Employment Practices
Exam Practice Tests
Course Introduction
This course explores the key concepts, legal frameworks, and best practices related to employment within organizations. Students will examine recruitment and selection, onboarding, performance management, compensation, employee relations, and termination procedures. The course also addresses anti-discrimination laws, workplace diversity, employee rights and responsibilities, and ethical issues in employment. Through case studies and practical exercises, students will develop a comprehensive understanding of how to manage the employment relationship effectively and legally within various organizational contexts.
Recommended Textbook
Human Resource Selection 7th Edition by Robert Gatewood
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15 Chapters
1065 Verified Questions
1065 Flashcards
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Page 2
Chapter 1: An Introduction to Selection
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76 Verified Questions
76 Flashcards
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Sample Questions
Q1) Research has found which of the following to be TRUE about differences among various recruitment sources in terms of future turnover,absenteeism,job attitudes,and job performance?
A)Internal sources are found to be superior to external sources.
B)External sources are found to be superior to internal sources.
C)Both internal and external sources are found to be equivalent.
D)Fee-based sources are superior to non fee-based sources.
Answer: A
Q2) The last step in the selection process is
A)gathering useful information about the nature of the job.
B)identifying major aspects of performance on the job.
C)use of assessment devices in the processing of applicants.
D)assessing an applicant's knowledge, skills, and abilities necessary to do the job.
Answer: C
Q3) The greater the amount of accurate data obtained,the higher the probability of making an accurate selection decision.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Legal Issues in Selection
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98 Verified Questions
98 Flashcards
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Sample Questions
Q1) Pre-employment medical examinations can be given to applicants only after a job offer is made.
A)True
B)False
Answer: True
Q2) Individual characteristics of employees (gender,race,political orientation)are all strongly related to attitudes toward affirmative action programs.
A)True
B)False
Answer: True
Q3) A charge of discrimination must be filed how soon after an alleged act?
A)within 80 days
B)within 100 days
C)within 180 days
D)within one year
Answer: C
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Page 4
Chapter 3: Human Resource Measurement in Selection
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Numerical differences indicative of the relative position of individuals for the variable on which they are ranked.
A)interval scale
B)ordinal scale
C)ratio scale
D)nominal scale
Answer: B
Q2) "Precision" in measurement refers to:
A)the number of distinct scores permitted by the measure that is used.
B)the number of different raters permitted by the measure that is used.
C)whether a measure is reliable.
D)whether a measure can be correlated with other similar measures.
Answer: A
Q3) It is the manner in which the criterion is measured,not the criterion itself,that determines level of measurement.
A)True
B)False
Answer: True
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5
Chapter 4: Reliability of Selection Measures
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69 Verified Questions
69 Flashcards
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Sample Questions
Q1) Because of the way it is calculated,a higher reliability coefficient is desirable.
A)True
B)False
Q2) If all respondents on a selection measure remember their previous answers to an initial administration of a measure and then on the retest respond according to their memory,the reliability coefficient will decrease.
A)True
B)False
Q3) In general,as the length of a measure decreases,its reliability also increases.
A)True
B)False
Q4) For which of the following selection measures is it most appropriate to use equivalent forms for reliability estimation?
A)vocabulary
B)biographical inventory
C)personality inventory
D)physical fitness
Q5) Why are there so many different ways to estimate reliability?
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Chapter 5: Validity of Selection Procedures
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87 Verified Questions
87 Flashcards
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Sample Questions
Q1) Explain how criterion contamination could affect validity coefficients through either spurious inflation or deflation of the "true" validity coefficients.
Q2) Describe (in words)what r<sub>xy</sub> = .59,p = .05 means.Discuss r<sub>xy</sub> = .59 and p = .05 separately and jointly.
Q3) Utility analysis is used to:
A)determine isoquants that make it possible to assess equally valid selection measures.
B)demonstrate how investments in human resources compare with investments in capital equipment
C)translate the results of a validation study into terms that are important to and understandable by managers.
D)assess the costs and benefits associated with various validation approaches
Q4) The tenure of an employee can affect the usefulness of a concurrent validity study. A)True B)False
Q5) Must a validity coefficient be positive to be useful? Explain.
Q6) What is the correction for attenuation? Why is it used? When should it be used?
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Chapter 6: Strategies for Selection Decision Making
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) An applicant applies for an administrative assistant job by responding to application and test questions via a computer terminal.The data collected are then combined by a formula calculated on a computer.The selection supervisor receives a printout that lists applicants in the order of their overall combined scores.
A)Pure judgment
B)Trait rating method
C)Profile interpretation
D)Pure statistical
E)Judgmental composite
F)Mechanical composite
G)Judgmental synthesis
H)Mechanical collation
Q2) Which of the following is a method in which data are both collected mechanically and combined mechanically?
A)mechanical composition method
B)profile interpretation method
C)pure statistical method
D)judgmental composite method
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Chapter 7: Job Analysis in Human Resource Selection
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) Those KSAs that are most important for a job should account for more selection instrument content than less important ones.
A)True
B)False
Q2) Most task statements (in a task inventory)are concerned with what gets done.
A)True
B)False
Q3) The job analysis interview is usually restricted to use with jobs that are basically physical in nature.
A)True
B)False
Q4) Why has job analysis received so much attention in court cases? What can we infer from court cases that will help us design legally acceptable job analyses?
Q5) Tailored job analysis questionnaires are typically prepared by an organization (or its consultants)for application to a specific job.
A)True
B)False
Q6) Identify the legal standards used to judge the adequacy of a job analysis.
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Chapter 8: Recruitment of Applicants
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48 Verified Questions
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Sample Questions
Q1) Recruitment affects applicants' decisions about whether or not to accept a job offer.
A)True
B)False
Q2) Applicants use impression management tactics to influence the perceptions of organizations and organizations use depression management to present jobs as realistically as possible.
A)True
B)False
Q3) The last part of recruiting is to determine the cost of recruiting.
A)True
B)False
Q4) _______________________ is one part of a recruitment strategy that organizations can use to positively influence job applicants' early organizational perceptions.
A)Product promotion
B)Deception
C)Organizational branding
D)Organizational bartering
Q5) What is the difference between selection and hiring?
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Chapter 9: Application Forms and Biodata Assessments,
training and Experience Evaluations, and Reference Checks
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132 Verified Questions
132 Flashcards
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Sample Questions
Q1) Have you ever been convicted of a felony or,during the last two years,of a misdemeanor that resulted in imprisonment? If so,what was the felony or misdemeanor?
A)Appropriate
B)Inappropriate
Q2) Written work experience and education information given by a job applicant are more accurate when obtained from an interview rather than a "training and experience evaluation."
A)True
B)False
Q3) "Do you own your own car?" may be an inappropriate question to ask in an application form.
A)True
B)False
Q4) Do you have any hobbies that are related to the job for which you are making application?
A)Appropriate
B)Inappropriate
Q5) What underlying principle(s)can you use to design an application form that is both "fair" and "useful?" Explain.
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Chapter 10: The Selection Interview
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Sample Questions
Q1) An interview is better suited to measure applied social skills than other assessment methods.
A)True
B)False
Q2) Which of the following is an appropriate question of job knowledge?
A)"What are the current tax laws regarding borrowing from and IRA?"
B)"Have you ever directed a construction crew?"
C)"Explain the courses you have taken in accounting?"
D)What kind of courses did you enjoy in college?"
Q3) It is not appropriate to use a significant portion of the selection interview for attracting applicants,providing detailed employment information,and developing the company's image.
A)True
B)False
Q4) Even little amounts of structure in an interview can yield a valid applicant assessment.
A)True
B)False
Q5) What should be the role of the selection interview in a contemporary selection program?
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Chapter 11: Ability Tests for Selection
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48 Verified Questions
48 Flashcards
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Sample Questions
Q1) One conclusion that can be drawn from mental ability validity generalization studies is that these tests are stable across organizations.
A)True
B)False
Q2) Which of the following statements concerning the use of validity generalization for establishing the validity of a cognitive ability test is true?
A)There have been few court cases and the decisions have not been consistent.
B)There have been few court cases but the decisions have been consistent.
C)There have been many court cases and the decisions have not been consistent.
D)There have been many court cases but the decisions have demonstrated validity.
Q3) Which type of physical ability test demonstrates relatively more adverse impact against females?
A)cardiovascular endurance
B)flexibility
C)coordination
D)balance
Q4) Why is the distinction between aptitude and achievement tests difficult to specifically conceptualize?
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Chapter 12: Personality Assessment for Selection
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Sample Questions
Q1) A recent study found that managers of small business were concerned more with personality characteristics such as honesty,integrity,and interest in the job than with an applicant's ability.
A)True
B)False
Q2) Which of the following personality variables is appropriately measured in the selection interview?
A)ambition
B)aggressiveness
C)work habits
D)sociability
Q3) The most frequently used technique to assess personality is to ask for self-reports.
A)True
B)False
Q4) In a weak situation it is assumed that individuals interpret the situation and act in accordance with personality traits.
A)True
B)False
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Page 14
Chapter 13: Performance Tests and Assessment Centers for Selection
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57 Flashcards
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Sample Questions
Q1) The most appropriate tasks to consider for a performance test are those that depend on specialized knowledge,abilities,or skills to use company products,personnel,materials,customers,etc,since these tasks distinguish the company's jobs from other organizations' jobs.
A)True
B)False
Q2) Performance tests have only been found to successfully predict job performance for clerical and skilled manual labor positions.
A)True
B)False
Q3) Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.
A)True
B)False
Q4) In general,adverse impact has not been a problem associated with assessment centers.
A)True
B)False
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Chapter 14: Integrity Testing, drug Testing, and Graphology
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77 Verified Questions
77 Flashcards
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Sample Questions
Q1) Research has shown that the "typical" employee-thief does not show inner-thief loyalty.
A)True
B)False
Q2) Describe the basic features of a "good" drug testing program.What would make it legally defensible,acceptable to employees,and effective for producing desired results?
Q3) It is acceptable to exempt some employees from drug testing because it is obvious that they are not taking drugs.
A)True
B)False
Q4) Why was the use of polygraph (lie detector tests)in employment severely restricted by federal legislation?
A)too many people were being identified as false negatives
B)the base rate of lying in the population is high
C)too many people were being identified as false positives
D)it was shown to have adverse impact
Q5) With respect to drug testing,"use" and "impairment" refer to the same construct.
A)True
B)False
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Chapter 15: Measures of Job Performance
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54 Flashcards
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Sample Questions
Q1) Selection instruments correlate less well with broad,encompassing job dimensions than with specific,narrow dimensions.
A)True B)False
Q2) The training proficiency measure is influenced more by organizational factors than the workers' KSAs.
A)True B)False
Q3) If you wanted to increase your level of "legal defense comfort" associated with your performance appraisal system,what would you be sure you had done?
Q4) What characteristics should useful selection criteria have? Briefly identify these characteristics and define them in a checklist format that could be used by a manager to assess the adequacy of his/her criteria measures.What is the general conclusion regarding how violations of these characteristics will likely affect the validity coefficient?
Q5) A grievance is an employee's complaint against some aspect of management's behavior.
A)True B)False
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