hrm-chpt7-quiz-textbook-quiz
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Feb 20, 2024
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HRM chpt.7 quiz - Textbook quiz
HRM (University of Waterloo)
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HRM chpt.7 quiz - Textbook quiz
HRM (University of Waterloo)
Scan to open on Studocu
Studocu is not sponsored or endorsed by any college or university
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1.
Jennifer is frustrated. An important position opening that she advertised has received only four responses and only one person meets the minimum qualifications and only marginally. What is likely the most appropriate course of action for Jennifer?
-
Repost or re-advertise the job perhaps through different media
o
Given that this is an important position, Jennifer should repost in a manner that may increase the applicant pool.
2.
Confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities, and Indigenous people is called:
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Differential validity
o
Differential validity ensures that the tool accurately predicts performance of all possible employee subgroups.
3.
If George has decided to measure the temperature of his coffee using a ruler, which of the following would be true?
-
George would be getting a reliable measure, but one that is not valid.
o
The measure would be consistent (reliable), but not valid as a measure of temperature.
4.
Bob, Stella, and Amir interviewed two candidates for a position with their organization, Tradco Industries, but at the end of the interviews, Bob, Stella, and Amir had reached vastly different conclusions regarding the candidates. What would be true in this situation?
-
This interview is not a reliable measure, but might be valid.
o
The results are not reliable, given that there is no consistency amongst raters. There is no clarity regarding if the interview was valid. Validity is associated with how accurately a predictor measures what it intended to measure
5.
You are responsible for screening applicants for several vacancies in your company’s sales department. In addition to the usual selection criteria, the hiring manager has asked you to identify outgoing, people-person candidates. Which screening tool would be most appropriate?
-
The Myers-Briggs Type Indicator.
o
This is a test to identify personality. The selection criteria is seeking people with the specific personality, therefore, this test would be the most appropriate screening tool.
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6.
A strategy used to provide applicants with information—both positive and negative—about the job demands, the organization’s expectations, and the work environment is known as a:
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Realistic job preview.
o
A realistic job preview provides potential employees with a chance to work the actual job, thereby providing them with the desired information in the question
7.
In an interview for a customer service position with a cellular phone company, Mike was asked a series of questions such as “Tell me about a time when you had a conflict with a co-
worker. What happened and how was it resolved?” What type of interview question is Mike experiencing?
-
Behavioural.
o
As per the definition in the text, a behavioral interview asks a series of questions regarding how interviewees behaved in the past in similar situation.
8.
Elisha has just finished interviewing Jennifer for the position of help desk associate for a computer company. Elisha was very impressed when she first met Jennifer. With Jennifer’s firm handshake and confident demeanor, Elisha is sure that she will perform extremely well in this position. Which of the following most correctly describes what is happening in this situation?
-
Elisha is experiencing halo effect.
o
Elisha is allowing a positive initial impression to distort the interview rating of the
candidate.
9.
What is the major difference between intelligence quotient (IQ) and emotional intelligence (EQ)?
-
IQ measures intellectual abilities, EQ measures a person’s abilities to understand emotional cues from others
o
These are the differences between IQ and EQ
10. Applicants for the job of air traffic controller must be able to visualize objects moving in three dimensions and write a test to determine if they have this ability. What category would this test fall into?
-
Aptitude test
o
A test of ability to perform a task or demonstrate a competency is an aptitude test.
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