MAN 3301 EXAM 2 UPDATED ACTUAL QUESTIONS AND
CORRECT ANSWERS
Question:
MAN 3301 EXAM 2 UPDATED ACTUAL
ANSWERS
Why establish training objectives?
Who should provide the training?
What training method(s) should be used?
Stage 2: Design the Training Program
1
Answer:
QUESTIONS AND CORRECT
Stage 1: Identify Training Needs
,2
Question:
Process through which organizations make decisions about who will or will not be
allowed to join the organization
Answer:
Selection
Question:
Steps in the Selection Process
Answer:
1. screening applications and resumes
2. testing and reviewing work samples
3. interviewing candidates
4. checking references and background
5. making a selection
Question:
The extent to which a type of measurement is
free from random error
Consistency or stability of a measure
A measure should yield the same estimate on
repeated use
This assumes that what is measured has not changed
Usually calculated with correlation coefficients
*remember that it is not the same as accuracy, think of scale example from lecture
Answer:
Criteria for evaluating reliability
Question:
Whether an assessment allows us to make
confident and accurate decisions
Extent to which performance on a measure is
related to what the measure is designed to
assess
basically asks questions that measure what you're trying to assess
Answer:
Criteria for evaluating validity
Question:
Validity coefficient = correlation between
predictor (usually a test score) and criterion
(usually job performance)
*when thinking of a graph, the closer to the line the closer the correlation
Answer:
Criterion-Related Validity
, Question:
predictive validity
Answer:
relationship between all applicants' test scores & their later performance on the
job
*downfall- there is a time lag between collection of the predictor and criterion
data
Question:
Concurrent Validation
Answer:
Relationship between existing employees' test scores and existing measures of
their performance
*this is easier to do because it is current info
Question:
extent to which the measure covers the entire domain of interest (work behaviors
and/or attributes)
match between the content of the measure and content of the job
assessed by subject matter experts
Answer:
content validity
Question:
contstruct validity
Answer:
The assessment measures the construct(s) that it is designed to measure
Match between high score on a measure and a high level of constructs
Question:
Validity in other contexts beyond the context in which the selection method was
developed
Answer:
Generalizability
Question:
Legal Standards
Answer:
Illegal activities:
gathering information on protected status (even indirectly)
Race and sex norming- using different norms or adjusting scores for minority
group members
Question:
A legal alternative to race and sex norming
Treats a range of scores as being similar
Within a set of similar scores, anyone can be hired
CORRECT ANSWERS
Question:
MAN 3301 EXAM 2 UPDATED ACTUAL
ANSWERS
Why establish training objectives?
Who should provide the training?
What training method(s) should be used?
Stage 2: Design the Training Program
1
Answer:
QUESTIONS AND CORRECT
Stage 1: Identify Training Needs
,2
Question:
Process through which organizations make decisions about who will or will not be
allowed to join the organization
Answer:
Selection
Question:
Steps in the Selection Process
Answer:
1. screening applications and resumes
2. testing and reviewing work samples
3. interviewing candidates
4. checking references and background
5. making a selection
Question:
The extent to which a type of measurement is
free from random error
Consistency or stability of a measure
A measure should yield the same estimate on
repeated use
This assumes that what is measured has not changed
Usually calculated with correlation coefficients
*remember that it is not the same as accuracy, think of scale example from lecture
Answer:
Criteria for evaluating reliability
Question:
Whether an assessment allows us to make
confident and accurate decisions
Extent to which performance on a measure is
related to what the measure is designed to
assess
basically asks questions that measure what you're trying to assess
Answer:
Criteria for evaluating validity
Question:
Validity coefficient = correlation between
predictor (usually a test score) and criterion
(usually job performance)
*when thinking of a graph, the closer to the line the closer the correlation
Answer:
Criterion-Related Validity
, Question:
predictive validity
Answer:
relationship between all applicants' test scores & their later performance on the
job
*downfall- there is a time lag between collection of the predictor and criterion
data
Question:
Concurrent Validation
Answer:
Relationship between existing employees' test scores and existing measures of
their performance
*this is easier to do because it is current info
Question:
extent to which the measure covers the entire domain of interest (work behaviors
and/or attributes)
match between the content of the measure and content of the job
assessed by subject matter experts
Answer:
content validity
Question:
contstruct validity
Answer:
The assessment measures the construct(s) that it is designed to measure
Match between high score on a measure and a high level of constructs
Question:
Validity in other contexts beyond the context in which the selection method was
developed
Answer:
Generalizability
Question:
Legal Standards
Answer:
Illegal activities:
gathering information on protected status (even indirectly)
Race and sex norming- using different norms or adjusting scores for minority
group members
Question:
A legal alternative to race and sex norming
Treats a range of scores as being similar
Within a set of similar scores, anyone can be hired
