Giving an applicant a test multiple times & correlating the administrations is an example of

Repetition in Times (Test-retest)

# of successful hires/# of total hires

make it right, remedy, make a level playing field

Accuracy w/ test - Accuracy w/o test

Organizational analysis asks

does the organization have the resources for training?

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Z340 Exam 2

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Questions 118

Answers

1
Belief on part of the employee that he/she can actually learn the training content.
Self-Efficacy
Personality Variables
Awarness
Self Confidence
2
The legality of selection measures depends on whether they hinder Equal Employment Opportunity.
True
False
3
____% of accommodations cost nothing while 29% cost less than $1,000.
82
72
69
50
4
Giving an applicant a test multiple times & correlating the administrations is an example of
None of these
Repetition in Times (Test-retest)
Repetition in Raters (Inter-rater)
Repetition in Items (Inter-item)
5
Training may be routine, or may be a response to a(n)
law suit
company shut down
injury on the job
pressure point
6
Age Discrimination in Employment Act prohibits discrimination against employees over the age of
50
55
45
40
7
The degree to which a measure is free of random error and therefore more precise
Legal
Reliable
Useful
Valid
8
refers to on-the-job use of the KSO's learned during training.
comprehension
retention
feedback
transfer of training
9
Gov.'s attempt to ensure all individ. have equal chance for employment, protects certain groups
Affirmative Action
American with Disabilities Act
Equal Employment Opportunity
Age Discrimination Act
10
Employees are qualified to evaluate training program effectiveness.
True
False
11
Task Analysis : tasks are rated on 1) Frequency 2) Importance 3)
Special Certifications Required
Timeliness
Revenue Produced
Difficulty
12
There is disparate impact if the hiring rate for protected group is less than 80% of majority
Employment Discrimination
4/5ths rule
None of these
Standard Deviation Rule
13
"g" ----> Training Performance R=
0.44
0.55
0.25
0.7
14
This test is the BEST/VALID predictor of job performance.
SAT
ACT
Cognitive Abilities
GMAT
15
Marginal job functions must be performed by all job holders.
False
True
16
5 things need to transfer learning(support): 1)technology 2)manager 3)peer 4)opportunity to use
promotions
Self-management skills
visual aids
evaluations
17
Evaluating if employees are trainable (CAN) requires some
requisite level of cognitive ability
college level education
yellow & green
basic reading & writing skills
18
The BEST predictor of employee motivation (WILL DO) are personality variables.
False
True
19
Ensuring transfer of learning depends on - Learning vs ______ Orientation
Hearing
Performance
Seeing
Doing
20
How to calculate and compare hiring rates =
average demographics within applicant pool
compare across industries
majority rate/minority rate
minority rate/majority rate
21
Accuracy =
increase in profits/profits last year
None of these
# of successful hires/# of total hires
retention rate/total hires
22
use it or lose it
scarcity
memory deficiency
memory dumping
skill fade
23
Interviews MUST BE
Short
Comprehensive
Structured
Comfortable
24
Drug tests are used by ___% of Fortune 1000 companies.
67
45
50
33
25
The best selection measure for generalizability is
Drug Tests
Interviews
Background Checks
Resumes
26
______ tests likely reflects conscientiousness (r=0.4)
Integrity
Honesty
Personality
Drug
27
"Facially neutral" employment practice adversely affects different groups.
Disparate Treatment
Disparate Impact
28
A person analysis asks:
who needs training the most?
what are the skills of our employees?
what did the employee do wrong?
what is the knowledge of our employees?
29
Which of the Big Five should possess the most validity?
Neuroticism
Conscientiousness
Agreeableness
Openness
30
When delivering the training content, 3 methods: 1) Do 2) Hear 3)
See
Answer
Move
Make
31
2 types of illegality are possible: 1)Disparate Impact 2)
Disparate Segregation
Disparate Treatment
Disparate Promotion
Disparate Pay
32
Plaintiff's initial burden (impact): 1) Standard Deviation rule 2)
none of these
provide witnesses
unfairly discriminated
4/5th's rule
33
____% of US companies offer zero training.
15
25
20
30
34
Training programs can usually help supply lacking Abilities in applicants.
False
True
35
Personality is __% nature & ____% nurture
30 , 70
20 , 80
40 , 60
50 , 50
36
The process by which companies decide who will or will not be allowed into the organization.
Recruitment
Selection
Job Analysis
Hiring
37
Under the ADA, employers must define essential & ______ job functions.
Marginal
Routine
Unexpected
Special
38
How to company's evaluate adventure learning?
control group
statistics
line graph
cross-industry references
39
raising hand in class, not thinking about right/wrong, I am still benefiting/gaining
Learning Orientation
Performance Orientation
40
Reliability is calculated by correlating _________ ______________
measurement repetitions
true scores
none of these
average scores
41
Relies on expert judgement. Asks "does this measure SEEM to assess what it is meant to assess?"
Content Validation
None of these
Predictive Validation
Concurrent Validation
42
All 5 facets are measured using
ACT
SAT
Wonderlic Personnel Test (WPT)
Surveys
43
Government commission to ensure that all individuals have an equal opportunity for employment
EEOC
None of these
ADEA
ADA
44
5 Physical Abilities: 1)Strength 2)Stamina 3)Flexibility & Coordination 4)Psychomotor 5)
BMI
Sensory
Balance
Perception
45
Redress means
cover up
justify
outlaw
make it right, remedy, make a level playing field
46
We can use cost-benefit analysis to calculate ROI by looking at training costs & benefits.
True
False
47
Under Affirmative Action, rigid quota systems have typically been deemed unconstitutional.
True
False
48
What makes for a good selection measure? It must be....
VULGR
None of these
VISAF
CANOE
49
Utility =
Average test score - individual test score
Profits this year - Profits last year
Accuracy w/ test - Accuracy w/o test
None of these
50
Plaintiff's rebuttal (treatment):
Pattern of Practice
Plaintiff has statistically better qualifications
Plaintiff has better scores on certain tests than the hired
None of these
51
Organizational analysis asks
who caused the problem to occur?
does the organization have the resources for training?
where are the weak links in the company?
which product line should we refine?
52
Does our selection measure discriminate against any group?
Generalizability
Legality
Utility
Reliability
53
Most commonly used personality inventory is the
NEO Five-Factor Inventory (NEO FFI)
None of these
Myers Briggs
Wonderlic
54
Plaintiff's initial burden(treatment): 1) belong to a protected group 2) applied 3) rejected 4)
Asked pervasive questions
employer either kept seeking/hired someone w/similar qualif.
Intentionally disqualified
None of these
55
Cognitive ability tests have traditionally more disparate impact than personality/work samples
True
False
56
The most rigorous evaluation is the pretest-posttest with companions group design.
False
True
57
Evaluating if employees are motivated requires: 1)Personality variables 2) Awareness 3)
Positive Energy
Peer Support
Good attitude
Self-Efficacy
58
A good level of validity for most selection measures is r=
0.5
0.2
0.7
0.3
59
Plaintiff's rebuttal (impact):
prove invalidity of employment practice
None of these
argue other employment practices could meet employer goals
prove qualifications
60
The most effective learning environment is SEEING the content.
False
True
61
Work samples are high in VULGR areas except for
Generalizability
Validity
Legality
Utility
62
_____ & _____ are the worst in terms of validity.
Physical & Cognitive Ability Tests
Integrity & Personality Tests
Resumes & References
Drug Tests & Background Checks
63
Defendant's rebuttal (treatment): 1) Hired someone better or 2)
did not intentionally disqualify
None of these
race, gender, sex, etc=bona fide occupational qualification
witness proving valid questions during selection process
64
3 BEST selection measures are:1) Physical & Cognitive Ability Tests 2) Structured Interviews 3)
Resumes
Drug Tests
Background Checks
Work Samples
65
CAN refuse employment if disability affects essential job function,if reason. accom. can't made
False
True
66
Giving an applicant a survey that asks the same kinds of items multiple times&correlating items
None of these
Repetition in Times (Test-retest)
Repetition in Items (Inter-item)
Repetition in Raters (Inter-rater)
67
____% of organizations use classroom instruction - cheap & lots of people can be moved through.
95
50
91
80
68
Affirmative Action seeks to _____ discrimination.
Eliminate
Reverse
Remove
Redress
69
Ensuring employee readiness for training requires: 1) trainable? 2)
motivated?
smart?
willing?
capable?
70
Defining disability: 1)physical or mental impairment 2)record 3)
loss of limb
wheelchair requirement
being regarded as having such
language barrier
71
Group improves due to reasons other than training like: 1)maturation 2)some historical event 3)
team bonding
recognitions
regression to the mean
incentives
72
Task Analysis produces a summary of what needs to be trained. This is called a(n)
Area of concern
Weak Link
Task Statement
Job Description
73
Most employees already have high levels of whatever it is your measuring. This is called
False Pretenses
Range Restriction
Qualities
Predictive Scores
74
There are 3 measurement repetition techniques: 1) Repetition in Items 2) Repetition in Times 3)
Repetition in Location
None of these
Repetition in Raters
Repetition in Candidates
75
Interviewing an applicant with multiple interviews & correlating their scores is an example of
None of these
Repetition in Times (Test-retest)
Repetition in Items (Inter-item)
Repetition in Raters (Inter-rater)
76
Adventure Learning is used to improve
problem-solving skills
fun in the workplace
team communication
sense of direction
77
Measuring people already on the job& correlating scores to performance at time is an example of
Concurrent Validation
Authoritative Validation
Predictive Validation
Content Validation
78
A score on any measure has 2 components: 1) True Score 2)
Random Error
Inflated Score
None of these
Base Score
79
Work samples for managerial positions may use
none of these
online examples
"in-basket" exercise
Simulations
80
Does validity of measure generalize to other jobs ,organizations, kinds of people, time periods
Utility
Legality
Generalizability
Reliability
81
Training Evaluation-4 outcomes: 1)cognitive 2)skill-based 3)results-based 4)
Industry-based
Normative
Affective
Revenue-based
82
The EEOC creates laws.
True
False
83
The relatively STABLE & ENDURING pattern of behavior.
Strength
Stamina
Personality
Cognitive Ability
84
Conduct Needs Assessment: 1) Task Analysis 2) Organizational Analysis 3)
Job Analysis
Product Analysis
Legislation Analysis
Person Analysis
85
worse than learning - show off!
Performance Prove
Performance Avoid
86
WORST - student is so fearful, they stay silent, don't raise hand nor ask questions.
Performance Prove
Performance Avoid
87
The extent to which the measure correlates with some criterion of interest
Reliability
Generalizability
Legality
Validity
88
Employee realizes the economic and career benefits that come from the training.
Awareness
Promotion Potential
Self-Efficacy
Personality Variables
89
Legality - 1) Civil Rights Act 2) American with Disabilities Act 3)
Taft-Hartley Act
Age Discrimination in Employment Act
Wagner Act
None of these
90
Planned effort help emp. acquire knowledge, skill, and behaviors, w goal of applying on the job
Selection
Recruitment
Retention
Training
91
The "Big Five": 1) Conscientiousness 2)Openness 3)Agreeableness 4)Neuroticism 5)
Empathetic
Introversion
Extraversion
Trustworthy
92
...cannot discriminate against race, color, religion, sex, or national origin.
ADEA
ADA
Taft-Hartley Act
Civili Rights Act of 1964
93
VULGR stands for: Validity, Utility, Legality, Generalizability, and
Recurrent
Reliability
Resourceful
Representative
94
When creating learning environment for training ask: 1)similarity 2)control 3)potential size 4)
expense
retention
success rate
difficulty level
95
All of the following are selection measures EXCEPT
National Origin
Cognitive Ability Test
Resume
Background Check
96
Create learning environment: 1) training objectives 2)deliver content 3)opportunity practice 4)
supervision
feedback
peer support
independence
97
Instructional Design Process 1)Needs 2)Readiness 3)Learning Env. 4)Transfer of training 5)
Cognitive Ability Test
Training Evaluation
Supervision
Peer Review
98
Conscientiousness ----> Job Performance R=
0.45
0.5
0.25
0.3
99
There are 2 additions to Title VII : 1) American with Disabilities (ADA) 2)
Age Discrimination in Employment Act (ADEA)
Equality Act
None of these
Gender Equality Regulations
100
Intentionally removing women with children from a selection pool is an example of
Disparate Impact
Disparate Treatment
101
The ________ provides information on essential job functions.
Managers
Subject Matter Experts
CEO's
Supervisors
102
The strength of the correlation is determined by judging the ______ of a scatterplot of X & Y.
Average
Slope
R factor
Compactness
103
Measuring but not using to hire. Then correlate w/performance several months later.Best measure
Predictive Validation
Content Validation
Concurrent Validation
None of these
104
Employers CAN refuse employment if disability affects marginal job functions.
True
False
105
How reliable is "reliable enough"? R=
0.9
0.5
0.7
0.3
106
Just because someone CAN do something doesn't mean they
None of these
WANT TO
OUGHT
WILL
107
Asks, "What CAN applicants do?"
Personality Tests
Physical Ability Tests
Cognitive Ability Tests
Comprehension Tests
108
quality or characteristic needed to complete the job
Requirements
Bona fide occupational qualification (BFOQ)
Screening technique
Job description
109
When providing training objectives, create difficult & _____ goals.
ambiguous
time consuming
open-ended
specific
110
3 Methods for assessing validity: 1)Concurrent Validation 2)Predictive Validation 3)
None of these
Content Validation
Historical Validation
Authoritative Validation
111
Correlation between height and weight - r=
0.68
0.44
0.5
0.38
112
Why do integrity tests work?
None of these
Honesty
Faking
Rank Order
113
Under affirmative action, 1) candidates must be equally qualified 2)
Issue personality inventory
Issue cognitive ability test
Preference can be given to protected group member
Random selection must take place
114
Rank order means
none of these
seniority predicts honesty
ranking in severity
everyone fakes to the same degree
115
Defendant's Rebuttal (impact):
prove diversity within organization
show employment practice is a "business necessity"
provide hiring manager as witness
deny allegations
116
"g" ----> Job Performance R=
0.35
0.8
0.25
0.4
117
5 Facets of "g": 1) Verbal 2) Quantitative 3) Reasoning 4) Spatial 5)
Problem-Solving
Perceptual
SAT Score
Personality
118
How well our selection measures pick out winners from losers (profitability & job success)
Legality
Utility
Generalizability
Reliability

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