Exam 2 MGT 420 Knott correctly
answered already passed
Using a job analysis for selection - correct answer ✔✔job analysis is also legally required for
selection procedures," is important for choosing selection procedures, because different
selection procedures capture certain KSAOs more effectively."
Case law - correct answer ✔✔"a significant body of laws and legal guidelines has developed to
guide employers in choosing, developing, and administering hiring procedures"
Mediation vs. arbitration - correct answer ✔✔Text presents mediation as a desirable way of
settling disputes, i.e. compromise but offers little direction or guidance, "Arbitration may be
binding, meaning that both parties agree to abide by the arbitrator's decision and not seek
other options to resolve the dispute"
Value of data-driven selection process - correct answer ✔✔"developing selection procedures
based on systematic data collection and analysis can result not only in more legally compliant
selection procedures but more predictive ones as well. Using such a data-driven approach"
Reliability - correct answer ✔✔" The consistency of measurement"
Utility - correct answer ✔✔"The degree to which an HR function (e.g., a
selection procedure) is worth the time or money it requires"
Validity including the various types - correct answer ✔✔"Validity The accuracy of a measure, or
the degree to which an assessment measures what it is supposed to measure"" Content validity
An approach to test development focused on sampling the domain such as the job, usually
, shown through job analysis or SME judgment"" Predictive scores are correlated with their later
job scores, concurrent scores correlated wit their current job, construct measures a particular
construct of interests through evidence and tests
Correlation - correct answer ✔✔" correlation matrix that illustrates the situation statistically"
Various types of interviews (e.g. structured, selection, behavioral, etc.) - correct answer
✔✔"Selection interview A conversation or discussion between a job applicant and an
organizational representative used to
screen job applicants"" Unstructured interview When the interviewer has a conversation with a
job applicant with no fixed protocol for each applicant" Structured interview An interview in
which all job applicants are asked the same, job-related questions, "Situational interview A type
of structured interview in which job applicants are asked what they would do in a hypothetical
work-related situation" "Behavioral interview A type of structured selection interview that uses
questions about how applicants handled a work-related situation in the past"
Five Factor Model - correct answer ✔✔"Five Factor Model (FFM) A model of normal adult
personality that includes the dimensions of Openness to Experience, Conscientiousness,
Extraversion, Agreeableness, and Neuroticism"
Integrity test - correct answer ✔✔"Integrity test A test specifically developed to assess
applicants' tendency toward counterproductive and antisocial behavior"
Cognitive test - correct answer ✔✔"Cognitive ability test A measure of the ability to
perceive, process, evaluate, compare, create, understand, manipulate, or generally think about
information and ideas"
Assessment center - correct answer ✔✔"Assessment center A specific type of work sample,
often used for manager selection"
answered already passed
Using a job analysis for selection - correct answer ✔✔job analysis is also legally required for
selection procedures," is important for choosing selection procedures, because different
selection procedures capture certain KSAOs more effectively."
Case law - correct answer ✔✔"a significant body of laws and legal guidelines has developed to
guide employers in choosing, developing, and administering hiring procedures"
Mediation vs. arbitration - correct answer ✔✔Text presents mediation as a desirable way of
settling disputes, i.e. compromise but offers little direction or guidance, "Arbitration may be
binding, meaning that both parties agree to abide by the arbitrator's decision and not seek
other options to resolve the dispute"
Value of data-driven selection process - correct answer ✔✔"developing selection procedures
based on systematic data collection and analysis can result not only in more legally compliant
selection procedures but more predictive ones as well. Using such a data-driven approach"
Reliability - correct answer ✔✔" The consistency of measurement"
Utility - correct answer ✔✔"The degree to which an HR function (e.g., a
selection procedure) is worth the time or money it requires"
Validity including the various types - correct answer ✔✔"Validity The accuracy of a measure, or
the degree to which an assessment measures what it is supposed to measure"" Content validity
An approach to test development focused on sampling the domain such as the job, usually
, shown through job analysis or SME judgment"" Predictive scores are correlated with their later
job scores, concurrent scores correlated wit their current job, construct measures a particular
construct of interests through evidence and tests
Correlation - correct answer ✔✔" correlation matrix that illustrates the situation statistically"
Various types of interviews (e.g. structured, selection, behavioral, etc.) - correct answer
✔✔"Selection interview A conversation or discussion between a job applicant and an
organizational representative used to
screen job applicants"" Unstructured interview When the interviewer has a conversation with a
job applicant with no fixed protocol for each applicant" Structured interview An interview in
which all job applicants are asked the same, job-related questions, "Situational interview A type
of structured interview in which job applicants are asked what they would do in a hypothetical
work-related situation" "Behavioral interview A type of structured selection interview that uses
questions about how applicants handled a work-related situation in the past"
Five Factor Model - correct answer ✔✔"Five Factor Model (FFM) A model of normal adult
personality that includes the dimensions of Openness to Experience, Conscientiousness,
Extraversion, Agreeableness, and Neuroticism"
Integrity test - correct answer ✔✔"Integrity test A test specifically developed to assess
applicants' tendency toward counterproductive and antisocial behavior"
Cognitive test - correct answer ✔✔"Cognitive ability test A measure of the ability to
perceive, process, evaluate, compare, create, understand, manipulate, or generally think about
information and ideas"
Assessment center - correct answer ✔✔"Assessment center A specific type of work sample,
often used for manager selection"
