establishing minority quotas. 
C) to increase the pool of candidates regardless of cost. 
D) to attract people and increase the probability that they will accept a position if it is offered. 
A) to increase the success rate of the selection process by increasing the number of total applicants (both qualified and unqualified). 
B) to meet the organization's legal and social obligation by establishing minority quotas. 
C) to increase the pool of candidates regardless of cost. 
D) to attract people and increase the probability that they will accept a position if it is offered.

Question 11

What is the first step in the development of selection programs?

Accepted Answer

A) testing applicants to see if they are able to do the job 
B) identifying the knowledge, skills, and abilities necessary for the job 
C) conducting a job analysis which should be descriptive of the tasks, activities, results, environment, etc., that characterize the job 
D) advertising of the job opening 
A) testing applicants to see if they are able to do the job 
B) identifying the knowledge, skills, and abilities necessary for the job 
C) conducting a job analysis which should be descriptive of the tasks, activities, results, environment, etc., that characterize the job 
D) advertising of the job opening

Question 12

Selection and staffing are two terms that describe the same thing.

Accepted Answer

A) True 
 B)False

Question 13

KSA is an acronym used in selection that refers to

Accepted Answer

A) knowledge, skills, assets 
B) knowledge, style, availability 
C) knowledge, skills, abilities 
D) knowledge, style, abilities 
A) knowledge, skills, assets 
B) knowledge, style, availability 
C) knowledge, skills, abilities 
D) knowledge, style, abilities

Question 14

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

Accepted Answer

A) True 
 B)False

Question 15

Factors other than WRCs should come into play only before applicants have been measured on the selection devices and a group has been identified as being appropriate for the job.

Accepted Answer

A) True 
 B)False

Question 16

Selection is most closely related to which of the following HRM programs?

Accepted Answer

A) initial training 
B) compensation 
C) job performance measurement 
D) recruitment 
A) initial training 
B) compensation 
C) job performance measurement 
D) recruitment

Question 17

The usefulness of the selection decision should be viewed in terms of its effects over time.

Accepted Answer

A) True 
 B)False

Question 18

The starting point in the selection process is job analysis.

Accepted Answer

A) True 
 B)False

Question 19

Job analysis is the __________ step in the selection process.

Accepted Answer

A) last 
B) middle 
C) first 
D) first and last 
A) last 
B) middle 
C) first 
D) first and last

Question 20

Which of the following is NOT a method of external recruitment?

Accepted Answer

A) media ads 
B) posting jobs on bulletin boards throughout the workplace 
C) Internet job postings 
D) employment agencies 
A) media ads 
B) posting jobs on bulletin boards throughout the workplace 
C) Internet job postings 
D) employment agencies

The main purpose of selection is:

Work performance is affected by

Why are promotion decisions often viewed as a different SHRM function than selection?

Knowledge of selection is an essential foundation for staffing.

When we refer to selection in HRM, we mean

The amount of training required will depend on an applicant's :

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Selection and __________ interact.

Work-Related Characteristics are the same as:

The purpose of recruiting is

What is the first step in the development of selection programs?

Selection and staffing are two terms that describe the same thing.

KSA is an acronym used in selection that refers to

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

Factors other than WRCs should come into play only before applicants have been measured on the selection devices and a group has been identified as being appropriate for the job.

Selection is most closely related to which of the following HRM programs?

The usefulness of the selection decision should be viewed in terms of its effects over time.

The starting point in the selection process is job analysis.

Job analysis is the __________ step in the selection process.

Which of the following is NOT a method of external recruitment?

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 1: An Introduction to Selection

The main purpose of selection is:

Work performance is affected by

Why are promotion decisions often viewed as a different SHRM function than selection?

Knowledge of selection is an essential foundation for staffing.

When we refer to selection in HRM, we mean

The amount of training required will depend on an applicant's :

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Selection and __________ interact.

Work-Related Characteristics are the same as:

The purpose of recruiting is

What is the first step in the development of selection programs?

Selection and staffing are two terms that describe the same thing.

KSA is an acronym used in selection that refers to

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

Factors other than WRCs should come into play only before applicants have been measured on the selection devices and a group has been identified as being appropriate for the job.

Selection is most closely related to which of the following HRM programs?

The usefulness of the selection decision should be viewed in terms of its effects over time.

The starting point in the selection process is job analysis.

Job analysis is the __________ step in the selection process.

Which of the following is NOT a method of external recruitment?

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters