Human Resource Management Review
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Course Introduction
Human Resource Management (HRM) explores the strategic and operational practices involved in attracting, developing, and retaining an effective workforce within organizations. This course covers key topics such as recruitment and selection, training and development, performance management, compensation and benefits, labor relations, and legal aspects of employment. Students will learn how HRM contributes to organizational success by fostering a positive workplace culture, ensuring compliance with employment laws, and aligning human capital strategies with overall business goals. Through case studies and practical exercises, students will develop critical skills in problem-solving, communication, and decision-making relevant to human resource functions.
Recommended Textbook
Human Resource Selection 7th Edition by Robert Gatewood
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Page 2
Chapter 1: An Introduction to Selection
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Sample Questions
Q1) Which of the following statements is correct?
A)Both large and small firms can benefit from formalized selection procedures.
B)Formalized selection procedures benefit large firms more than small firms.
C)Formalized selection procedures benefit small firms more than large firms.
D)Large firms generally use informal selection procedures more than small firms.
Answer: A
Q2) Assessment devices should be able to
A)group applicants by KSAs.
B)organize information on applicants.
C)differentiate among applicants.
D)stand the test of time.
Answer: C
Q3) The number of open positions in large and small organizations has stayed the same over the last 20 years.
A)True
B)False
Answer: False
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Chapter 2: Legal Issues in Selection
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Q1) Which of the following is considered acceptable according to the Uniform Guidelines on Employee Selection Procedures?
A)using skills and abilities that are easily learned during a brief training program as selection requirements
B)using requirements drawn from higher-level jobs if the majority of individuals move to the higher-level job within a reasonable period of time
C)using a cutoff score that individually ranks all applicants even if the use of such method results in adverse impact
D)using high cutoff scores to ensure fair selection rather than validating lower cutoff scores
Answer: B
Q2) Sometimes under EEO there is a legal requirement to hire unqualified applicants to increase the "numbers" of specific groups.
A)True
B)False
Answer: False
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Chapter 3: Human Resource Measurement in Selection
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Q1) Which of the following is true about scales of measurement?
A)Most human resource selection measures are ratio scales of measurement.
B)Precision is a function of how you measure, not the scale of measurement.
C)More powerful statistical analyses can be performed with interval and ratio data than with nominal and ordinal data.
D)Powerful statistical analyses can be performed with all scales of measurement.
Answer: C
Q2) Z-scores (or standard scores)are the most common metric presented by publishers of selection measures.
A)True
B)False
Answer: False
Q3) If an individual scored 80 on the test,we could not say that she scored twice as much as someone who scored a 40.
A)interval scale
B)ordinal scale
C)ratio scale
D)nominal scale
Answer: A
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Page 5
Chapter 4: Reliability of Selection Measures
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Q1) An obtained score consists of which two components?
A)controllable and uncontrollable
B)systematic and unsystematic
C)true and error
D)true and predictive
Q2) Tests with many items that are very difficult are more reliable than tests containing many items of moderate difficulty.
A)True
B)False
Q3) Why is reliability important in human resource selection?
Q4) How many test administrations do you need in order to calculate a split-half reliability estimate?
A)1/2
B)1
C)2
D)1/4
Q5) Error score represents errors of measurement.
A)True
B)False
Q6) Why are there so many different ways to estimate reliability?
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Chapter 5: Validity of Selection Procedures
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Q1) Describe (in words)what r<sup>2</sup><sub>xy</sub> = .76 means.Is this "good" for a selection measure? Why or why not?
Q2) It is absolutely essential to have as large a sample size as possible in calculating a validity coefficient.
A)True
B)False
Q3) Which of the following approaches is undertaken when conducting a criterion-related study?
A)concurrent validity
B)content validity
C)synthetic validity
D)construct validity
Q4) For the small organization,building a database sufficiently large to conduct an empirical validation study is a difficult problem.
A)True
B)False
Q5) Job incumbents are used as the source of data in a predictive validity study.
A)True
B)False
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Chapter 6: Strategies for Selection Decision Making
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Q1) Which selection decision making model is most appropriate for each of the following jobs:
a.elementary school teacher
b.secretary
c.manufacturing plant manager
d.accountant
e.college professor
Q2) A manager of a telemarketing firm selects telephone operators based on scores on three tests.The test data are combined by the manager who looks over the three test scores and forms an overall impression of whether the applicants would make successful operators.
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
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Page 8
Chapter 7: Job Analysis in Human Resource Selection
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Q1) Job analysis results are used to determine the relevant KSAs.
A)True
B)False
Q2) Compare and contrast the position analysis questionnaire with the task inventory.
Q3) Possible aspects of work-related information collected in job analysis include all of the following EXCEPT:
A)work activities.
B)tools and equipment used in performing work activities.
C)validity of job-related tasks.
D)KSAs of job incumbents.
Q4) Because KSAs grow out of a job analysis,the changing nature of work will necessarily influence our notion of KSAs.
A)True
B)False
Q5) What are the seven major decision points involved in job analysis of HR selection purposes?
Q6) Job analysis information is used only for selection purposes.
A)True
B)False
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Chapter 8: Recruitment of Applicants
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Sample Questions
Q1) What can companies hope to accomplish with recruiting?
Q2) Which of the following consists of the largest number of persons in the Breaugh and Starke model of the recruitment process?
A)hires
B)applicant pool
C)job candidates
D)applicant population
Q3) What is the difference between selection and hiring?
Q4) __________________ is aimed at groups such as those defined by certain demographic or psychological characteristics.
A)Open recruiting
B)Targeted recruiting
C)Pigeon-hole recruiting
D)Geriatric recruiting
Q5) In general,companies that obtained applicants from employee referrals and received unsolicited applications tended to yield fewer applicants and hires.
A)True
B)False
Q6) Identify and discuss some of the ways that recruitment on the Web can be done.
Page 10
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Chapter 9: Application Forms and Biodata Assessments,
training and Experience Evaluations, and Reference Checks
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Q1) Asking applicants to give written permission to contact their references is a good idea.
A)True
B)False
Q2) For entry-level selection,validity evidence suggests which of the following as the best predictor of performance?
A)biodata
B)resume
C)reference checks
D)employment interviews
Q3) Which of the following can an employer do to show that application form items do not unfairly discriminate among applicants?
A)show written proof that the items were not intended to discriminate
B)show that most employers use the same items
C)show that the items came from a reputable reference source such as this textbook
D)show that the questions represent a bona fide occupational requirement
Q4) What underlying principle(s)can you use to design an application form that is both "fair" and "useful?" Explain.
11
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Chapter 10: The Selection Interview
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Q1) Which of the following is not one of the numerous errors committed in conducting the interview and evaluating applicants?
A)excessive talking by the interviewee, which limits the amount of job-related information obtained
B)being influenced by the nonverbal behavior of applicants
C)allowing one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics
D)making an evaluation of the applicant within the first minutes of the interview
Q2) A selection interview focuses on all of the following EXCEPT:
A)job-related knowledge.
B)problem-solving skills.
C)checking credentials and licensure requirements.
D)interpersonal skills.
Q3) As long as you have a structured or scored interview,you are safe from charges of illegal discrimination.
A)True
B)False
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Chapter 11: Ability Tests for Selection
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Q1) Summarize the major conclusions of validity generalization studies.
a.What are the implications of this research for human resource practice?
b.What cautions should be observed based upon the research that has criticized validity generalization procedures?
c.What validation practices would you recommend to an organization based upon these research findings?
Q2) The Otis Self-Administering Test of Mental Ability was the first group-administered mental ability test to have widespread use in industry.
A)True
B)False
Q3) Differential validity is a term used to describe the hypothesis that employment tests are less valid for minority group members than nonminorities.
A)True
B)False
Q4) Mental ability tests are valid for many jobs and increase in predictability of job performance as the job becomes more complex.
A)True
B)False
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Chapter 12: Personality Assessment for Selection
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Q1) Personality tests could be viewed as medical examinations and therefore must be constructed very carefully.
A)True
B)False
Q2) All of the following are components of the Five Factor Model EXCEPT?
A)extraversion.
B)agreeableness.
C)conscientiousness.
D)happiness.
Q3) The scores derived from projective techniques generally have high reliabilities. A)True
B)False
Q4) Performance in jobs that are very structured in terms of work behaviors would seem to be less related to personality than those that are unstructured.
A)True
B)False
Q5) Should personality assessment be used in selection? Summarize both the arguments for and the arguments against its use in selection.
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Chapter 13: Performance Tests and Assessment Centers for Selection
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Q1) The interview is employed quite often in assessment centers.
A)True
B)False
Q2) Summarize the validity evidence for using assessment centers in selection.Do they work as they were intended to work? Why or why not?
Q3) Studies that examine the results of using performance tests in selection have been universally positive and have identified several benefits.
A)True
B)False
Q4) In assessment centers,correlations among dimensions that are measured with the same exercise are very low.
A)True
B)False
Q5) Usually,there are twice as many assessors in an assessment center as there are participants.
A)True
B)False
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Q6) When would it be reasonable to include personal computer skill in an assessment center?
Chapter 14: Integrity Testing, drug Testing, and Graphology
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Q1) Research has shown that the "typical" employee-thief seldom thinks about theft-related activities.
A)True
B)False
Q2) What business conditions/factors would influence you to consider the use of honesty tests? What alternative actions (other than honesty tests)might you consider to address the same business conditions/factors?
Q3) Estimates of the amount of theft in American business are unverifiable,but a common opinion is that theft amounts to ____ percent of each sales dollar.
A)less than one
B)two to five
C)six to ten
D)over 10
Q4) Graphologists use techniques similar to projective personality assessment devices to infer personality characteristics.
A)True
B)False
Q5) How could you assess the validity of an honesty test in a small organization?
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Chapter 15: Measures of Job Performance
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Q1) With production data,the evaluation is based on the opinion or judgment of the supervisor of the worker.
A)True
B)False
Q2) What is the likely effect of criterion bias on the predictor-criterion relationship in a validation study?
A)It lowers the range of scores on the criteria measures, which mathematically lowers the magnitude of the validity coefficient.
B)It increases the range of scores on the criteria measures which mathematically balances out, having no effect on the validity coefficient.
C)It both increases and decreases the range of scores on the criteria measures which mathematically balances out, having no effect on the validity coefficient.
D)It increases the range of scores on the criteria measures, which mathematically lowers the effect of the validity coefficient.
Q3) Provide an example of a critical incident.Explain how your example conforms to the criteria of a "well-written" incident
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