Assignment Prompt & Instructions
SEE ATTACHED
– 2 years ago
**files (1)**
– ## TODAYHOMEWORK.docx
**## TODAYHOMEWORK.docx**
Internal staffing systems work in fundamentally different ways than do external staffing systems.
Question 1 options:
| | |
| — | — |
| | True |
| | False |
**Question 2**(1 point)
Most jurisdictions allow for candidate or employee medical information to be shared with supervisors if HR deems it wise.
Question 2 options:
| | |
| — | — |
| | True |
| | False |
**Question 3**(1 point)
A major concern regarding the use of cognitive ability tests is disparate impact, even though the tests may be highly valid.
Question 3 options:
| | |
| — | — |
| | True |
| | False |
**Question 4**(1 point)
Cognitive ability tests are excellent predictors for executive and professional level jobs; they are of no value for entry level, clerical, or blue collar jobs.
Question 4 options:
| | |
| — | — |
| | True |
| | False |
**Question 5**(1 point)
Biodata tends to be quite reliable and valid when used to predict future job performance.
Question 5 options:
| | |
| — | — |
| | True |
| | False |
**Question 6**(2 points)
Which of the following methods is the most valid predictor of performance?
Question 6 options:
| | |
| — | — |
| | Personality tests |
| | Handwriting analysis |
| | Unstructured interviews |
| | Biodata forms |
**Question 7**(2 points)
The correlation between structured interviews and cognitive ability tests is __________.
Question 7 options:
| | |
| — | — |
| | moderately negative |
| | moderately positive |
| | highly positive |
| | zero |
**Question 8**(2 points)
Job applicants may have a negative view of biodata inventories because of issues with:
Question 8 options:
| | |
| — | — |
| | construct validity. |
| | criterion-related validity. |
| | face validity. |
| | content validity. |
**Question 9**(2 points)
In comparing internal selection with external selection, an advantage of internal selection is that __________.
Question 9 options:
| | |
| — | — |
| | there is less need to use multiple predictors in assessing internal candidates than with external candidates |
| | internal selection presents fewer dangers of incurring legal liability than external selection |
| | information about internal candidates tends to be more verifiable than information about external candidates |
| | internal selection requires few procedures to locate and screen viable job candidates |
**Question 10**(7 points)
Briefly discuss when and how a personality test might be useful in the selection process. Give an example of 2 jobs where personality tests might be used, and explain why they would be used.
Question 10 options:
| |
| — |
| |
**## TODAYHOMEWORK.docx**
Internal staffing systems work in fundamentally different ways than do external staffing systems.
Question 1 options:
| | |
| — | — |
| | True |
| | False |
**Question 2**(1 point)
Most jurisdictions allow for candidate or employee medical information to be shared with supervisors if HR deems it wise.
Question 2 options:
| | |
| — | — |
| | True |
| | False |
**Question 3**(1 point)
A major concern regarding the use of cognitive ability tests is disparate impact, even though the tests may be highly valid.
Question 3 options:
| | |
| — | — |
| | True |
| | False |
**Question 4**(1 point)
Cognitive ability tests are excellent predictors for executive and professional level jobs; they are of no value for entry level, clerical, or blue collar jobs.
Question 4 options:
| | |
| — | — |
| | True |
| | False |
**Question 5**(1 point)
Biodata tends to be quite reliable and valid when used to predict future job performance.
Question 5 options:
| | |
| — | — |
| | True |
| | False |
**Question 6**(2 points)
Which of the following methods is the most valid predictor of performance?
Question 6 options:
| | |
| — | — |
| | Personality tests |
| | Handwriting analysis |
| | Unstructured interviews |
| | Biodata forms |
**Question 7**(2 points)
The correlation between structured interviews and cognitive ability tests is __________.
Question 7 options:
| | |
| — | — |
| | moderately negative |
| | moderately positive |
| | highly positive |
| | zero |
**Question 8**(2 points)
Job applicants may have a negative view of biodata inventories because of issues with:
Question 8 options:
| | |
| — | — |
| | construct validity. |
| | criterion-related validity. |
| | face validity. |
| | content validity. |
**Question 9**(2 points)
In comparing internal selection with external selection, an advantage of internal selection is that __________.
Question 9 options:
| | |
| — | — |
| | there is less need to use multiple predictors in assessing internal candidates than with external candidates |
| | internal selection presents fewer dangers of incurring legal liability than external selection |
| | information about internal candidates tends to be more verifiable than information about external candidates |
| | internal selection requires few procedures to locate and screen viable job candidates |
**Question 10**(7 points)
Briefly discuss when and how a personality test might be useful in the selection process. Give an example of 2 jobs where personality tests might be used, and explain why they would be used.
Question 10 options:
| |
| — |
| |