HRIR 3021 EXAM 2 QUESTIONS AND
ANSWERS
Predictive Validation - Answer-Uses test scores of applicants and looks for a
relationship between the scores and future performance
Concurrent Validation - Answer-Administers a test to people who currently hold a job,
then compares their scores to existing measures of job performance. IF the people who
score highest on the test also do better on the job, the test is assumed to be valid
Content Validity - Answer-Consistency between the test items or problems and the
kinds of situations or problems that occur on the job
Construct Validity - Answer-Measuring intelligence, leadership ability, or other such
"constructs," as well as showing that mastery of this construct is associated with
successful performance on the job
Interviewing - Answer-Not necessarily the most accurate basis for making a selection
decision. Can be unreliable, low in validity, and biased against a number of groups.
Costly. Subjective. Interviews must be validated.
Instructional Design Process - Answer-1. Assess Needs for Training
2. Ensure Readiness for Training
3. Plan Training Program
4. Implement Training Program
5. Evaluate Results of Training
Top Three Training Content Areas - Answer-1. Mandatory and Compliance
2. Managerial and Supervisory
3. Profession or Industry-Specific
Self-Efficacy - Answer-A person's belief that she is capable of performing a particular
task successfully
ADDIE Model of Instructional Design - Answer-Assess - needs and readiness
Design
Develop
Implement
Evaluate
Adult Learning Theory (Andragogy) - Answer-1. Adults are internally motivated and self-
directed
2. Adults bring life experiences and knowledge to learning experiences
3. Adults are goal-oriented
, 4. Adults are relevancy-oriented
5. Adults are practical
6. Adult learners like to be respected
Blooms Taxonomy - Answer-Knowledge, Comprehension, Application, Analysis,
Synthesis, and then Evaluation
Learning Management System (LMS) - Answer-A computer application that automates
the administration, development, and delivery of a company's training programs
Orientation Best Practices - Answer-Have paperwork finished at home; Send a welcome
packet; Have business cards, email, phone ready; Gift; Don't do it all in one day;
Games, make it fun
Onboarding - Answer-The process by which new hires get adjusted to the social and
performance aspects of their jobs quickly and smoothly, and learn the attitudes,
knowledge, skills, and behaviors required to function effectively within an organization
Disadvantages of Internet Recruiting - Answer-More unqualified applicants, additional
time for HR staff, many applicants are not seriously seeking employment, access limited
or unavailable to some applicants, privacy of information and discrimination issues
Legal Issues in Internet Recruiting - Answer-Exclusion of protected classes from the
process. Making information accessible for people with disabilities. Collection of
federally required applicant information. Proper identification of "real" applicants.
Maintaining confidentiality and privacy.
Yield Ratios - Answer-A ratio that expresses percentage of applicants who successfully
move from one stage of the recruitment and selection process to the next. Another
evaluation calculation is Cost Per Hire.
Steps in the Selection Process - Answer-1. Screening Applicants and Resumes.
2. Testing and Reviewing Work Samples.
3. Interviewing Candidates.
4. Checking References and Background.
5. Making a Selection.
Background Checks - Answer-Employers must have you sign a release to obtain
information. Often times this is on the employment application. They can use this
release during your entire employment.
Five Reasons you can Drug Screen someone in MN - Answer-1. Pre-employment
2. Post-accident
3. Treatment program testing
4. Reasonable suspicion
5. Programmed random - safety sensitive only or athletes
ANSWERS
Predictive Validation - Answer-Uses test scores of applicants and looks for a
relationship between the scores and future performance
Concurrent Validation - Answer-Administers a test to people who currently hold a job,
then compares their scores to existing measures of job performance. IF the people who
score highest on the test also do better on the job, the test is assumed to be valid
Content Validity - Answer-Consistency between the test items or problems and the
kinds of situations or problems that occur on the job
Construct Validity - Answer-Measuring intelligence, leadership ability, or other such
"constructs," as well as showing that mastery of this construct is associated with
successful performance on the job
Interviewing - Answer-Not necessarily the most accurate basis for making a selection
decision. Can be unreliable, low in validity, and biased against a number of groups.
Costly. Subjective. Interviews must be validated.
Instructional Design Process - Answer-1. Assess Needs for Training
2. Ensure Readiness for Training
3. Plan Training Program
4. Implement Training Program
5. Evaluate Results of Training
Top Three Training Content Areas - Answer-1. Mandatory and Compliance
2. Managerial and Supervisory
3. Profession or Industry-Specific
Self-Efficacy - Answer-A person's belief that she is capable of performing a particular
task successfully
ADDIE Model of Instructional Design - Answer-Assess - needs and readiness
Design
Develop
Implement
Evaluate
Adult Learning Theory (Andragogy) - Answer-1. Adults are internally motivated and self-
directed
2. Adults bring life experiences and knowledge to learning experiences
3. Adults are goal-oriented
, 4. Adults are relevancy-oriented
5. Adults are practical
6. Adult learners like to be respected
Blooms Taxonomy - Answer-Knowledge, Comprehension, Application, Analysis,
Synthesis, and then Evaluation
Learning Management System (LMS) - Answer-A computer application that automates
the administration, development, and delivery of a company's training programs
Orientation Best Practices - Answer-Have paperwork finished at home; Send a welcome
packet; Have business cards, email, phone ready; Gift; Don't do it all in one day;
Games, make it fun
Onboarding - Answer-The process by which new hires get adjusted to the social and
performance aspects of their jobs quickly and smoothly, and learn the attitudes,
knowledge, skills, and behaviors required to function effectively within an organization
Disadvantages of Internet Recruiting - Answer-More unqualified applicants, additional
time for HR staff, many applicants are not seriously seeking employment, access limited
or unavailable to some applicants, privacy of information and discrimination issues
Legal Issues in Internet Recruiting - Answer-Exclusion of protected classes from the
process. Making information accessible for people with disabilities. Collection of
federally required applicant information. Proper identification of "real" applicants.
Maintaining confidentiality and privacy.
Yield Ratios - Answer-A ratio that expresses percentage of applicants who successfully
move from one stage of the recruitment and selection process to the next. Another
evaluation calculation is Cost Per Hire.
Steps in the Selection Process - Answer-1. Screening Applicants and Resumes.
2. Testing and Reviewing Work Samples.
3. Interviewing Candidates.
4. Checking References and Background.
5. Making a Selection.
Background Checks - Answer-Employers must have you sign a release to obtain
information. Often times this is on the employment application. They can use this
release during your entire employment.
Five Reasons you can Drug Screen someone in MN - Answer-1. Pre-employment
2. Post-accident
3. Treatment program testing
4. Reasonable suspicion
5. Programmed random - safety sensitive only or athletes
