Question 1

Failure to measure important aspects of the attribute to be measured results in ________ error.

Accepted Answer

A)  deficiency 
B)  random 
C)  contamination 
D)  standard 
A)  deficiency 
B)  random 
C)  contamination 
D)  standard

Question 2

If a test score is at the 90th percentile,then which of the following is true?

Accepted Answer

A)  Only 10% of the test takers scored higher than this. 
B)  This is in the bottom 10% of the distribution. 
C)  About 90% of the test takers scored higher than this. 
D)  This is the most commonly observed score in the test. 
A)  Only 10% of the test takers scored higher than this. 
B)  This is in the bottom 10% of the distribution. 
C)  About 90% of the test takers scored higher than this. 
D)  This is the most commonly observed score in the test.

Question 3

Why is standardization crucial for effective measurement? What are the properties of a standardized measure?

Accepted Answer

Standardization is crucial for effective

Question 4

When are the mean,median,and mode like to be at the same point in a distribution of scores?

Accepted Answer

A)  when the sampling error is high 
B)  when the distribution is positively skewed 
C)  when the distribution is negatively skewed 
D)  when the distribution is a normal curve 
A)  when the sampling error is high 
B)  when the distribution is positively skewed 
C)  when the distribution is negatively skewed 
D)  when the distribution is a normal curve

Question 5

Edwin is the HR manager at a customer care unit with close to 1,000 employees.He wants to statistically analyze the service data to make the recruitment process more effective by identifying desirable and undesirable qualities of employees.Edwin observes a high positive correlation between the employees' ability to adapt and the turnaround time.However,he decides to avoid using this criterion when recruiting employees.Which of the following,if true,would MOST strengthen this decision to avoid the criterion?

Accepted Answer

A)  The statistical significance of the correlation was found to be sixty percent. 
B)  Another trait, honesty, had a higher correlation coefficient than employees' ability to adapt. 
C)  The sample size used by Edwin was significantly larger than what was required. 
D)  Multiple regressions were observed among the variables used for the analysis. 
A)  The statistical significance of the correlation was found to be sixty percent. 
B)  Another trait, honesty, had a higher correlation coefficient than employees' ability to adapt. 
C)  The sample size used by Edwin was significantly larger than what was required. 
D)  Multiple regressions were observed among the variables used for the analysis.

Question 6

How dependably or consistently a measure assesses a particular characteristic is the measure's ________.

Accepted Answer

A)  reliability 
B)  validity 
C)  standardized score 
D)  percentile 
A)  reliability 
B)  validity 
C)  standardized score 
D)  percentile

Question 7

Years of experience,salary in dollars,and weight are examples of what type of measure?

Accepted Answer

A)  nominal 
B)  ordinal 
C)  interval 
D)  ratio 
A)  nominal 
B)  ordinal 
C)  interval 
D)  ratio

Question 8

Which of the following is true regarding the standard error of measurement (SEM)?

Accepted Answer

A)  The SEM is a useful measure of the accuracy of individual scores. 
B)  The higher the SEM, the more accurate the measurements. 
C)  With longer periods between administrations, SEMs are likely to go down. 
D)  If the SEM is 1, then the observed score is the true score. 
A)  The SEM is a useful measure of the accuracy of individual scores. 
B)  The higher the SEM, the more accurate the measurements. 
C)  With longer periods between administrations, SEMs are likely to go down. 
D)  If the SEM is 1, then the observed score is the true score.

Question 9

What are reliability and validity,and why do they matter in staffing?

Accepted Answer

Reliability refers to how dependably,or

Question 10

Information about important outcomes of the staffing process is called ________.

Accepted Answer

A)  predictive data 
B)  criterion data 
C)  reliability 
D)  validity 
A)  predictive data 
B)  criterion data 
C)  reliability 
D)  validity

Question 11

If all the candidates who score high on a skills test go on to have high job performance,the skills test has high criterion-related validity.

Accepted Answer

A) True 
 B)False

Question 12

If job candidates must be able to lift 40 pounds to be allowed to advance to the next stage of the hiring process,lifting ability is what type of measure?

Accepted Answer

A)  criterion-referenced 
B)  norm-referenced 
C)  standardized 
D)  subjective 
A)  criterion-referenced 
B)  norm-referenced 
C)  standardized 
D)  subjective

Question 13

Assessing whether two interviewers rate the same candidate's interview the same is an example of test-retest reliability.

Accepted Answer

A) True 
 B)False

Question 14

A task knowledge test in which a candidate is expected to score at least 75 out of 100 to advance to the next stage in the selection process is an example of a criterion-referenced measure.

Accepted Answer

A) True 
 B)False

Question 15

Criterion data is information about measures used to make projections about outcomes.

Accepted Answer

A) True 
 B)False

Question 16

When predictor and job performance scores have been obtained,the predictor can be considered valid and useful if the correlation coefficient ________.

Accepted Answer

A)  has both practical and statistical significance 
B)  has statistical significance alone 
C)  is insignificant 
D)  has practical significance alone 
A)  has both practical and statistical significance 
B)  has statistical significance alone 
C)  is insignificant 
D)  has practical significance alone

Question 17

Scores on norm-referenced measures have meaning only when compared to the scores of others.

Accepted Answer

A) True 
 B)False

Question 18

Predictive data is information used to ________.

Accepted Answer

A)  measure important outcomes of the staffing process 
B)  categorize people into appropriate labels 
C)  make projections about desired outcomes 
D)  assess central tendency 
A)  measure important outcomes of the staffing process 
B)  categorize people into appropriate labels 
C)  make projections about desired outcomes 
D)  assess central tendency

Question 19

What would the mode of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?

Accepted Answer

A)  3 
B)  4 
C)  5 
D)  6 
A)  3 
B)  4 
C)  5 
D)  6

Question 20

Construct validity reflects the perceived job relatedness of a measure.

Accepted Answer

A) True 
 B)False

Failure to measure important aspects of the attribute to be measured results in ________ error.

If a test score is at the 90th percentile,then which of the following is true?

Why is standardization crucial for effective measurement? What are the properties of a standardized measure?

When are the mean,median,and mode like to be at the same point in a distribution of scores?

How dependably or consistently a measure assesses a particular characteristic is the measure's ________.

Years of experience,salary in dollars,and weight are examples of what type of measure?

Which of the following is true regarding the standard error of measurement (SEM)?

What are reliability and validity,and why do they matter in staffing?

Information about important outcomes of the staffing process is called ________.

If all the candidates who score high on a skills test go on to have high job performance,the skills test has high criterion-related validity.

If job candidates must be able to lift 40 pounds to be allowed to advance to the next stage of the hiring process,lifting ability is what type of measure?

Assessing whether two interviewers rate the same candidate's interview the same is an example of test-retest reliability.

A task knowledge test in which a candidate is expected to score at least 75 out of 100 to advance to the next stage in the selection process is an example of a criterion-referenced measure.

Criterion data is information about measures used to make projections about outcomes.

When predictor and job performance scores have been obtained,the predictor can be considered valid and useful if the correlation coefficient ________.

Scores on norm-referenced measures have meaning only when compared to the scores of others.

Predictive data is information used to ________.

What would the mode of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?

Construct validity reflects the perceived job relatedness of a measure.

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Forecasting and Planning

Sourcing: Identifying Recruits

Recruiting

Assessing External Candidates

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters

Exam 8: Measurement

Failure to measure important aspects of the attribute to be measured results in ________ error.

If a test score is at the 90th percentile,then which of the following is true?

Why is standardization crucial for effective measurement? What are the properties of a standardized measure?

When are the mean,median,and mode like to be at the same point in a distribution of scores?

How dependably or consistently a measure assesses a particular characteristic is the measure's ________.

Years of experience,salary in dollars,and weight are examples of what type of measure?

Which of the following is true regarding the standard error of measurement (SEM)?

What are reliability and validity,and why do they matter in staffing?

Information about important outcomes of the staffing process is called ________.

If all the candidates who score high on a skills test go on to have high job performance,the skills test has high criterion-related validity.

If job candidates must be able to lift 40 pounds to be allowed to advance to the next stage of the hiring process,lifting ability is what type of measure?

Assessing whether two interviewers rate the same candidate's interview the same is an example of test-retest reliability.

A task knowledge test in which a candidate is expected to score at least 75 out of 100 to advance to the next stage in the selection process is an example of a criterion-referenced measure.

Criterion data is information about measures used to make projections about outcomes.

When predictor and job performance scores have been obtained,the predictor can be considered valid and useful if the correlation coefficient ________.

Scores on norm-referenced measures have meaning only when compared to the scores of others.

Predictive data is information used to ________.

What would the mode of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?

Construct validity reflects the perceived job relatedness of a measure.

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Forecasting and Planning

Sourcing: Identifying Recruits

Recruiting

Assessing External Candidates

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters