Functions of Human Resource
Management - D351 Questions &
Answers
Qualitative Forecasting Correct Ans-The use of nonquantitative methods to forecast the
future, usually based on the knowledge of a pool of experts in a subject or an industry
Quantitative Forecasting Correct Ans-uses mathematical models and historical data to make
forecasts
regression analysis Correct Ans-A statistical technique that identifies the relationship between
a series of variable data points for use in forecasting future variables
Workflow analysis Correct Ans-The tool we use to identify what has to be done within the
organization to produce a product or service
criterion-related validity Correct Ans-An assessment of the ability of a test to measure some
other factor related to the test. For example, SAT scores are designed to be one of the predictors
of college success.
content validity Correct Ans-An assessment of whether a test measures knowledge or
understanding of the items it is supposed to measure. So we have to show that "the content of a
selection procedure is representative of [or measures] important aspects of performance on the
job.
, construct validity Correct Ans-An assessment that measures a theoretical concept or trait that
is not directly observable. For example, intelligence is a construct that is measured by an IQ test,
and research has supported the IQ test's validity
Reliability vs. Validity Correct Ans--A test may be reliable without being valid, but a test
cannot be valid unless it is reliable
Compensatory selection model Correct Ans-Model allowing an individual to do poorly on
one test but make up for that poor grade by doing exceptionally well on other tests. Using the
compensatory model allows the employer to rank each of the candidates based on their overall
score from all of the testing
multiple hurdle selection model Correct Ans-Model requiring that each applicant pass a
particular selection test in order to go on to the next test. If an applicant fails to pass any test in
the process, that person is immediately removed from the running
UGESP (Uniform Guidelines on Employee Selection Procedures) Correct Ans-Guidelines
that provide information that can be used to avoid discriminatory hiring practices as well as
discrimination in other employment decisions
Validity Correct Ans-The extent to which a test measures what it claims to measure
Effectiveness Correct Ans-a function of getting the job done whenever and however it must
be done. It answers the question, "Did we do the right things?"
Management - D351 Questions &
Answers
Qualitative Forecasting Correct Ans-The use of nonquantitative methods to forecast the
future, usually based on the knowledge of a pool of experts in a subject or an industry
Quantitative Forecasting Correct Ans-uses mathematical models and historical data to make
forecasts
regression analysis Correct Ans-A statistical technique that identifies the relationship between
a series of variable data points for use in forecasting future variables
Workflow analysis Correct Ans-The tool we use to identify what has to be done within the
organization to produce a product or service
criterion-related validity Correct Ans-An assessment of the ability of a test to measure some
other factor related to the test. For example, SAT scores are designed to be one of the predictors
of college success.
content validity Correct Ans-An assessment of whether a test measures knowledge or
understanding of the items it is supposed to measure. So we have to show that "the content of a
selection procedure is representative of [or measures] important aspects of performance on the
job.
, construct validity Correct Ans-An assessment that measures a theoretical concept or trait that
is not directly observable. For example, intelligence is a construct that is measured by an IQ test,
and research has supported the IQ test's validity
Reliability vs. Validity Correct Ans--A test may be reliable without being valid, but a test
cannot be valid unless it is reliable
Compensatory selection model Correct Ans-Model allowing an individual to do poorly on
one test but make up for that poor grade by doing exceptionally well on other tests. Using the
compensatory model allows the employer to rank each of the candidates based on their overall
score from all of the testing
multiple hurdle selection model Correct Ans-Model requiring that each applicant pass a
particular selection test in order to go on to the next test. If an applicant fails to pass any test in
the process, that person is immediately removed from the running
UGESP (Uniform Guidelines on Employee Selection Procedures) Correct Ans-Guidelines
that provide information that can be used to avoid discriminatory hiring practices as well as
discrimination in other employment decisions
Validity Correct Ans-The extent to which a test measures what it claims to measure
Effectiveness Correct Ans-a function of getting the job done whenever and however it must
be done. It answers the question, "Did we do the right things?"
