MAN 3301 EXAMS SCRIPT 2026/2027 QUESTIONS AND
SOLUTIONS RATED A+
✔✔Job application - ✔✔Applications
Contact information
Work experience
Educational background
Applicant's signature
✔✔Resume - ✔✔created by the applicant
✔✔References - ✔✔Vary in amount of information provided
Legal issues: defamation & misrepresentation (remember lecture example)
✔✔aptitude test - ✔✔Assess how well a person can learn or acquire skills and abilities
✔✔achievement test - ✔✔assess existing knowledge and skills
✔✔Physical Ability Tests - ✔✔Measure muscular power, endurance, flexibility,
balance, and coordination
✔✔Cognitive Ability Tests - ✔✔Measure mental abilities (e.g., verbal skills,
quantitative skills, reasoning ability)
Concern: disparate impact
Possible solutions: Race or sex norming, Banding
✔✔Big Five Personality Model - ✔✔Remember OCEAN
Openness to experience (inquisitiveness)
Conscientiousness
Extraversion
Agreeableness
Neuroticism (opposite of adjustment)
✔✔Work Samples - ✔✔Test skills for specialized tasks
Can involve simulating a work setting
✔✔Assessment centers - ✔✔Assess management potential
Common exercises used:
In-baskets
Ability and personality tests
Leaderless group discussions
Role plays
, ✔✔Interviews - ✔✔Very commonly used
Questions asked to collect information and/or
make inferences about applicants
✔✔Types of interviews - ✔✔Nondirective (unstructured) interview
Interviewer has discretion in choosing questions to ask
Structured interview
Predetermined set of questions for the interviewer
to ask
✔✔Situational interviews - ✔✔Describes a situation likely to arise on the job,
then asks the candidate what he or she would do
✔✔Behavior description interview - ✔✔Asks the candidate to describe how he or she
handled a type of situation in the past
✔✔multiple hurdle model - ✔✔Involves multiple stages of the selection process
Establishes a minimum score for each of the predictors
Candidates are cut at each stage of process
✔✔Compensatory Model - ✔✔Scores on all predictors are added together
A higher score on one predictor can offset a
lower score on another predictor
✔✔Training - ✔✔Planned efforts to help employees acquire job-related knowledge,
skills, abilities, and behaviors, with the goal of applying these on the job
✔✔Instructional Design - ✔✔Systematically developing training to meet
specified needs
✔✔Stages of Instructional Design - ✔✔assess needs for training
ensure readiness for training
plan training program
-objectives
-trainers
-methods
implement training program
SOLUTIONS RATED A+
✔✔Job application - ✔✔Applications
Contact information
Work experience
Educational background
Applicant's signature
✔✔Resume - ✔✔created by the applicant
✔✔References - ✔✔Vary in amount of information provided
Legal issues: defamation & misrepresentation (remember lecture example)
✔✔aptitude test - ✔✔Assess how well a person can learn or acquire skills and abilities
✔✔achievement test - ✔✔assess existing knowledge and skills
✔✔Physical Ability Tests - ✔✔Measure muscular power, endurance, flexibility,
balance, and coordination
✔✔Cognitive Ability Tests - ✔✔Measure mental abilities (e.g., verbal skills,
quantitative skills, reasoning ability)
Concern: disparate impact
Possible solutions: Race or sex norming, Banding
✔✔Big Five Personality Model - ✔✔Remember OCEAN
Openness to experience (inquisitiveness)
Conscientiousness
Extraversion
Agreeableness
Neuroticism (opposite of adjustment)
✔✔Work Samples - ✔✔Test skills for specialized tasks
Can involve simulating a work setting
✔✔Assessment centers - ✔✔Assess management potential
Common exercises used:
In-baskets
Ability and personality tests
Leaderless group discussions
Role plays
, ✔✔Interviews - ✔✔Very commonly used
Questions asked to collect information and/or
make inferences about applicants
✔✔Types of interviews - ✔✔Nondirective (unstructured) interview
Interviewer has discretion in choosing questions to ask
Structured interview
Predetermined set of questions for the interviewer
to ask
✔✔Situational interviews - ✔✔Describes a situation likely to arise on the job,
then asks the candidate what he or she would do
✔✔Behavior description interview - ✔✔Asks the candidate to describe how he or she
handled a type of situation in the past
✔✔multiple hurdle model - ✔✔Involves multiple stages of the selection process
Establishes a minimum score for each of the predictors
Candidates are cut at each stage of process
✔✔Compensatory Model - ✔✔Scores on all predictors are added together
A higher score on one predictor can offset a
lower score on another predictor
✔✔Training - ✔✔Planned efforts to help employees acquire job-related knowledge,
skills, abilities, and behaviors, with the goal of applying these on the job
✔✔Instructional Design - ✔✔Systematically developing training to meet
specified needs
✔✔Stages of Instructional Design - ✔✔assess needs for training
ensure readiness for training
plan training program
-objectives
-trainers
-methods
implement training program
