Task statements should reflect what the employee does, to whom or what the employee
does what he or she does, what is produced, and what is used.
A correlation coefficient of 1.0 between variables X and Y indicates that there is a
perfect linear relationship between these two variables.
Discharge turnover is primarily due to extremely poor person/organization matches.
One of the biggest limitations of assessment centers is their cost.
Competencies are more specific than KSAOs.
If a letter of acceptance says an employee needs to work on weekends, but the employer
makes an oral promise that the employee will not have to work on weekends, the oral
statement could be legally binding.
Surveys suggest that staffing is one of the first areas that organizations will outsource.
The EEOC has provided assistance to organizations for dealing with the issue of
identifying essential job functions for the purpose of ADA compliance.
Most organizations use only weighted application blanks for initial screening decisions.
The EEOC requires that all employers submit hard copy, paper documents of all their
EEO-1 reports.
Research has found that structured interviews do not add validity in predicting job
performance beyond cognitive ability tests.
One recommendation for an effective performance appraisal or management system is
that appraisal criteria should be job-related, specific, and communicated in advance to
the employee.
The starting point for the structured interview is the job rewards matrix.
When random selection is used to select the finalist to whom a job offer will be made,
discretionary assessment methods should be used.
Studies show that women and minorities are largely indifferent to whether an
organization has a commitment to diversity in their recruiting efforts.
Since line managers are not usually technical experts in staffing processes, their input
comes to play only in regard to hiring decisions.
Although employers can outsource résumé collection to résumé-tracking
services, in practice this type of outsourcing is too inefficient to be worth the cost.
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.
In terms of the person/organization match _________.
A. the “organization” includes only tasks to be performed that are written down as part
of the job description
B. attempts to match people to organization values should not be made
C. there is a concern with the “fit” of people to multiple jobs or future jobs
D. all of these are correct
Which of the following statements about measurement is not correct?
A. it assigns numbers to objects.
B. it is based on rules determined in advance.
C. it measures the object not the attribute.
D. it measures constructs.
Organizations can use compensation to reduce turnover by ______.
A. providing deferred compensation
B. giving specific rewards for seniority
C. increasing pay levels to surpass the market
D. all of these
If a cutoff score is lowered, the effect of this on hiring results is likely to be
_______________.
A. fewer false negatives only
B. both fewer false negatives and more true positives
C. fewer false negatives and fewer false positives
D. more false negatives and more false positives
Defining recruitment goals involves which of the following?
A. finding out which strategies have been successful for prominent companies and
implementing those
B. using the KSAOs identifying through the process of job analysis as a way to
determine what types of workers are needed
C. finding out what strategies are already in use and trying to keep consistency with
past policy
D. all of these
Which of the following circumstances makes it less likely an oral statement about
weekend work would be legally enforceable as a contract term?
A. The statement was made in the workplace.
B. The statement is not supported by a written policy.
C. The statement was made by an organizational manager.
D. The statement was a specific one.
The best description of UGESP is that they are ______.
A. regulations for drug testing in the workplace
B. a set of federal regulations related to selection systems as covered by the Civil
Rights Act
C. a set of regulations relating only to disabled individuals
D. regulations that deal only with gender equity and job selection
Which of the following statements regarding talent management systems is true.
A. they are usually based on paper files
B. they are seen as a historical tool that is not used much any more
C. they are increasingly integrated with all of an organization’s human resources
information systems
D. they are almost always cheap and easy to maintain
Coefficient alpha assesses _____________.
A. reliability within a single time period
B. reliability between time periods
C. reliability between samples
D. test-retest reliability
E. reliability within a single time period and reliability between time periods are correct
Which of the following results represents statistically significance as it is commonly
understood?
A. r = .30
B. p < .05
C. r > .10
D. all of these
In recent years there has been an increase in the number of _________ in the
workforce.
A. women
B. Latinos
C. Individuals with disabilities
D. all of these
Where the Americans with Disabilities Act is concerned, _______.
A. the law only applies to disabled individuals who are otherwise qualified
B. the law requires the hiring of all disabled people
C. the law prohibits refusal to hire a disabled person
D. the law provides advantages to disabled people
Staffing system management involves __________.
A. assessing applicant qualifications
B. facilitating employee retention
C. guiding, coordinating, controlling, and evaluating staffing activities
D. day-to-day legal compliance activities
Organizations often __________ when they choose to ride out dips in demand for
goods and services or to stockpile talent.
A. understaff
B. overstaff
C. attract
D. relocate
Uniform Guidelines on Employee Selection Procedures establish guidelines for
record-keeping ____________.
A. of applicants’ sex
B. of applicants’ race
C. for major job categories
D. all of these
Research suggests that organizational decision making is seen as most fair when it is
based on ______.
A. social influence
B. clearly communicated decision criteria
C. processes tailored to each unique individual
D. all of these
The major legal issue for HR strategy and planning is ________.
A. affirmative action plans
B. disparate treatment
C. disparate impact
D. sexual harassment
A scale in which a given attribute is categorized, and numbers are assigned to the
categories, but there is no order or level implied among the categories.
A. nominal
B. ordinal
C. interval
D. ratio
One of the major disadvantages of using handwriting analysis as an assessment method
is that it is _______.
A. expensive
B. not related to job performance
C. easy to fake
D. inefficient
Validity of a measure is best defined as _________.
A. the upper limit of reliability
B. the degree to which the measure does indeed measure what it is intended to measure
C. the lower limit of reliability
D. the consistency of measurement
In which of the following assessment procedures is the participation of line managers
most needed?
A. initial assessment
B. substantive methods
C. discretionary methods
D. background investigations
Administration instructions, scoring instructions, and normative data are included in a
good _______________.
A. test manual
B. online posting system
C. correlation estimate
D. counterbalanced validation design
An observable competence for working with or applying information to perform a
particular task is ________.
A. knowledge
B. skills
C. abilities
D. none of these
Which of the following communication media is marked by low richness and high cost,
but also with an especially broad audience of potential applicants?
A. recruitment brochures
B. word of mouth
C. advertising
D. organizational websites