Human Resource Management 5Th Canadian Edition By Sandra Steen

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Sample Test

Chapter 03

Analyzing Work and Designing Jobs

True / False Questions

1. A job is a set of related duties. A position is the set of duties performed by a one person.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-01 Summarize the elements of work flow analysis and how work flow relates to an organization’s structure.
Topic: 03-03 Work Flow in Organizations

2. Work flow design is the process of analyzing the tasks necessary for the production of a product or service.
TRUE

3. The final step in work flow analysis is to identify the inputs required to carry out the work processes.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-01 Summarize the elements of work flow analysis and how work flow relates to an organization’s structure.
Topic: 03-04 What Is Work Flow Analysis?

4. When authority is spread among many people, we say the organization’s structure is centralized.
FALSE

5. When the goal is to empower employees, companies need to set up structures and jobs that limit responsibility.
FALSE

6. Job analysis is required in order to understand and match job requirements and people.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-02 Discuss the significance of job analysis and identify the elements of a job analysis.
Topic: 03-06 Job Analysis

7. Job analysis is the process of getting detailed information about job applicants.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-02 Discuss the significance of job analysis and identify the elements of a job analysis.
Topic: 03-06 Job Analysis

8. Once a job description has been developed there is seldom a need to review or update it.
FALSE

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 03-02 Discuss the significance of job analysis and identify the elements of a job analysis.
Topic: 03-08 Job Descriptions

9. A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform a particular job.
TRUE

10. While the job description focuses on the activities involved in carrying out a job, a job specification looks at the qualities or requirements that a person performing the job must possess.
TRUE

11. KSAOs are observable only when individuals are carrying out the tasks, duties, and responsibilities of the job—and afterward, if they show the product of their labour.
TRUE

12. The tool created by the federal government to provide a standardized source of information about jobs in Canada’s labour market is the National Occupational Classification (NOC).
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-03 Explain how to obtain information for a job analysis and review job analysis developments.
Topic: 03-10 Sources of Job Information

13. An advantage of the Position Analysis Questionnaire is that it can be filled out by almost anyone.
FALSE

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 03-03 Explain how to obtain information for a job analysis and review job analysis developments.
Topic: 03-11 Position Analysis Questionnaire

14. The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
TRUE

15. Competency models focus more on how people work, whereas job analysis focuses more on work tasks and outcomes.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-03 Explain how to obtain information for a job analysis and review job analysis developments.
Topic: 03-14 Competency Models

16. Job design is the study of jobs to find the simplest way to structure work.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-16 Job Design

17. Classical industrial engineering looks for the simplest way to structure work to maximize efficiency.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-17 Designing Efficient Jobs

18. A pure focus on efficiency is usually enough to make jobs motivating to employees.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-17 Designing Efficient Jobs

19. Flextime is a scheduling policy that allows full-time workers to complete their weekly hours in fewer than five days.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-18 Designing Jobs That Motivate

20. The use of mobile devices put workers at risk for repetitive-stress injuries.
TRUE

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-19 Designing Ergonomically Correct Jobs

21. As more and more work activities become information processing activities, the need to consider cognitive ergonomics is likely to be an emerging trend.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-20 Designing Jobs That Consider Cognitive Demands

Multiple Choice Questions

22. Through the process of ____________, managers analyze the tasks needed to produce a product or service.
A.business strategy
B. work flow design
C. HR strategy
D. operational analysis
E. organizational structure design

23. The set of duties (job) performed by one person is called:
A.job task duties.
B. job analysis.
C. job activity.
D. a position.
E. a job.

24. The first stage in work flow analysis is to identify the:
A.outputs of a particular work unit.
B. work relationships within the work unit.
C. work processes used to generate the outputs of the work unit.
D. inputs used in the development of the work unit’s product.
E. job requirements.

25. Which of the following is a category of inputs to work flow analysis?
A.Raw inputs e.g. materials, data, and information.
B. Equipment e.g. special equipment, facilities, and systems.
C. Human resources e.g. competencies needed by those performing the tasks.
D. Raw inputs e.g. materials, data, and information, “equipment e.g. special equipment, facilities, and systems,” and “human resources e.g. knowledge, skills, and abilities needed by those performing the tasks.”
E. Only “raw inputs e.g. materials, data, and information” and “equipment e.g. special equipment, facilities, and systems.”

26. Ari wants to set up a manufacturing unit, so he meets with Fatima, a HR manager at his company. Fatima explains that in order to decide on the human resource needs for the unit, they should conduct a work flow analysis. She suggests they start by defining the outputs of the process. To do this, which of the following should Ari define?
A.The processes that will be involved in manufacturing
B. The number of people required for production
C. The type and number of products that will need to be manufactured
D. The special equipment, facilities, and systems needed for production
E. The data and information needed by the work unit

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 03-01 Summarize the elements of work flow analysis and how work flow relates to an organization’s structure.
Topic: 03-04 What Is Work Flow Analysis?

27. If the organization’s structure is strongly based on function:
A.workers tend to have low authority.
B. workers tend to work alone at highly specialized jobs.
C. workers tend to have broad responsibility.
D. workers tend to serve a particular group of customers or produce a particular product.
E. workers tend to have low authority AND tend to work alone at highly specialized jobs.

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 03-01 Summarize the elements of work flow analysis and how work flow relates to an organization’s structure.
Topic: 03-05 How Does the Work Fit with the Organization’s Structure?

28. To achieve high quality performance, organizations have to understand and match _______ and _________.
A.job requirements; people
B. job design; work flow
C. job analysis; work flow
D. work flow; people
E. job descriptions; job specifications

29. The process of getting detailed information about jobs is known as:
A.industrial engineering.
B. work flow analysis.
C. job analysis.
D. job evaluation.
E. job specification identification.

30. Which of the following refers to a list of the tasks, duties, and responsibilities that a particular job entails?
A.Competency requirements
B. Job design requirements
C. Work flow analysis requirements
D. Job description
E. Job analysis requirements

31. Job descriptions generally contain all but one of the following components. Name the exception.
A.Title of the job
B. Overview of the job
C. List of the main duties
D. Knowledge the job holder must have to perform the job
E. All of these would actually be included in a job specification rather than a job description.

32. Which of the following contains a list of the knowledge, skills, abilities, other characteristics that a job holder must have to perform the job?
A.Job specification
B. Job description
C. Job analysis
D. Job design
E. Competency framework

33. N-Pax Technology Corp., a microchip manufacturing company, is hiring for the position of marketing manager for its new division. Sergei, the HR manager, considers the requirements of the job, including the necessary knowledge, level of proficiency, and other personality traits, such as persistence and motivation to achieve. Which of the following documents includes these considerations to help Sergei in selecting a candidate?
A.Job description
B. Job specification
C. Job analysis
D. Job design
E. Competency model

34. Which one of the following sources of job analysis information generally provides the most accurate information regarding the time spent performing various job tasks?
A.Supervisors
B. Incumbents
C. Customers and clients
D. Senior managers and executives
E. Human resource specialists

35. Which of the following sources of job analysis information generally provides the most accurate information regarding the importance of various job duties?
A.Supervisors
B. Incumbents
C. Customers or clients
D. Senior managers and executives
E. Human resource specialists

36. Why was the National Occupational Classification (NOC) created?
A.To design jobs that motivate.
B. To replace job descriptions in Canadian organizations.
C. To provide standardized sources of information about jobs in Canada’s labour market.
D. To support the development of flexible staffing options.
E. Both “to design jobs that motivate” and “to replace job descriptions in Canadian organizations.”

37. ALTS Infosystems is a software consulting firm based in Ottawa. The firm uses a standardized job analysis questionnaire containing 194 questions about work behaviours, work conditions, and job characteristics that apply to a wide variety of jobs. In this scenario, ALTS Infosystems is using:
A.a utilization analysis.
B. the Fleishman Job Analysis System.
C. a work flow design.
D. a conjoint analysis.
E. the Position Analysis Questionnaire.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 03-03 Explain how to obtain information for a job analysis and review job analysis developments.
Topic: 03-11 Position Analysis Questionnaire

38. Which of the following job analysis methods requires subject-matter experts to evaluate a job in terms of abilities required to a perform the job?
A.Work Sampling Technique
B. Participant Observation Technique
C. Fleishman Job Analysis System
D. Position Analysis Questionnaire
E. Conjoint Analysis Technique

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Medium
Learning Objective: 03-03 Explain how to obtain information for a job analysis and review job analysis developments.
Topic: 03-12 Fleishman Job Analysis System

39. Which of the following is true of competency models?
A.They help HR professionals ensure that all aspects of talent management are aligned with an organization’s strategy.
B. They identify and describe a few competencies required for success in a particular occupation or set of jobs.
C. They are only applicable to middle managers of an organization.
D. They focus more on tasks and outcomes and not on how people work.
E. They are only applicable to the organization’s supervisors and managers.

40. Maxwin Corp., a national logistics company, has announced the opening of a new unit for the manufacturing division. Jaxon, the HR manager, has been asked to help plan for the creation of the new unit. Which of the following relates to the task undertaken by Jaxon, if he is involved in the process of defining the way work will be performed and the tasks associated with the jobs in the new unit?
A.Job rotation
B. Job evaluation
C. Job design
D. Job enrichment
E. Job extension

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-16 Job Design

41. A focus on efficiency alone can create jobs that are so simple and repetitive that workers ___________.
A.have additional time for development
B. stay motivated
C. see practical benefits
D. see their work as meaningful
E. get bored

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-17 Designing Efficient Jobs

42. Which one of the following approaches to job design involves seeking the “one best way” to perform a job?
A.Design for motivation
B. Design for mental health and well-being
C. Design for physical health and well-being
D. Design for efficiency
E. None of the choices are correct.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-17 Designing Efficient Jobs

43. ______________ focuses on job design for efficiency, while _____________ focuses on job design for physical health and well-being.
A.Industrial engineering; ergonomics
B. Ergonomics; industrial engineering
C. Job enlargement; job extension
D. Skill variety; ergonomics
E. Ergonomics; task identity

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-17 Designing Efficient Jobs

44. As a manager, you decide to design a job based on the principles of industrial engineering. Which of the following outcomes would NOT likely be achieved?
A.Increased efficiency
B. Reduced complexity
C. Increased meaningfulness
D. Almost anyone can be trained quickly and easily
E. Boring and repetitive jobs

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-17 Designing Efficient Jobs

45. Which one of the following interventions would NOT be consistent with the motivational approach to job design?
A.Self-managed work teams
B. Task specialization
C. Job enrichment
D. Flexible work schedules
E. Job enlargement

46. The objective of job enlargement is to:
A.make the job less repetitive and more interesting.
B. give employees more say in how their work is structured.
C. decrease the complexity of the job.
D. significantly increase the meaningfulness of the job.
E. engage workers by adding more decision making authority to their jobs.

47. If, as a manager, you decided to combine the jobs of receptionist, data entry clerk, and file clerk into jobs containing all three kinds of work, you would be using which one of the following job design techniques?
A.Job rotation
B. Dejobbing
C. Job enrichment
D. Job extension
E. Self-managing work teams

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-18 Designing Jobs That Motivate

48. Frederick Herzberg is most associated with which job design technique?
A.Job extension
B. Job rotation
C. Job enrichment
D. Job enlargement
E. Designing efficient jobs

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-18 Designing Jobs That Motivate

49. If, as a manager, you were to give the sales staff in your store the authority to resolve customer problems, including the authority to decide whether to issue refunds or replace the merchandise, you would be using the technique of:
A.job enlargement.
B. job extension.
C. job involvement.
D. job enrichment.
E. flexible work schedules.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-18 Designing Jobs That Motivate

50. If company XYZ requires its employees to be at work between the hours of 10 a.m. and 3 p.m., but allows employees to decide whether they will work their additional hours before or after this time period, it is using which one of the following?
A.Job sharing
B. Flextime
C. Compressed workweek
D. Distributed work
E. Dejobbing

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Easy
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-18 Designing Jobs That Motivate

51. Job sharing involves two part-time employees carrying out tasks associated with _______________.
A.improving efficiency
B. decreasing costs
C. a single position
D. several jobs
E. distributed work

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-18 Designing Jobs That Motivate

52. A schedule in which full-time workers complete their weekly hours in fewer than five days is termed a:
A.right-to-work workweek.
B. compressed workweek.
C. substandard workweek.
D. flexible workweek.
E. reduced hours workweek.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-18 Designing Jobs That Motivate

53. The manager of a local grocery store introduces a short conveyor belt that requires customers to place their items on it prior to checking out. This saves the cashier from the physical strain of bending and reaching into the carts to retrieve the items. This change is an example of the _____ approach to job design.
A.remote work
B. job enrichment
C. ergonomic
D. flextime
E. job sharing

54. Which of the following is NOT a way to simplify a job’s mental demands?
A.Limit the amount of information and memorization the job requires.
B. Provide easy-to-understand gauges and displays.
C. Encourage the use of checklists.
D. Provide clear instructions.
E. Encourage employees to juggle information from several sources at once.

55. Aki, an HR manager at Synergy Inc. wishes to design jobs that do not exceed the mental capabilities and limitations of employees. To do so, Aki would most likely have to:
A.allow employees to opt for a compressed workweek schedule.
B. limit autonomy and stress error-free work.
C. increase the amount of reporting requirements and documentation.
D. train employees to multi-task and work in self-managed teams.
E. reduce the information processing requirements of jobs.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-20 Designing Jobs That Consider Cognitive Demands

Short Answer Questions

56. Discuss the steps in a work flow analysis.

For each type of work, such as producing a product line or providing a support service (accounting, legal support, and so on), workflow analysis identifies the output of the process, the activities involved, and the three categories of inputs (materials and information, equipment, and human resources). Outputs are the products of any work unit, such as a department, team, or individual. Outputs may be tangible, as in the case of a restaurant meal or finished part, or they may be intangible, such as building security or an answered question about employee benefits. In identifying the outputs of particular work units, work flow analysis considers both quantity and quality. Work flow analysis next considers the work processes used to generate the outputs identified. Work processes are the activities that a work unit’s members engage in to produce a given output. They are described in terms of operating procedures for every task performed by each employee at each stage of the process. Finally, work flow analysis identifies the inputs required to carry out the work processes. Inputs fall into three categories: raw inputs (materials and information), equipment, and human resources (knowledge, skills, and abilities).

57. Define the following: job analysis, job description, and job specification.

Job analysis is the process of gaining detailed information about jobs.
Job description is a list of the tasks, duties, and responsibilities that a particular job entails.
Job specification is a list of the knowledge, skills, abilities, and other characteristics the job holder must have to perform a particular job.

58. Job analysis is so important that it has been called the “building block” of everything that HR does. Describe how job analysis information is used in four specific HR processes.

59. Work redesign—Often an organization seeks to redesign work to make it more efficient or to improve quality. The redesign requires detailed information about the existing job(s). In addition, preparing the redesign is similar to analyzing a job that does not yet exist.
2. Workforce planning—As planners analyze human resource needs and how to meet those needs, they must have accurate information about the levels of skill required in various jobs, so that they can tell what kinds of human resources will be needed.
3. Talent acquisition—To identify the most qualified applicants for various positions, decision makers need to know what tasks the individuals must perform, as well as the necessary knowledge, skills, and abilities.
4. Training, learning, and development—Almost every employee hired by an organization will require training and/or development. Any learning initiative requires knowledge of the tasks performed in a job, so that the learning is related to the necessary knowledge and skills.
5. Performance management—Performance management requires information about how well each employee is performing in order to reward employees who perform well and to improve their performance if it is below expectations. Job analysis helps in identifying the behaviours and the results associated with effective performance.
6. Career planning—Matching an individual’s skills and aspirations with career opportunities requires that those responsible for developing career planning processes know the skill requirements of the various jobs. This facilitates matching of individuals to jobs in which they will succeed and be satisfied.
7. Job evaluation—Requires assessing the relative value of each job to the organization in order to set up fair pay structures. To put values on jobs, it is necessary to get information about different jobs and compare them.

59. How does the use of competency models in job analysis support business success?

When human resource management is actively engaged in talent management as a way to support strategy, organizations need to think beyond skills for particular jobs. They must identify the capabilities they need to acquire and develop in order to promote the organization’s success. For this purpose, organizations develop competency models. A competency is an area of personal capability that enables employees to perform their work successfully. A competency model identifies and describes all the competencies required for success in a particular occupation or set of jobs. Organizations may create competency models for occupational groups, levels of the organization, or even the entire organization. For each competency, the model identifies behaviours that are used to determine an individual’s level of proficiency. Competency models focus more on how people work, whereas job analysis focuses more on tasks and outcomes.

60. Discuss how employers use industrial engineering to design jobs with a view of maximizing efficiency.

Classical industrial engineering looks for the simplest way to structure work in order to maximize efficiency. Typically, applying industrial engineering to a job reduces the complexity of the work, making it so simple that almost anyone can be trained quickly and easily to perform the job. Such jobs tend to be highly specialized and repetitive. In practice, the scientific method traditionally seeks the “one best way” to perform a job by performing time-and-motion studies to identify the most efficient movements for workers to make. Once the engineers have identified the most efficient sequence of motions, the organization should select workers based on their ability to do the job, and then train them in the details of the “one best way” to perform that job. The company also should offer pay structured to motivate workers to do their best.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 03-04 Understand the different approaches to job design.
Topic: 03-17 Designing Efficient Jobs

61. Why do organizations need to be concerned about making jobs more motivating? Identify and briefly describe three ways to make jobs more motivating.

When organizations have to compete for employees, depend on skilled knowledge workers, or need a workforce that cares about customer satisfaction, a pure focus on efficiency will not achieve human resource objectives. These organizations need jobs that employees find interesting and satisfying, and job design should take into account factors that make jobs motivating.

Job enlargement: Broadening the types of tasks performed in a job. Two methods of job enlargement are job extension and job rotation.

a) Job extension: Enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks–e.g. combining the jobs of receptionist, data entry clerk, and file clerk.
b) Job rotation: Enlarging jobs by moving employees among several different jobs–e.g. assembling components one day and packing them the next.

Job enrichment: Engaging workers by adding more decision making authority to jobs. Herzberg’s two factor theory suggests employees are motivated more by the intrinsic aspects of work (e.g. the meaningfulness of a job) than by extrinsic rewards such as pay (e.g. giving employees authority to stop production when quality standards are not being met).

Self-managing work teams: Some organizations engage employees by designing work to be done by self-managing work teams. Jobs may be defined broadly and include sharing of work assignments. Team members may, at one time or another, perform every duty of the team thereby making work more interesting.

Flexible work schedules: Organizations may be able to be flexible in terms of when employees work. For example, Flextime, job sharing, and compressed workweeks are alternatives to the traditional 40-hour workweek.

Remote work arrangements: Flexibility can extend to work locations as well as work schedules. These types of arrangements may be highly valued and accessible to knowledge workers.

Chapter 05

Selecting Employees

True / False Questions

1. The organization’s decisions about selecting people are primarily administrative and unrelated to its ability to survive, adapt, and grow.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Easy
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-01 Embracing Workers with Autism

2. The process of selecting employees remains constant for all organizations and for all jobs.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-03 What Are the Steps in the Selection Process?

3. Candidate experience is a critical determinant of the organization’s reputation and employer brand.
TRUE

4. Candidates can be asked indirect questions about prohibited grounds of discrimination but cannot be asked direct questions. For example, it is acceptable to ask a candidate: “What year did you graduate from high school?”
FALSE

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-05 What are the Legal Standards for Selection?

5. The reliability of a type of measurement indicates how free that measurement is from random error.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-07 Reliability

6. The degree to which a measure is free from random error refers to its validity.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-07 Reliability

7. Predictive validation uses the test scores of all applicants and looks for a relationship between the scores and future performance.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

8. Concurrent validation is more time consuming and difficult than predictive validation, but is a better measure of validity.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

9. A test that has content-validity exposes the job applicant to situations likely to occur on the job.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

10. Selection procedures that provide economic value greater than the cost of using them are said to have utility.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-10 Practical Value

11. An application form can request information regarding an applicant’s marital status and age.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-12 Applications

12. A usual way applicants introduce themselves to a potential employer is by submitting a résumé.
TRUE

13. References are an unbiased source of information.
FALSE

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-14 References

14. Candidates must provide their consent before a background check can be conducted.
TRUE

15. Aptitude tests measure a person’s existing knowledge and skills.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-16 Employment Tests and Work Samples

16. Achievement tests measure a person’s existing skills and knowledge.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-16 Employment Tests and Work Samples

17. Use of physical ability tests can make an organization vulnerable to human rights complaints.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-17 Physical Ability Tests

18. In terms of the “Big Five” personality traits, there is evidence that people who score high on conscientiousness tend to excel at work, because they use self-control to pursue goals and excel at overcoming obstacles.
TRUE

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-20 Personality Inventories

19. Drug testing will uncover all problems with impairment.
FALSE

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-21 Honesty, Alcohol, and Drug Tests

20. Situational interviews may have high validity in predicting job performance.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-23 Interviews

21. Research has shown that interviews tend to be highly reliable, valid, and inexpensive.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-25 Advantages and Disadvantages of Traditional Interviewing

22. The multiple-hurdle model is a more expensive selection process than the compensatory model.
FALSE

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-27 Selection Decisions

Multiple Choice Questions

23. Recruitment together with selection is increasingly referred to as:
A.organizational strategy.
B. hiring decision-making.
C. talent management.
D. employment testing.
E. talent acquisition.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-02 Introduction

24. For most companies, the first step in the selection process is:
A.verification of the applicant’s qualifications through reference and background checks.
B. determining the best recruitment source.
C. screening the applications received to determine which meet the requirements for the job.
D. preparation of a job description.
E. interviewing candidates.

25. Which stage of the selection process often involves supervisors and team members?
A.Recruitment
B. Testing
C. Reference and background checks
D. Interviews
E. Screening applications and résumés

26. A job seeker’s perception of and response to an employer’s talent acquisition process is called:
A.employer brand.
B. candidate experience.
C. employee review.
D. online review.
E. employee experience.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-04 The Candidate Experience

27. Which of the following is NOT a permissible question for applications and/or interviews?
A.Have you ever changed your name?
B. Are you planning to start a family in the near future?
C. Are you single or married?
D. Where does your spouse work?
E. None of the questions are permissible.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-05 What are the Legal Standards for Selection?

28. When a selection method is free from random error we say it is:
A.reliable.
B. valid.
C. legal.
D. practical.
E. inexpensive.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-07 Reliability

29. The _____ of an employment test is indicated by the extent to which the test scores relate to actual job performance.
A.reliability.
B. validity.
C. ability to generalize.
D. utility.
E. physical ability.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

30. A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called:
A.criterion-related validity.
B. split-half validity.
C. content validity.
D. construct validity.
E. concurrent validation.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

31. The consistency between test items or problems and the kinds of situations or problems that occur on the job is:
A.predictive validity.
B. concurrent validity.
C. content validity.
D. construct validity.
E. None of the choices are correct.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

32. Which of the following is true of validity?
A.Validity cannot be explained using correlation coefficients.
B. Validity identifies how free a measurement is from random error.
C. Validity measures the level of cultural fit.
D. Validity can only be measured in one way.
E. Validity helps to ensure the fairness of employment practices during selection procedures.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

33. Sylvie is the HR Manager of Trelsoft Inc., a software company in Halifax. She wants to establish the validity of a test designed for computer technicians using a predictive validation strategy. Accordingly, Sylvie must administer the test to:
A.at least half the present computer technicians in Trelsoft.
B. people doing similar jobs in other companies.
C. people applying for computer technician jobs in Trelsoft.
D. only those computer technicians in Trelsoft who are who are performing at acceptable levels.
E. a random selection of computer technicians currently employed at Trelsoft.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

34. Tiara Inc., an international clothing brand, hired 15 people as brand managers. They all took a test as part of the hiring process. Three months after being hired, their test scores were analyzed along with their performance on the job to find a substantial correlation between the two factors. Which of the following methods of research is exemplified in this scenario?
A.content validation.
B. predictive validation.
C. concurrent validation.
D. construct validation.
E. diagnostic validation.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

35. Unlike predictive and concurrent validity, content validity is:
A.based on expert judgment.
B. measured statistically.
C. more valid.
D. based on correlation coefficients.
E. not legally approved.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

36. For tests that measure abstract qualities like intelligence or leadership skills, validity would best be established by:
A.predictive criterion-related validation.
B. content validation.
C. concurrent criterion-related validation.
D. construct validation.
E. None of the choices are correct.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

37. A test that is valid in other contexts beyond the context in which it was developed is known as a(n) _____ method.
A.practical
B. reliable
C. generalizable
D. invalid
E. concurrent

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-09 Ability to Generalize

38. The extent to which the selection method provides economic value greater than its cost refers to:
A.reliability.
B. utility.
C. validity.
D. generalizability.
E. profitability.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-10 Practical Value

39. Employers use employment applications for all but one of the following reasons. Name the exception.
A.They are a low-cost way to gather basic data from many applicants.
B. They provide the organization with certain standard categories of information such as contact information, specific work experiences, and educational background.
C. They provide information that has been verified for accuracy.
D. By including a date, they allow the employer to keep up-to-date records of job applicants.
E. All of the choices are reasons that employers use employment applications.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-12 Applications

40. Organizations typically use résumés:
A.as substitutes for employment tests.
B. as a basis for deciding which candidates to consider further.
C. as a means of verifying applicants’ ability to perform jobs.
D. to get around legal restrictions, since the information provided is voluntary in nature.
E. as substitutes for interviews.

41. Review of résumés is most valid when their content is evaluated in terms of:
A.the elements of a job description and job specifications.
B. other applicants’ qualifications.
C. the incumbent’s qualifications.
D. the values and wants of the supervisor rather than the HR professional.
E. the quality of the paper used.

42. Generally, the organization checks references:
A.only if it believes the information provided by the applicant is “suspicious.”
B. immediately after the applicant submits a résumé.
C. after it has determined that the applicant is a finalist for the job.
D. only for the least qualified applicants.
E. to avoid claims of defamation.

43. A situation where an employer may be found liable for harm an employee causes to others if references and background checks were not performed adequately at the time of hiring is called:
A.misrepresentation.
B. negligent hiring.
C. defamation.
D. negligent omission.
E. negligent cycle time.

44. A(n) _______________ is a way of verifying whether applicants are as they represent themselves to be.
A.résumé
B. interview
C. assessment centre
D. background check
E. compensatory model

45. Which of the following tests assesses how well a person can learn or acquire skills and abilities?
A.Personality inventories
B. Cognitive ability tests
C. Achievement tests
D. Aptitude tests
E. Physical ability tests

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-16 Employment Tests and Work Samples

46. A cognitive ability test is sometimes called a(n):
A.emotional ability test.
B. general ability test.
C. endurance test.
D. emotional focus test.
E. intelligence test

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-18 Cognitive Ability Tests

47. A keyboarding speed and accuracy test for a data entry clerk is an example of a:
A.spatial abilities test.
B. perceptual accuracy test.
C. job performance test.
D. mechanical test.
E. personality test.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-19 Job Performance Tests and Work Samples

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