MGT 681 Quiz 2

subject Type Homework Help
subject Pages 3
subject Words 305
subject Authors Herbert Heneman, John Kammeyer-Mueller, Timothy Judge

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Discretionary assessment methods are typically highly subjective and rely heavily on
the intuition of the decision maker.
The law suggests that unless the organization is under a formal AAP, protected
characteristics should not be considered in selection decision making.
It is unlawful to recruit an unauthorized alien for employment in the United States.
If scores are classified as "low", "medium", and "high", the scale of measurement is
nominal.
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Evidence suggests that faking or enhancement almost never occurs on personality tests.
Polygraphs cannot be used to investigate theft, embezzlement, or sabotage that causes
economic loss to the employer.
Organizations that collect assessment data need to attend to professional standards that
govern their use.
The laws in most states provide employers with little protection if they provide any
information in a reference check that might damage an applicant's chances of getting a
job.
Validity refers to the relationship between predictor and criterion scores.
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Informal promotion policies increase the ability of women and minorities to get ahead
in most businesses.
College grades are more valid predictors of job performance than high school grades.
There are some jobs for which drug and alcohol testing is mandated by law.
Occupational certification helps guard against the misuse of job titles in human
resource selection.

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