HR Exam 2 (Ch. 5, 6, 7, 8) Questions and Answers Graded A

EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 6/34 the extent to which a measurement is from random error (are you measuring something accurately?) - consistent results - correlation coefficients: statistics measure the degree to which two sets of numbers are related (higher=stronger) - 1= positive - -1= negative - 0= none - Answer-reliability consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job measuring validity: 1. criterion related 2. content 3. construct - Answer-validity EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 7/34 a measure of validity based on showing a substantial correlation between test scores and job performance scores ex: intelligence test and sales rep performance have a higher correlation than GPA and performance, s the intelligence test is more valid 1. predictive validation (test scores of all applicants to see the relationship for future job performance) (more time consuming but better) 2. concurrent validation (test to people currently in the job to measure their job performance) - Answer-criterion related validity research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired - Answer-predictive validation research that consists of administering a test to people who currently hold a job, then comparing their scores to existing measures of job performance - Answer-concurrent validation EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 8/34 consistency between the test items or problems and the kinds of situations or problems that occur on the job - testing them to see how they would react on the job - Answer-content validity consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job - ex: if a test measures mechanical ability and people who score high on this perform well as assemblers, then the test has construct validity for the assembler job - Answer-construct validity valid in other contexts beyond the context in which the selection method was developed - is a selection method that was valid in one context also valid in other context? - Answer- generalizable the extent to which something provides economic value greater than its cost - Answer- utility federal law required employers to verify and maintain records on applicants legal rights to work in the US - Answer-immigration reform and control fo 1986 EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 9/34 tests that assess how well a person can learn or acquire skills and abilities - General aptitude test batter (BATB) - Answer-aptitude tests tests that measure a person's existing knowledge and skills - civil service exams to see whether applicants are qualified to perform certain jobs - Answer-achievement tests tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability - banding: 90% or higher= A, banding those who are close to each other as the same - Answer-cognitive ability tests a wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential - in basket tests - general ability test - personality tests EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 10/34 two most important skills: - problem solving - interpersonal skills - Answer-assessment center A selection interview that consists of a predetermined set of questions for the interviewer to ask - related to the job requirement - cover relevant knowledge, skills, and experiences - Answer-structured interview a structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation - may have high validity in predicting job performance - Answer-situational interview a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past - actual experience provide high validity - Answer-behavior description interview (BDI) EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 11/34 selection interview in which several members of the organization meet to interview each candidate - Answer-panel interview process of arriving at a selection decision by eliminating some candidates at each stage of the selection process - review application - in person interviews - follows up with the remaining candidates - Answer-multiple hurdle model process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another - No longer looking at college degrees but defining the competencies needed for each position and using games as tests - Answer-compensatory model team training that teaches the team how to share information and make decisions to obtain the best team performance - Answer-training a process of systematically developing training to meet specified needs - assess needs for training EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 12/34 ( what the org requires them to know) - ensure readiness for training ( attitudes, motivation, basic skills, work environment) - plan training program ( objectives/trainers/methods) - implement training program (principles of learning/transfer or training) - evaluate results of training - Answer-instructional design a computer application that automates the administration, development, and delivery of training programs - used to identify training needs and enroll in or download courses - make training programs more widely available - Answer-learning management system (LMS) EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 13/34 the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary Outcome: a set of decisions about how to address the issues that prompted the needs assessment Basis for planning an effective training program: 1. Organization- what is the contest in which training will occur? 2. Person- Who needs training? 3. Task- What subjects should the training cover? - Answer-needs assessment a process for determining the appropriateness of training by evaluating the characteristics of the organization looks at: - training needs in light of the orgs strategy - resources available for training EMILLECT 2024/2025 ACADEMIC YEAR ©2024 EMILLECT. ALL RIGHTS RESERVED FIRST PUBLISH OCTOBER, 2024 Page 14/34 - managements support for training activities - Answer-organization analysis a process for determining individuals' needs and readiness for training is training needed, who need it? - do performance deficiencies result from a lack of knowle