Reference no: EM13524454
True / False
1. One advance over the simple use of performance ratings is to review past performance records more thoroughly, including an evaluation of various dimensions of performance that are particularly relevant to job performance.
True False
2. The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.
True False
3. The validity of experience is higher than seniority for internal selection.
True False
4. Experience is better suited to predict long-term rather than short-term potential.
True False
5. Job knowledge tests hold great promise as a predictor of job performance.
True False
6. In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position, it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.
True False
7. One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases.
True False
8. The incremental validity of assessment centers in predicting performance is relatively small.
True False
9. A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.
True False
10. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses.
True False
11. When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.
True False
12. Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase.
True False
13. Assessment centers tend to generate positive reactions from participants.
True False
14. If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation.
True False
15. One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired.
True False
16. In-basket exercises are the most commonly used exercises in assessment centers.
True False
17. Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.
True False
18. One of the biggest limitations of assessment centers is their cost.
True False
19. Personality tests are used to predict the success of employees in overseas assignments.
True False
20. Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.
True False
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Determining assessment scores
: A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.
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Hr specialist is assessing the usefulness of predictors
: If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor's
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Utility analysis models do not take factors
: If you are using the "economic gains formula," and you have just increased the validity of your selection procedures with no change in cost, your economic gain value should increase.
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Substituting hr assessors for line management
: If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be
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The argument behind the peter principle
: The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.
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The best interview simulation to make
: If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be
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A different set of criteria are used to evaluate
: A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.
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Find the magnitude of the seals displacement
: In diving to a depth of 750 m, a seal also moves 460 m due east of his starting point. What is the magnitude of the seal's displacement
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Estimate the number of water molecules in that person
: Some good estimates about the human body can be made if it is assumed that we are made mostly of water. estimate the number of water molecules in that person
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