MGMT 450 Final Exam || 100% accurate answers.
Selection correct answers the process of choosing from a list of applicants, the person or persons who best
meet the selection criteria for the position available
Person-job fit correct answers looking for the person that matches the task criteria of the job
Person-organization fit correct answers looking for the person that best fits the cultures and values of the
company or organization
education correct answers employers can screen for specific abilities
ex) Masters of Accounting
experience correct answers past performance, predictive of future successful performance
physical characteristics (and personality type) correct answers broad
-marital status
-age
-aptitudes and skills
-personality type
Reliability and validity selection correct answers very important because
1. the law- doesn't say has to be reliable and valid but it covers your ass
2. we want to select the people who are best for the jobs we're filling
reliability correct answers how stable or repeatable a measurement is over a variety of testing conditions
-looking at consistency
-the degree to which a selection instrument provides consistent or dependable results over time
test-retest reliability correct answers establishes reliability, give a test now and later, results stay the same
,alternative form reliability correct answers give everyone all versions of tests, scores should be similar,
designing the ACT
split half reliability correct answers correlate how people did on one half of test vs the other half, don't do
1st half vs 2nd, do every other, odds/evens
inter-rater reliability correct answers during interviews, all interviewers need to have the same opinions,
check sample of applicants and their opinions
validity correct answers extent to which performance on a measure is associated with performance on the
job
content correct answers degree to which a test or other instrument measures the skill, knowledge, ability
to perform a job
-demonstrate that the items on the selection instrument are a representative sample are the kinds of
situations or problems that occur on the job
ex) hiring a legal secretary, type dictations into document, test having the read the dictionary and type
would NOT be content valid
construct correct answers a trait, a selection measure would be considered to be construct valid when it
measures a trait that is needed in a job
criterion related correct answers the extent to which a selection instrument is predictive of or significantly
correlated with one or more important elements of work behavior- how well a selection instrument related
to later job performance
-instead of construct, could use criterion
concurrent validity (establishing criterion validity) correct answers take selection instrument that you're
trying to validate and give it to current validity
-present employees may be leary and provide dishonest answers
-workers are job experienced, selection instruments will be measuring experience as well
-restriction of range (not people that suck, not people that rock)
*businesses like it better, quicker
, Predictive validity (establishing criterion validity) correct answers develop test and give to applicants,
don't use test results in deciding whether to hire them, after hiring, look at results and see if it was
predictive of their job performance
*HR people like it better, slower though
Application forms (biographical info) correct answers quick and consistent way of obtaining a wide
variety of info
-quick and consistent way of obtaining a wide variety of info
-given to everyone, fair process, includes all info you want to ask
weighted applicant blanks correct answers some answers are weighed more than others
Biodata form correct answers goes beyond traditional applications, asks about interests, hobbies
-when used properly, Biodata forms are on of the most valid methods of predicting future job success,
time consuming and expensive to develop a reliable and valid form
employment interview correct answers may different among interviews is the degree of structure
unstructured correct answers questions may differ from applicant to applicant, applicant will play some
role in the direction of the interview
structures correct answers highly standardized, same from applicant to applicant, interviewer determines
the direction of the interview, not as subject to bias as less structured methods, more reliable and valid
than unstructured
situational interview (structured) correct answers 1. job analysis
2. situational questions are developed to tap the dimensions that come out of the job analysis
3. behaviorally ached scales are developed for each question
4. panel of interviewers
5. interviewers rate applicant on each question immediately following each question
6. no probing questions
Selection correct answers the process of choosing from a list of applicants, the person or persons who best
meet the selection criteria for the position available
Person-job fit correct answers looking for the person that matches the task criteria of the job
Person-organization fit correct answers looking for the person that best fits the cultures and values of the
company or organization
education correct answers employers can screen for specific abilities
ex) Masters of Accounting
experience correct answers past performance, predictive of future successful performance
physical characteristics (and personality type) correct answers broad
-marital status
-age
-aptitudes and skills
-personality type
Reliability and validity selection correct answers very important because
1. the law- doesn't say has to be reliable and valid but it covers your ass
2. we want to select the people who are best for the jobs we're filling
reliability correct answers how stable or repeatable a measurement is over a variety of testing conditions
-looking at consistency
-the degree to which a selection instrument provides consistent or dependable results over time
test-retest reliability correct answers establishes reliability, give a test now and later, results stay the same
,alternative form reliability correct answers give everyone all versions of tests, scores should be similar,
designing the ACT
split half reliability correct answers correlate how people did on one half of test vs the other half, don't do
1st half vs 2nd, do every other, odds/evens
inter-rater reliability correct answers during interviews, all interviewers need to have the same opinions,
check sample of applicants and their opinions
validity correct answers extent to which performance on a measure is associated with performance on the
job
content correct answers degree to which a test or other instrument measures the skill, knowledge, ability
to perform a job
-demonstrate that the items on the selection instrument are a representative sample are the kinds of
situations or problems that occur on the job
ex) hiring a legal secretary, type dictations into document, test having the read the dictionary and type
would NOT be content valid
construct correct answers a trait, a selection measure would be considered to be construct valid when it
measures a trait that is needed in a job
criterion related correct answers the extent to which a selection instrument is predictive of or significantly
correlated with one or more important elements of work behavior- how well a selection instrument related
to later job performance
-instead of construct, could use criterion
concurrent validity (establishing criterion validity) correct answers take selection instrument that you're
trying to validate and give it to current validity
-present employees may be leary and provide dishonest answers
-workers are job experienced, selection instruments will be measuring experience as well
-restriction of range (not people that suck, not people that rock)
*businesses like it better, quicker
, Predictive validity (establishing criterion validity) correct answers develop test and give to applicants,
don't use test results in deciding whether to hire them, after hiring, look at results and see if it was
predictive of their job performance
*HR people like it better, slower though
Application forms (biographical info) correct answers quick and consistent way of obtaining a wide
variety of info
-quick and consistent way of obtaining a wide variety of info
-given to everyone, fair process, includes all info you want to ask
weighted applicant blanks correct answers some answers are weighed more than others
Biodata form correct answers goes beyond traditional applications, asks about interests, hobbies
-when used properly, Biodata forms are on of the most valid methods of predicting future job success,
time consuming and expensive to develop a reliable and valid form
employment interview correct answers may different among interviews is the degree of structure
unstructured correct answers questions may differ from applicant to applicant, applicant will play some
role in the direction of the interview
structures correct answers highly standardized, same from applicant to applicant, interviewer determines
the direction of the interview, not as subject to bias as less structured methods, more reliable and valid
than unstructured
situational interview (structured) correct answers 1. job analysis
2. situational questions are developed to tap the dimensions that come out of the job analysis
3. behaviorally ached scales are developed for each question
4. panel of interviewers
5. interviewers rate applicant on each question immediately following each question
6. no probing questions
