Understanding Work Performance: Key Questions for HR Practitioners

Question 1 (1 point) Persisting with enthusiasm and extra effort as necessary to complete one's task activities successfully is an example of contextual performance. a) True b) False Question 2 (1 point) In Campbell's theory of work performance, what concept refers to the degree to which individuals are committed to performing all job tasks, to working at a high level of intensity, and to working under adverse conditions? a) maintaining personal discipline b) supervision/leadership c) demonstrating effort d) job-specific proficiency Question 3 (1 point) Why is a job analysis important for recruitment and selection? a) It is the first line of defense when selection procedures are legally challenged. b) It emphasizes selection skills and responsibilities while de-emphasizing effort and working conditions. c) It provides subjective evidence of the skills and abilities required for effective job performance. d) It establishes the worth of a job and defines it in measurable terms. Question 4 Refer to Figure 2.1. What process does line D represent? a) validating the job analysis and identifying performance criteria b) clarifying the performance domain and utilizing the knowledge, skills, abilities, and other attributes' constructs c) defining the performance domain and developing related criterion measurements d) validating the selection system Question 5 (1 point) Which of the following practices would NOT lead to an improvement in the hiring system of an organization? a) communicating to the hiring managers about their annoying interview habits b) using scientific methods and efficient selection methods c) determining the motivations of job seekers

d) knowing the going rates of pay and offering slightly more Question 6 (1 point) Scenario 5-1 You have just been hired as the recruitment and selection specialist for BCH, a health-care organization that oversees many diverse health services in British Columbia. You were offered the position due to your knowledge of legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions. Refer to Scenario 5-1. Which of the following is NOT considered counterproductive work behaviour? a) lying b) theft c) sabotage d) exclusion Question 7 (1 point) According to the textbook, what is the purpose of employment equity? a) to achieve equality in the workplace b) to generate equal opportunity employers c) to encourage diversity management d) to promote unbiased and fair hiring practices Question 8 (1 point) What can effective recruitment and selection practices do for an organization? a) improve the knowledge, skills, and abilities of its employees b) offer a limited impact on employee motivation c) encourage expensive high performers to leave the organization d) discourage poor performers from leaving an organization Question 9 (1 point) In the Human Resources System model outlined in the textbook, which of the following is NOT part of the socioeconomic environment? a) competition b) globalization c) marketplace

d) demographics Question 10 (1 point ) Employers who are concerned about an applicant's opinion about the usefulness of a test or certain questions on a test are considering what element in the proper use of tests? a) content validity b) validity generalization c ) face validity d) construct validity Question 11 (1 point) Which of the following concepts is defined as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score? a) measurement error (p40) b) standard deviation c) lack of standardization d) test and retest Question 12 (1 point) Which of the following is responsible for the enforcement of the Canadian Human Rights Act? a) Canadian Human Rights Tribunal b) Canadian Human Rights Commission c) Canadian Human Rights Labour Board d) Human Resources Development Canada Question 13 (1 point) Which of the following is an example of indirect discrimination? a) an unsubstantiated requirement for local market experience b) a requirement that an attendant in a women's locker room must be female c) a minimum score on certain employment tests d) a minimum height or weight requirement for police forces Question 14 (1 point) What are the four legal means that affect employment practices in recruitment and selection? a) constitutional law, human rights law, employment equity, and labour law (P.67) b) constitutional law, criminal law, civil law, and labour law

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c) criminal law, labour law, employment equity, and federal law d) human rights law, employment equity, labour law, and civil law Question 15 (1 point) Which of the following is NOT a statement about reliability? a) Reliability is an indication of the stability of measurements. b) Reliability is the degree to which observed scores are free from random errors . ( P.36) c ) Reliability is the number of systemic errors relative to their true score. d) Reliability is the consistency of a set of measurements over time. Question 16 (1 point) Criterion deficiency is defined as those task performance behaviors or competencies that are NOT measured by the criterion. a) True (P.201 ) b) False Question 17 (1 point) Which of the following is job task behaviour for a retail worker? a) explaining product benefits b) learning new technologies c) helping new workers d) handling work stress Question 18 (1 point) Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating the need for an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to… Refer to Scenario 4-1. What major strategic focus in employee selection could distinguish Scribe Engineering as a high-performing organization rather than an underperformer? Select one: a. a linkage between organizational goals and short-term organizational needs b. a linkage between organizational goals and long-term organizational needs

c. a linkage between organizational and human resource planning needs d. a linkage between long-term organizational and human resource goals Question 19 (1 point) What is the definition of selection? a) generating an applicant pool b) finding and screening job applicants c) choosing job candidates d) matching an applicant's competencies with a job position Question 20 (1 point) Which of the following is an example of contextual behaviour? a) extra effort b) leadership c) supervision d) personal discipline Question 21 (1 point) Why are subject-matter experts needed when conducting a job analysis? a) They are an inexpensive source of information for an organization. b) They are the most knowledgeable about a job and how it is currently performed. c) They add external validity to the organization with external comparisons to jobs. d) They provide more accurate information than job incumbents and supervisors. Question 22 (1 point) Scenario 5-2 The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance. As the HRM, you believe that a lack of clear job standards has led to the selection of inappropriate candidates. Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplace behaviours have occurred. The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline. Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between job performance and job criteria. Which of the following best defines performance measurement? a means to reinforce an organization's core values in addition to identifying performance differences among employees.

Question 23 (1 point) Which of the following describes effective job analysis? a) a formal, structured process carried out under a set of guidelines established in advance b) a single evidence-based methodology c) breaking down a job into its constituent parts, rather than looking at the job as a whole d) focusing on jobs rather than positions Question 24 (1 point) What is the definition of recruitment? a) generating an applicant pool b) choosing job candidates c) finding and hiring the best person for the job d) finding and screening job applicants Question 25 (1 point) Which of the following competencies is every member of an organization expected to possess? a) core competencies b) functional competencies c) job-specific competencies d) knowledge-based competencies Question 26 (1 point) The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position. If she wants to follow science-based methods in selection, but is unwilling to run a validation study, what approach should she use to test validation? a) use of best practices b) comparison of test results of high-performing and low-performing employees c) comparison of test questions with job content d) use of validity generalization Question 27 (1 point) Which measures of job performance attempt to capture individual differences among employees concerning job-related behaviors? a) attributes

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b) behaviour c) false positive d) performance indicators Question 28 (1 point) Which of the following is a key assumption of situational interviewing? a) There are patterns in people's behaviour. Page 416 b) Behaviour patterns are not easily changed. c) People will behave in ways they say they will. d) Past performance may be a reliable indicator of a person's future on-the-job performance. Question 29 (1 point) Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview process in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. There are several constraints and competing demands when making selection decisions. Which is NOT a constraint for TS Inc.? Statistical Data Question 30 (1 point) Which of the following concepts refers to an enduring, general trait or characteristic on which people differ and that they bring to a work situation? a) aptitude b) attribute c) ability d) attitude Question 31 (1 point) What is the initial step in the selection process? a) recruitment b) screening c) strategy

d) legislation Q uestion 32 (1 point) Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOS. a) True b) False Question 33 (1 point) "You have scheduled a course, hired a teacher, and registered students. On the day of the course, students arrive; however, the teacher does not show up. What do you do?" What type of interview question is this? a) behavioral b) real-life c) situational d) leading Question 34 (1 point) What kind of knowledge is derived from experience when learning is not the primary objective? a) tacit knowledge page 338 b) job knowledge c) procedural knowledge d) situational knowledge Question 35 (1 point) Which concept refers to the process in which statistical data are combined in a judgmental manner? a) pure statistical approach b) profile interpretation c) pure judgment approach (Page 464) d) judgmental composite Question 36 (1 point) Which factor defines the intentional or unintentional exclusion of designated groups through recruitment and selection? a) direct discrimination b) systemic discrimination( page 234 ) c) indirect discrimination

d) intentional discrimination Question 37 (1 point) In which approach are judgmental data combined statistically? a) trait rating page 465 b) profile interpretation c) judgmental composite d) pure judgment Question 38 (1 point) Which of the following is a disadvantage of internal job postings? a) It is expensive. b) It rewards long tenure. c) There is the motivational impact on candidates not selected. d) Collective agreement prevents best candidate to be hired. Question 39 (1 point) Recruitment is done separately from the selection process . a) True b) False Question 40 (1 point) Which concept refers to the interviewers' beliefs about the requirements of the job and the characteristics of the applicants? a) initial impression b) stereotype c) knowledge structure d) bias Question 41 (1 point) In the Human Resources System model outlined in the textbook, which of the following aspects does NOT relate to the work environment? a) complaint resolution b) leadership c) health and safety d) vision and mission

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Question 42 (1 point) Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories, rather than on explicit, objective criteria? a) the pure judgment approach b) the trait rating approach c) the profile interpretation approach d) the judgmental composite approach Question 43 (1 point) Implicit theories are personal beliefs that are held about how people or things function, without objective evidence or often without conscious awareness. a) True b) False Question 44 (1 point) What are physical fitness and medical examinations designed to do? a) screen out unhealthy or unfit employees who pose a liability to the employer b) reduce lost productivity, replacement costs, and legal damages from fellow workers and customers who have been injured through a worker's actions c) ensure that an applicant meets minimum standards of health to cope with the physical demands of the job d) determine how the physical fitness and medical status of an applicant relates to the job analysis Question 45 (1 point) Which screening method could OMC use to screen for written communication skills? a) a short writing test b) an employment interview c) a written aptitude test d) a cover letter Question 46 (1 point) What is a traditional method of interviewing that involves no constraints on the questions asked, no requirements for standardization, and a subjective assessment of the candidate? a) structured interview

b) serial interview c) panel interview d) unstructured interview page 407 Question 47 (1 point) Which of the following are criterion measures used to establish the validity of a WAB? a) size of the applicant pool for a specific job b) absenteeism and turnover page 296 c) previously established BIB categories d) valid and reliable job evaluation processes Question 48 (1 point) Which type of structured interview describes hypothetical on-the-job incidents and asks applicants what they would do? a) behaviour description interview b) situational interview c) comprehensive structured interview d) behavioural sample interview Question 49 (1 point) In which approach are data combined statistically? a) statistical composite b) trait rating c) profile interpretation d) pure statistical page 465 Question 50 (1 point) In creating a résumé, applicants who want to encourage a positive impression among résumé screeners should include which of the following? a) two pages only b) no GPA c ) a career or job objective page 403 d) specific examples of accomplishments

Question 51 (1 point) A company screening job applicants wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.10. What is this proportion of applicants called? a) the applicant pool b) the standard deviation c) the selection ratio d) the screening proportion Question 52 (1 point) Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations? a) extroversion b) conscientiousness c) openness to experience d) agreeableness Question 53 (1 point) Which term refers to intelligence, general mental ability, or intellectual ability? a) job knowledge b) cognitive ability page 332 c) general knowledge d) personal trait Question 54 (1 point) What is a screening employment interview best suited to assess? a) ability to orally communicate b) stress management c) job knowledge d) information on the résumé

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Question 55 (1 point) Scenario 6-1 At TS Inc, a growing BC aviation company of 30 employees, recruitment rests on the shoulders of the president. Like most small companies, TS Inc. frequently uses employee referrals as a method of recruitment. The company wants to use Internet recruitment technologies but is not well versed in information technology. The CEO is very concerned about poor hiring decisions and turnover costs. Refer to Scenario 6-1. From what labour market should TS Inc. recruit aircraft maintenance engineers? a) local b) regional c) global d) national Question 56 (1 point) According to the textbook, which of the following is NOT an external factor affecting recruitment? a) labour market b) competition c) sustainability page 232 d) legislation Question 57 (1 point) Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position. In which of the following categories would dexterity be classified? a) aptitude b) attribute c) skill d) ability page 332 Question 58 Which of the following is NOT a prohibited ground of discrimination: a) work experience b) race c) age d) religion Question 59

The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position. If she wants to follow science-based method selection, but is unwilling to run a validation study, what approach should she use to test validation? a) use of best practices b) comparison of test results of high-performing and low-performing employee c) comparison of test questions with job content d) use of validity generalization Question 60 Scenario 4-1 You have recently been hired as the HRM for Scribe Engineering, a Canadian software development company. Scribe's product is information systems. The company's environment is competitive and constantly changing. There continues to be an increased demand for customized computer systems that improve the flow of information in a wide range of small Canadian businesses. Due to Scribe's growth in sales, the company is anticipating the need for an increase from 150 to 200 employees. The company requires highly skilled software designers, computer programmers, sales professionals, and support staff. The majority of employees, from younger technical support staff to senior management, stated that work-life balance is important to them and that they want more flexibility in how and when their work gets done. Job demands are changing constantly because of the dynamic environment. There are concerns of sex, age, and family status discrimination with the office administration employees. The CEO has stated that Scribe has a few outdated job advertisements, but that the company never had time to write job descriptions. Managers have expressed concerns that job descriptions are of limited value because positions need to adapt to the high speed of change and that they limit their flexibility in supervising employees' tasks. Refer to Scenario 4-1. What internal influences are affecting the jobs and human resources at Scribe Engineering? a) the labour market b) customers c) the competition’ d) job design Question 61 Which concept refers to individuals who are predicted to perform successfully in a given position but who do not perform at satisfactory levels when placed on the job? a) person-job fit b) perceptual difference c) false positive d) internal validity

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