HRM_qz#2 page 1 / 4

1. A selection tool that provides consistent results is said to be

a. reliable
b. standardized
c. valid
d. objective

2. A T&D method which permits a person to learn by copying or replicating

behaviors of others to show managers how to handle various situations is
called
a. role playing.
b. behavior modeling.
c. sensitivity training.
d. computer assisted instruction.

3. An approach to validation that involves a person performing certain tasks

that are actually required by the job is called __________ validity.
a. construct
b. predictive
c. content
d. criterion-related

4. BARS differs from __________ because instead of using terms such as high,
medium, and low at each scale point, it uses behavioral anchors related to
the criterion being measured.
a. forced distribution
b. rating scales
c. forced choice
d. essay

5. Comparing the scores on selection tests to some aspect of job performance is

referred to as
a. standardized-related validity
b. normality-related validity
c. criterion-related validity.
d. objective-related validity
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6. Employees are evaluated according to defined factors in which performance

appraisal method?
a. rating scales
b. essay
c. BARS
d. weighted checklists

7. External equity is determined through the use of

a. job analysis.
b. job evaluation.
c. methods study.
d. compensation surveys.

8. Learning that looks beyond today’s job and has a more long-term focus is
referred to as
a. development.
b. orientation.
c. instruction.
d. training.

9. Relate a scenario where you were responsible for motivating others might be
a possible question to be asked when conducting what type of interview?
a. behavioral interview
b. stress interview
c. group interview
d. board interview

10. Requiring the evaluator to justify in writing extremely high or extremely low
ratings may cause what problem in performance appraisal?
a. leniency
b. recent behavior bias
c. central tendency error
d. halo error
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11. Validity is commonly reported as a

a. score on a selection test
b. standard error.
c. standard deviation.
d. correlation coefficient

12. What form of equity exists when employees are paid according to the relative
value of their jobs within the same organization?
a. external
b. individual
c. team
d. internal

13. What is a T&D method in which the participant is asked to establish priorities
for and then handle a number of business papers, e-mail messages,
memoranda, reports, and telephone messages that would typically cross a
manager’s desk?
a. computer-assisted instruction
b. in-basket training
c. role playing
d. behavior modeling

14. What job is one that is well known in the company and industry and is
performed by a large number of employees?
a. benchmark job
b. comparable job
c. key job
d. primary job

15. What training method has been traditionally used in craft jobs?
a. apprenticeship training
b. programmed instruction
c. role playing
d. vestibule training
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16. When a manager generalizes one positive performance feature or incident to

all aspects of employee performance, he or she is guilty of
a. leniency
b. recent behavior bias.
c. central tendencia error.
d. halo error.

17. When this performance appraisal method is used, the rater simply places all
employees from a group in order of overall performance?
a. essay
b. work standards
c. critical incident
d. ranking

18. Which evaluation method requires a written record of highly favorable and
unfavorable actions?
a. paired comparison
b. essay
c. critical incidents
d. rating scales

19. Which job evaluation method involves defining a number of classes or grades
to describe a group of jobs?
Select one:
a. classification
b. point
c. ranking
d. factor comparison

20. With which job evaluation method does the rater assign numerical values to
specific job factors, such as knowledge required, and the sum of these values
provides a quantitative assessment of a job’s relative worth?
a. ranking
b. point
c. classification
d. factor comparison