16.HUMAN RESOURCE MANAGEMENT REVISION QUIZ WITH
ANSWERS
Criterion validity - correct answer the extent to which a selection tool predicts or significantly
correlates with important elements of work behaviour
Content validity - correct answer the extent to which a selection instrument such as a test,
adequately samples the knowledge and skills needed to preform the job
Face validity - correct answer the degree to which a procedure, especially a psychological test
or assessment, appears effective in terms of its stated aims
5 different types of selection tests - correct answer 1. Intelligence test (IQ)
2. Emotional test
3. Aptitude tests
4. Personality tests
5. Polygraph
5 common interviewing mistakes - correct answer 1. Poor planning
2. Negative emphasis
3. Poor job knowledge
4. Contrast error
5. Too much / little talking
Achievement test - correct answer test used to measure knowledge or proficiency acquired
through education, training or experience
Aptitude tests - correct answer tests that measure an individual's aptitude or potential to
perform a job, provided he or she is given proper training
, Behavioural interview / descriptive interview - correct answer a series of job related questions
that focus on relevant past-job behaviours
Construct validity - correct answer the extent to which a selection tool measures a theoretical
construct or trait deemed necessary to perform the job successfully
Contrast or candidate-order error - correct answer an error of judgement on the part of the
interviewer because of interviewing one or more very good or very bad candidate just before
the interview in question
Differential validity - correct answer confirmation that the selection tool accurately predicts the
performance of all possible employee subgroups, including white males, women, visible
minorities, persons with disabilities and aboriginal people
Emotional intelligence - correct answer tests that measure a person's ability to monitor his or
her own emotions and the emotions of others and to use that knowledge to guide thoughts and
actions
Halo effect - correct answer a positive initial impression that distorts an interview's rating of a
candidate because subsequent information is judges with a positive bias
Intelligence test (IQ) - correct answer tests that measure general intellectual abilities, such as
verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception,
spatial visualization and word fluency
Interest inventories - correct answer tests that compare a candidate's interests with those of
people in various occupations
Management assessment centre - correct answer a comprehensive, systematic procedure used
to assess candidates' management potential that uses a combination of realistic exercises,
management games, objective testing presentations and interview
ANSWERS
Criterion validity - correct answer the extent to which a selection tool predicts or significantly
correlates with important elements of work behaviour
Content validity - correct answer the extent to which a selection instrument such as a test,
adequately samples the knowledge and skills needed to preform the job
Face validity - correct answer the degree to which a procedure, especially a psychological test
or assessment, appears effective in terms of its stated aims
5 different types of selection tests - correct answer 1. Intelligence test (IQ)
2. Emotional test
3. Aptitude tests
4. Personality tests
5. Polygraph
5 common interviewing mistakes - correct answer 1. Poor planning
2. Negative emphasis
3. Poor job knowledge
4. Contrast error
5. Too much / little talking
Achievement test - correct answer test used to measure knowledge or proficiency acquired
through education, training or experience
Aptitude tests - correct answer tests that measure an individual's aptitude or potential to
perform a job, provided he or she is given proper training
, Behavioural interview / descriptive interview - correct answer a series of job related questions
that focus on relevant past-job behaviours
Construct validity - correct answer the extent to which a selection tool measures a theoretical
construct or trait deemed necessary to perform the job successfully
Contrast or candidate-order error - correct answer an error of judgement on the part of the
interviewer because of interviewing one or more very good or very bad candidate just before
the interview in question
Differential validity - correct answer confirmation that the selection tool accurately predicts the
performance of all possible employee subgroups, including white males, women, visible
minorities, persons with disabilities and aboriginal people
Emotional intelligence - correct answer tests that measure a person's ability to monitor his or
her own emotions and the emotions of others and to use that knowledge to guide thoughts and
actions
Halo effect - correct answer a positive initial impression that distorts an interview's rating of a
candidate because subsequent information is judges with a positive bias
Intelligence test (IQ) - correct answer tests that measure general intellectual abilities, such as
verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception,
spatial visualization and word fluency
Interest inventories - correct answer tests that compare a candidate's interests with those of
people in various occupations
Management assessment centre - correct answer a comprehensive, systematic procedure used
to assess candidates' management potential that uses a combination of realistic exercises,
management games, objective testing presentations and interview
