The process of making forecasts based on the ratio between some
Lesson 2
Question 1 5 / 5 points
Which assessment method has a high-content validity?
Question options:
cognitive ability tests
personality tests
structured interviews
job-knowledge tests
Question 2 5 / 5 points
The framework for talent management includes __________.
Question options:
deciding what positions to fill
building a pool of job candidates
using selection tools such as tests and interviews
all of the above
Question 3 5 / 5 points
__________ is the process of deciding what positions the firm will have to fill.
Question options:
Recruitment
Selection
Workforce planning
None of the above.
Question 4 5 / 5 points
The process of making forecasts based on the ratio between some causal factor like sales volume and the number of employees required is called __________.
Question options:
ratio analysis
trend analysis
graphical analysis
computer analysis
Question 5 5 / 5 points
__________ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.
Question options:
Job description
Job specification
Job analysis
Job context
Question 6 5 / 5 points
When a company decides on how to fill top executive positions, the process is called __________.
Question options:
employment planning
succession planning
selection
testing
Question 7 0 / 5 points
The first step in the validation process is to __________.
Question options:
choose the tests to measure attributes of job
analyze the job
administer tests
cross-validate
Question 8 5 / 5 points
A(n) __________ is a procedure designed to solicit information from a person’s oral responses to oral inquiries.
Question options:
interview
presentation
prospectus
invigilation
Question 9 5 / 5 points
Hiring workers who have criminal backgrounds without proper safeguards is considered __________.
Question options:
improper hiring
negligent hiring
appropriate depending upon the job
negligent intent
Question 10 5 / 5 points
Consider the following question: “Suppose you saw a coworker who was not following standard work procedures. The coworker claimed that the new procedure was better. What would you do”? What type of question is this?
Question options:
background
past behavior
situational
job knowledge
Question 11 5 / 5 points
When planning for employment requirements, what must be forecasted?
Question options:
personnel needs
supply of inside candidates
both A and B.
neither A nor B.
Question 12 5 / 5 points
A __________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done.
Question options:
job specification
job analysis
job report
job description
Question 13 5 / 5 points
Jackie works as a nurse on temporary assignments for hospitals throughout the region on an as-needed basis. Jackie is __________.
Question options:
a contingent worker
on job rotation
using job enlargement
none of the above
Question 14 5 / 5 points
Information regarding job demands such as finger dexterity or conscientiousness is included in the information about __________ an HR specialist may collect during a job analysis.
Question options:
work activities
human behaviors
machines, tools, equipment, and work aids
performance standards
Question 15 5 / 5 points
Interviews should begin by __________.
Question options:
establishing rapport
jumping right into the heart of the matter
highlighting what the interview will be doing
explaining the qualifications of the interviewer
Question 16 5 / 5 points
Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?
Question options:
recruitment
selection
personnel planning
interviewing
Question 17 5 / 5 points
Once a firm has a pool of applicants, the first step in pre-screening is the __________.
Question options:
in-person interview
on-site visit
application form
recommendation from recruiters
Question 18 5 / 5 points
In a mass interview, a team of individuals interviews the candidate in a __________ fashion.
Question options:
serial
sequential
panel
systematic
Question 19 5 / 5 points
The information resulting from job analysis is used for writing __________.
Question options:
job descriptions
work activities
work aids
performance standards
Question 20 5 / 5 points
The job specification takes the job description and answers which of these question?
Question options:
What traits and experiences are required to do this job well?
When will the supervisor be completely satisfied with a worker’s work?
What are the four main activities of this job?
What are the performance standards for this job?
