Question 1

Which of the following is a job task behaviour for an airplane pilot

Accepted Answer

A) promoting safety procedures 
B) navigation 
C) mentoring junior pilots 
D) self-discipline 
A) promoting safety procedures 
B) navigation 
C) mentoring junior pilots 
D) self-discipline

Question 2

Which of the following best defines job criteria

Accepted Answer

A) organizational processes used to improve employee and organizational performance in the workplace 
B) measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours 
C) organizational processes that evaluate employee job performance 
D) a means to reinforce an organization's core values in addition to identifying performance differences among employees 
A) organizational processes used to improve employee and organizational performance in the workplace 
B) measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours 
C) organizational processes that evaluate employee job performance 
D) a means to reinforce an organization's core values in addition to identifying performance differences among employees

Question 3

Scenario 5-1
You have just been hired as the recruitment and selection specialist for BCH, a health-care organization that oversees many diverse health services in British Columbia.You were offered the position due to your knowledge of legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline.The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision.He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions.
-Refer to Scenario 5-1.What was BCH's most important performance dimension in this hiring decision

Accepted Answer

A) management/administration 
B) maintaining self-discipline 
C) communication proficiency 
D) knowledge of legislation 
A) management/administration 
B) maintaining self-discipline 
C) communication proficiency 
D) knowledge of legislation

Question 4

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities.Which of the following is a form of psychological withdrawal

Accepted Answer

A) presenteeism 
B) employee theft 
C) bullying 
D) workplace violence 
A) presenteeism 
B) employee theft 
C) bullying 
D) workplace violence

Question 5

Scenario 5-2
The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance.As the HRM, you believe that a lack of clear job standards has led to the selection of inappropriate candidates.Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplace behaviours have occurred.The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline.
-Refer to Scenario 5-2.As the HRM, you are responsible for defining sets of related behaviours that are derived from KM Contracting's goals and linked to successful job performance.What are these behaviours called

Accepted Answer

A) performance domains 
B) performance criteria 
C) performance dimensions 
D) performance indicators 
A) performance domains 
B) performance criteria 
C) performance dimensions 
D) performance indicators

Question 6

Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.

Accepted Answer

1.roperly secures lost and found article

Question 7

Which of the following is an absolute rating system

Accepted Answer

A) forced distribution 
B) relative percentile method 
C) graphic rating scale 
D) paired comparisons 
A) forced distribution 
B) relative percentile method 
C) graphic rating scale 
D) paired comparisons

Question 8

Scenario 5-2
The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance.As the HRM, you believe that a lack of clear job standards has led to the selection of inappropriate candidates.Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplace behaviours have occurred.The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline.
-Refer to Scenario 5-2.The managers at KM Contracting are not clear on the distinction between job performance and job criteria.Which of the following best defines job performance

Accepted Answer

A) the observable things employees do that are relevant to accomplishing the goals of the organization 
B) a means to reinforce an organization's core values in addition to identifying performance differences among employees 
C) organizational processes used to improve employee and organizational performance in the workplace 
D) organizational processes that evaluate employee job performance 
A) the observable things employees do that are relevant to accomplishing the goals of the organization 
B) a means to reinforce an organization's core values in addition to identifying performance differences among employees 
C) organizational processes used to improve employee and organizational performance in the workplace 
D) organizational processes that evaluate employee job performance

Question 9

Define criterion relevance, criterion contamination, and criterion deficiency.

Accepted Answer

Criterion relevance is the degree to whi

Question 10

Scenario 5-1
You have just been hired as the recruitment and selection specialist for BCH, a health-care organization that oversees many diverse health services in British Columbia.You were offered the position due to your knowledge of legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline.The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision.He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions.
-Refer to Scenario 5-1.Which of the following is NOT considered a counterproductive work behaviour

Accepted Answer

A) lying 
B) theft 
C) sabotage 
D) exclusion 
A) lying 
B) theft 
C) sabotage 
D) exclusion

Question 11

Criterion deficiency is defined as those task performance behaviours or competencies that are NOT measured by the criterion.

Accepted Answer

A) True 
 B)False

Question 12

Which concept refers to voluntary behaviours that violate significant organizational norms and in so doing threaten the well-being of an organization, its members, or both

Accepted Answer

A) contextual performance 
B) lack of personal discipline 
C) task behaviours 
D) counterproductive work behaviours 
A) contextual performance 
B) lack of personal discipline 
C) task behaviours 
D) counterproductive work behaviours

Question 13

Scenario 5-1
You have just been hired as the recruitment and selection specialist for BCH, a health-care organization that oversees many diverse health services in British Columbia.You were offered the position due to your knowledge of legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline.The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision.He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions.
-Refer to Scenario 5-1.What task performance behaviour did BCH hire you for

Accepted Answer

A) communication proficiency 
B) maintaining self-discipline 
C) demonstrating effort 
D) knowledge of legislation 
A) communication proficiency 
B) maintaining self-discipline 
C) demonstrating effort 
D) knowledge of legislation

Question 14

Persisting with enthusiasm and extra effort as necessary to complete one's own task activities successfully is an example of contextual performance.

Accepted Answer

A) True 
 B)False

Question 15

According to a research study investigating the use of personal Facebook pages to predict job performance, what advice should HR managers give to hiring managers concerning the use of Facebook posts by applicants to predict which candidates will be successful

Accepted Answer

A) It's a valuable tool. 
B) It's valuable for certain jobs. 
C) It's of no value. 
D) It should be used only by trained HR staff. 
A) It's a valuable tool. 
B) It's valuable for certain jobs. 
C) It's of no value. 
D) It should be used only by trained HR staff.

Question 16

Define job performance and criteria.Why is it important to understand job performance and criteria as part of the recruitment and selection process

Accepted Answer

Job performance is behaviour (the observ

Question 17

Scenario 5-1
You have just been hired as the recruitment and selection specialist for BCH, a health-care organization that oversees many diverse health services in British Columbia.You were offered the position due to your knowledge of legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline.The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision.He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions.
-Refer to Scenario 5-1.What contextual performance behaviour did BCH hire you for

Accepted Answer

A) management/administration 
B) maintaining self-discipline 
C) communication proficiency 
D) knowledge of legislation 
A) management/administration 
B) maintaining self-discipline 
C) communication proficiency 
D) knowledge of legislation

Question 18

Which concept is defined as the degree to which the criterion measures or captures behaviours or competencies that constitute job performance

Accepted Answer

A) criterion contamination 
B) criterion deficiency 
C) criterion relevance 
D) criterion reliability 
A) criterion contamination 
B) criterion deficiency 
C) criterion relevance 
D) criterion reliability

Question 19

Which of the following actions is NOT part of the new protections from violence and harassment that employers in Ontario need to provide for workers

Accepted Answer

A) allowing workers to remove themselves from harmful situations if they have reason to believe that they are at risk of imminent danger due to workplace violence 
B) assessing the risks of workplace violence and taking reasonable precautions to protect workers from possible domestic violence in the workplace 
C) providing an employee assistance program to ensure workers have access to psychological resources immediately following a violent or harassing incident 
D) developing workplace violence and harassment prevention policies and programs and communicating about these to workers 
A) allowing workers to remove themselves from harmful situations if they have reason to believe that they are at risk of imminent danger due to workplace violence 
B) assessing the risks of workplace violence and taking reasonable precautions to protect workers from possible domestic violence in the workplace 
C) providing an employee assistance program to ensure workers have access to psychological resources immediately following a violent or harassing incident 
D) developing workplace violence and harassment prevention policies and programs and communicating about these to workers

Question 20

The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

Accepted Answer

A) True 
 B)False

Which of the following is a job task behaviour for an airplane pilot

Which of the following best defines job criteria

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities.Which of the following is a form of psychological withdrawal

Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.

Which of the following is an absolute rating system

Define criterion relevance, criterion contamination, and criterion deficiency.

Criterion deficiency is defined as those task performance behaviours or competencies that are NOT measured by the criterion.

Which concept refers to voluntary behaviours that violate significant organizational norms and in so doing threaten the well-being of an organization, its members, or both

Persisting with enthusiasm and extra effort as necessary to complete one's own task activities successfully is an example of contextual performance.

According to a research study investigating the use of personal Facebook pages to predict job performance, what advice should HR managers give to hiring managers concerning the use of Facebook posts by applicants to predict which candidates will be successful

Define job performance and criteria.Why is it important to understand job performance and criteria as part of the recruitment and selection process

Which concept is defined as the degree to which the criterion measures or captures behaviours or competencies that constitute job performance

Which of the following actions is NOT part of the new protections from violence and harassment that employers in Ontario need to provide for workers

The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters

Exam 5: Job Performance

Which of the following is a job task behaviour for an airplane pilot

Which of the following best defines job criteria

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities.Which of the following is a form of psychological withdrawal

Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.

Which of the following is an absolute rating system

Define criterion relevance, criterion contamination, and criterion deficiency.

Criterion deficiency is defined as those task performance behaviours or competencies that are NOT measured by the criterion.

Which concept refers to voluntary behaviours that violate significant organizational norms and in so doing threaten the well-being of an organization, its members, or both

Persisting with enthusiasm and extra effort as necessary to complete one's own task activities successfully is an example of contextual performance.

According to a research study investigating the use of personal Facebook pages to predict job performance, what advice should HR managers give to hiring managers concerning the use of Facebook posts by applicants to predict which candidates will be successful

Define job performance and criteria.Why is it important to understand job performance and criteria as part of the recruitment and selection process

Which concept is defined as the degree to which the criterion measures or captures behaviours or competencies that constitute job performance

Which of the following actions is NOT part of the new protections from violence and harassment that employers in Ontario need to provide for workers

The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters