HRM: Chapter 6 Quiz

1. 1A disadvantage of using automated selection processes is that it may arbitrarily reject highly qualified people.

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2. 2The reliability of a selection method is the only criterion that employers need to consider in order to determine the success of the selection method.

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3. 3A disadvantage of tests that seek to establish content validity is that they do not expose job applicants to situations that are likely to occur on the job.

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4. 4The usual basis for deciding that a test has content validity is through expert judgment.

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5. 5Selection methods used by an organization should accurately predict how well individuals will perform, as well as produce information that actually benefits the organization.

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6. 6An important principle of selection is to combine several sources of information about candidates, rather than relying solely on interviews or a single type of testing.

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7. 7Under the Immigration Reform and Control Act of 1986, it is illegal for employers to maintain records on the legal rights of applicants to work in the United States.

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8. 8It is illegal for employers to gather background information on applicants at the beginning of the selection process.

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9. 9The lack of evidence of validity, coupled with the relatively high cost of cognitive ability tests, makes them less appealing in comparison to other employment tests.

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10. 10Selection decisions should always be a simple matter of whom the supervisor likes best or which candidate will take the lowest offer.

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11. 11Which of the following is true of using reliability as a measure of success of a selection method?

    1. AIt indicates whether something is measured consistently.
    2. BIt only measures things that matter.
    3. CIt is the only requirement for measuring the success of a selection method.
    4. DIt is the only measure that does not require statistics.
    5. EIt is a measure of validity based on showing a substantial correlation between test scores and job performance scores.
12. 12Which of the following is true of a generalizable method?

    1. AIt only applies to conditions in which the method was originally developed.
    2. BIt can only be used to measure behavior that is concrete and observable.
    3. CIt is a method that only tests abstract qualities such as intelligence or leadership.
    4. DIt is valid in contexts other than the context in which it was originally developed.
    5. EIt is only applicable for unemployed job candidates.
13. 13Which of the following is a true statement about the Civil Rights Act of 1991?

    1. AIt mandates preferential treatment in favor of minority groups.
    2. BIt requires all employers to use employment physical exams to reveal physical disabilities of candidates.
    3. CIt requires all employers to only use preemployment questions for investigating physical disabilities.
    4. DIt makes it illegal for employers to use polygraph tests to assess a candidate's honesty.
    5. EIt places certain specific requirements on the choice of selection methods.
14. 14Which of the following is true of using application forms in a personnel selection process?

    1. AThey are an expensive way to gather basic data from many applicants.
    2. BThey are not subject to equal employment opportunity standards.
    3. CThey do not allow employers to keep up-to-date records of job applicants as the job applicants are always in control of the information provided in the application forms.
    4. DThey enable organizations to narrow the pool of candidates to a number they can afford to test and interview.
    5. EThey make it hard for organizations to rank applicants.
15. 15Which of the following statements is true of the Equal Employment Opportunity Commission?

    1. AIt mandates preferential treatment in favor of minority groups.
    2. BIt has made it mandatory for all online job applications to provide data such as Social Security numbers.
    3. CIt has made it legal for employers to run background credit checks on job applicants without requiring their consent.
    4. DIt requires all employers to conduct the same type of background check for all and apply the same standards for acting on the information.v
    5. EIt requires all employers to only use preemployment questions to investigate the disabilities of a job candidate.
16. 16While conducting medical exams on a job candidate, what measure must be taken to protect the candidate's privacy?

    1. AMedical exams must never use a measure of size or strength to assess candidates.
    2. BMedical exams must only be performed before a candidate is offered a job.
    3. CMedical exams must not include personality inventories tests.
    4. DMedical exams must be related to job requirements.
    5. EMedical exams must only be performed in the presence of a lawyer.
17. 17As a measure of a person’s exposure to drugs, which of the following statements is true of chemical testing?

    1. AThe results of the chemical test are not sent to the applicant.
    2. BJobs that involve safety hazards do not use chemical testing.
    3. CChemical testing has been banned by the U.S. government.
    4. DChemical testing has high reliability and high validity.
    5. EChemical testing uncovers all problems with impairment.
18. 18Which of the following was seen in states that adopted laws encouraging drug testing?

    1. AEmployee productivity increased as a direct consequence.
    2. BEmployers became less reliant on integrity tests as a direct consequence.
    3. CMore women were employed as they do not engage in drug seeking behavior.
    4. DHiring trends for white males were unchanged, but the hiring of black men increased.
    5. EHiring trends for black males were unchanged, but the hiring of white men increased.
19. 19Roger attends a job interview for a sales position at Pisces Inc. The interviewer at Pisces, Emily, asks him open-ended questions about his strengths, weaknesses, and ambitions. Emily asks every question based on the reply that Roger gives to each question. This is an example of a(n) _____ interview.

    1. ABehavior description
    2. BNon directive interview
    3. CComputerized
    4. DSituational
    5. EIn-basket
20. 20Why is selecting candidates based only on who scores the highest on tests and interviews not always an effective strategy for employers?

    1. AMaking decisions based only on scores is illegal according to the Equal Employment Opportunity Commission.
    2. BMaking decisions based only on scores means that supervisors can't influence the hiring process.
    3. CA candidate who scores very high on ability tests might not have the necessary motivation to do the job.
    4. DInterviews are always subjective, so their scores are not very reliable.
    5. EInterviews are always objective, so their scores are not very reliable.

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Human Resource Management Quiz sobre HRM: Chapter 6 Quiz, criado por Remington Miller em 30-09-2016.

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Remington Miller

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