Exam 10: Decision Making

Which of the following is NOT related to the statistical composite approach?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. Which term defines TS Inc.'s president's decision-making style, in which he bases his selection decisions on whether he likes the applicant and how he feels about the applicant?

Cutoff scores ensure that applicants meet some minimum level of ability or qualification to be considered for a job.

Many employers believe they have a knack for making good selection decisions. Comment, defining the impact of implicit theories on the selection process.

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. TS Inc. would like to use an approach to collecting and combining applicant information in which judgmental and statistical data are combined statistically. The applicants' scores would be given, and selection decisions would be based on each component, such as the structured interview and test. Which approach is this?

In organizations that select candidates for the organization rather than for specific jobs, which of the following is NOT required?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. TS Inc. has often selected the first applicant who met the minimum qualifications. What is this constraint?

What are some of the advantages of group decision making in selection?

Describe one of the major challenges facing HR professionals with respect to recruitment and selection.

Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories, rather than on explicit, objective criteria?

For an employment contract to be valid and enforceable there must be consideration.

The purpose of selection is to discriminate.

In the multiple cutoff model, applicants are rejected if their scores on any of the predictors fall below the cutoff scores.

Employers welcome statistical approaches to selection decision making and use them widely.

Which concept refers to the proportion of applicants who are hired for one or more positions?

For employers who tend to have a holistic, intuitive decision-making style, what might convince them to use statistical approaches in the selection process?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. Currently, TS Inc. is using objective sources such as test scores to collect applicant information. What is this approach?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. Based on an applicant's unswerving eye contact, the president commented that the applicant was honest and confident. What is this an example of?

In which approach to collecting and combining applicant information are a number of judgmental ratings made based on various sources of information?

Which of the following does NOT reduce the objectivity of group decisions?