MGMT 450 Exam 2 || 100% verified solutions.
Personnel Selection correct answers organizations make decisions about who will or will not be allowed
to join the organization
Selection Process Steps correct answers 1. Screening Applications and Resumes
2. Testing and Reviewing Work Samples
3. Interviewing Candidates
4. Checking References and Background
5. Making a Selection
Automated Screening Issues correct answers may arbitrarily reject highly qualified people who submit a
creatively worded resume rather than simply mimicking the wording of the job posting.
Reliability correct answers type of measurement that indicates how free that measurement is from random
error
-generates consistent results
Validity correct answers describes the extent to which performance on the measure (such as a test score)
is related to what the measure is designed to assess
How to measure validity correct answers compare many people's scores on that measure with their job
performance.
Criterion-related validity correct answers measure of validity based on showing a substantial correlation
between test scores and job performance scores.
Two kinds of Criterion-related validity correct answers 1. predictive validation
2. concurrent validation
, Predictive Validation correct answers uses the test scores of all applicants and looks for a relationship
between the scores and future performance. researcher administers the tests, waits a set period of time,
and then measures the performance of the applicants who were hired.
concurrent validation correct answers this type of research administers a test to people who currently hold
a job, then compares their scores to existing measures of job performance. if the people who score highest
on the test also do better on the job, the test is assumed to be valid
content validity correct answers consistency between the test items or problems and the kinds of
situations or problems that occur on the job
a test that is "content valid" .... correct answers -exposes the job applicant to situations that are likely to
occur on the job
-tests whether applicants have the knowledge, skills or ability to handle such situations
Generalizable correct answers valid in other contexts beyond the context in which the selection method
was developed (organization, job, people, time period, so on)
Utility correct answers methods that provide economic value greater than the cost of using them
How to Choose Selection Methods correct answers may differ according to job being filled
-if job involves providing a product or service of high value, it is worthwhile to spend more to find a top
performer
-at a fast food restaurant, such an investment won't be as worthwhile
Interviewing Techniques correct answers 1. Nondirective interview
2. Structured Interview
3. Situational Interview
4. Behavior Description Interview
Non-directive Interview correct answers Interviewer has great discretion in choosing questions.
Personnel Selection correct answers organizations make decisions about who will or will not be allowed
to join the organization
Selection Process Steps correct answers 1. Screening Applications and Resumes
2. Testing and Reviewing Work Samples
3. Interviewing Candidates
4. Checking References and Background
5. Making a Selection
Automated Screening Issues correct answers may arbitrarily reject highly qualified people who submit a
creatively worded resume rather than simply mimicking the wording of the job posting.
Reliability correct answers type of measurement that indicates how free that measurement is from random
error
-generates consistent results
Validity correct answers describes the extent to which performance on the measure (such as a test score)
is related to what the measure is designed to assess
How to measure validity correct answers compare many people's scores on that measure with their job
performance.
Criterion-related validity correct answers measure of validity based on showing a substantial correlation
between test scores and job performance scores.
Two kinds of Criterion-related validity correct answers 1. predictive validation
2. concurrent validation
, Predictive Validation correct answers uses the test scores of all applicants and looks for a relationship
between the scores and future performance. researcher administers the tests, waits a set period of time,
and then measures the performance of the applicants who were hired.
concurrent validation correct answers this type of research administers a test to people who currently hold
a job, then compares their scores to existing measures of job performance. if the people who score highest
on the test also do better on the job, the test is assumed to be valid
content validity correct answers consistency between the test items or problems and the kinds of
situations or problems that occur on the job
a test that is "content valid" .... correct answers -exposes the job applicant to situations that are likely to
occur on the job
-tests whether applicants have the knowledge, skills or ability to handle such situations
Generalizable correct answers valid in other contexts beyond the context in which the selection method
was developed (organization, job, people, time period, so on)
Utility correct answers methods that provide economic value greater than the cost of using them
How to Choose Selection Methods correct answers may differ according to job being filled
-if job involves providing a product or service of high value, it is worthwhile to spend more to find a top
performer
-at a fast food restaurant, such an investment won't be as worthwhile
Interviewing Techniques correct answers 1. Nondirective interview
2. Structured Interview
3. Situational Interview
4. Behavior Description Interview
Non-directive Interview correct answers Interviewer has great discretion in choosing questions.
