Staffing Organizations 8th Edition Heneman Test Bank

Staffing Organizations 8th Edition
Heneman Test Bank

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Chapter 10
Internal Selection
True / False Questions
1. Internal selection is virtually identical to external selection both in terms of the applicability of
the logic of the prediction principle, and in terms of the relevance of data about past job
experiences.
True False
2. In comparison with external selection, internal selection places greater emphasis on predictor
signs than samples.
True False
3. In internal selection, managers tend to overemphasize subjective opinions about job

candidates, with a consequent increase in decisions with low validity.
True False
4. Organizations typically have better data with which to make choices on internal than external
candidates.
True False
5. Depth of information and relevance are the only advantages that internal selection has over
external selection.
True False
10-1
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
6. Sometimes individuals who have excellent skills in engineering and scientific positions do not
have good managerial skills.
True False
7. Talent management systems keep an ongoing organizational record of the skills, talents, and
capabilities of an organization's employees.
True False
8. Organizations find that talent management systems are low cost and require little expertise.
True False
9. A virtue of peer assessments is that they rely on raters who are very knowledgeable of
applicants' KSAOs.
True False
10. A different set of criteria are used to evaluate the effectiveness of internal assessment
methods, since concepts like validity and adverse impact are unimportant for internal hiring.
True False
11. Experience refers to length of service or tenure with a job, department or organization.
True False
12. Seniority and experience are among the most prevalent methods of internal selection.
True False
13. Seniority is a highly valid method for internal selection.
True False
10-2
14. The validity of experience is higher than seniority for internal selection.
True False
15. Experience is better suited to predict long-term rather than short-term potential.
True False
16. Job knowledge tests hold great promise as a predictor of job performance.
True False
17. One advance over the simple use of performance ratings is to review past performance
records more thoroughly, including an evaluation of various dimensions of performance that
are particularly relevant to job performance.
True False
18. The argument behind the Peter Principle is that individuals who are good performers in one
job will probably be good performers in the next job up the promotion ladder.
True False
19. In using performance appraisals to predict the performance of an individual being considered
for promotion from a junior to a senior level position, it would be appropriate to use the results
of performance appraisals for a junior-level technical position to make a selection decision
concerning a promotion to a senior level managerial position.
True False
20. One potential problem with promotability ratings is that they may yield results that are
different from results of performance appraisals and evaluations for pay increases.
True False
21. The incremental validity of assessment centers in predicting performance is relatively small.
True False
10-3
22. A substantive assessment method often used in the selection of production workers and staff
technicians is the assessment center.
True False
23. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to
simulated memoranda, reports, and other items requiring responses.
True False
24. When using assessment centers to predict job performance, available research has shown an
average validity coefficient of .37, which should be considered a low level of validity.
True False
25. Where assessment centers are concerned, research has shown that the inclusion of peer
evaluations and the use of psychologists as job candidate assessors rather than managers
causes validity to increase.
True False
26. Assessment centers tend to generate positive reactions from participants.
True False
27. If, during an interview simulation, a job candidate is required to solicit information from the
interviewer in order to solve a problem, this is most likely a "role play" type interview
simulation.
True False
28. One advantage of using review boards representing various constituencies for hiring is that it
means constituents will be less likely to voice objections once the candidate is hired.
True False
10-4
29. In-basket exercises are the most commonly used exercises in assessment centers.
True False
30. Assessment centers have no validity in predicting performance and promotability beyond
personality traits and cognitive ability tests.
True False
31. One of the biggest limitations of assessment centers is their cost.
True False
32. Personality tests are used to predict the success of employees in overseas assignments.
True False
33. Security is of even greater importance in the administration of internal selection predictors
than it might be in the external selection process.
True False
34. One step an organization can take to shatter the "glass ceiling" would be to have greater use
of selection plans.
True False
Multiple Choice Questions
10-5
35. In comparing internal selection with external selection, an advantage of internal selection is
that _________.
A. internal selection requires few procedures to locate and screen viable job candidates
B. internal selection presents fewer dangers of incurring legal liability than external selection
C. information about internal candidates tends to be more verifiable than information about
external candidates
D. there is less need to use multiple predictors in assessing internal candidates than with
external candidates
36. Within the context of internal selection, an accurate statement about the logic of prediction
would be that ______________.
A. the logic of prediction can be applied more precisely for internal selection than for external
selection
B. the logic of prediction has identical application for internal and external selection
C. the logic of prediction works better for external selection than for internal selection
D. this concept does not apply to internal selection
37. While information from internal selection can be better because multiple point of view can be
combined, there are concerns that ______________.
A. bribery for promotions is widespread

B. impression management and politics can play a role in who gets promoted
C. internal candidates with poor technical skills are likely to be promoted
D. instincts and intuition are not given enough weight
38. Problems with using others' "feelings" about a job applicant include ______________.
A. lowered hiring standards for some employees

B. discrimination on the basis of protected class status
C. decisions with low validity
D. all of these
10-6
39. Where peer assessments are concerned, it would be accurate to say that ______________.
A. peer ratings rely on voting to select the most promotable applicants

B. peer assessments are used for both internal and external applicants
C. peer rankings rely on ordering of peers being assessed
D. peer rankings rely on assessments of each applicant using scores on a continuous
numerical scale
40. An important advantage of peer assessments is ___________.
A. lower probability of bias in the assessment

B. greater clarity in the criteria for assessment
C. enhanced employee morale through the fostering of a competitive spirit
D. greater knowledge of the applicants' KSAOs
41. Which of the following statements about various methods of managerial sponsorship is false?
A. A coach is available to the person being assisted on and off the job.
B. A coach provides day-to-day feedback.
C. A mentor becomes personally responsible for the success of the person being assisted.
D. A sponsor actively promotes the person being assisted for advancement opportunities.
42. Which of the following is(are) examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
10-7
43. Which of the following is true regarding performance appraisals and internal selection?
A. It is illegal for organizations to use performance appraisals as a basis for internal selection
decisions.
B. Performance appraisals have no validity.
C. Performance appraisals have no reliability.
D. Performance appraisals are readily available in most organizations.
44. Which of the following factors is the most relevant to the theory behind assessment centers?
A. Prediction of the individual's behavior in critical roles through assessment by multiple

methods.
B. Matching applicants to KSAOs required by the job.
C. Shortening the period of time needed to complete an assessment for a managerial position.
D. Substituting HR assessors for line management assessors.
45. A job candidate responding to an "in-basket exercise" would most likely be asked to
__________.
A. make a simulated visit to a customer location

B. participate in an interview simulation
C. complete a written test to assess KSAOs
D. draft memos to respond to letters received
46. The use of the case analysis method of assessment is most appropriate for assessing
_____________.
A. ability to perform a technical task

B. problem-solving abilities
C. leadership skills
D. social-interactive skills
10-8
47. The validity of assessment centers as a method for internal selection is approximately
____________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
48. If the selection objective is to assess a candidate's ability to make a coherent. Persuasive
report about the organization's annual results before a group of top managers, the best
interview simulation to make this assessment would be a(n) ________.
A. assessment center
B. in-basket exercise
C. role play
D. oral presentation
49. Which of the following assessment methods does not have at least moderately high validity?
A. assessment centers
B. job knowledge tests
C. seniority
D. work experience
50. The type of selection methods which are used to narrow down a list of finalists to those who
will receive job offers is called _________ methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
10-9
51. Which of the following is true regarding seniority?
A. It refers to length of service or tenure.

B. It is closely related to the type of job experience.
C. It is closely related to the quality of job experience.
D. It is a highly valid selection method.
52. Research on the use of selection and experience as internal selection methods indicates that
____________.
A. seniority is a more valid method of internal selection than experience

B. seniority is better suited to predict short-term rather than long-term potential
C. experience is less likely to be content valid if the past or present jobs are similar to the
future job
D. experience is unlikely to remedy initial performance difficulties of low ability employees
53. The concept which refers to the idea that individuals rise to their lowest level of incompetence
is the ________.
A. Peter Principle
B. Promotability Principle
C. Career Concept Principle
D. 4/5 Principle
54. Which of the following is an advantage of external recruiting?
A. they ensure consistency from opening to closing

B. they are useful for companies too small to have dedicated recruiters
C. they are very inexpensive
D. all of these
10-10
55. An organization which is committed to shattering the "glass ceiling" should ____________.
A. decrease its use of selection plans

B. emphasize the use of traditional assessment methods
C. pay attention to the types of KSAOs needed for advancement
D. undertake programs to raise employees' awareness of general career issues
10-11
Chapter 10 Internal Selection Answer Key
True / False Questions
1. Internal selection is virtually identical to external selection both in terms of the applicability
of the logic of the prediction principle, and in terms of the relevance of data about past job
experiences.
FALSE
2. In comparison with external selection, internal selection places greater emphasis on

predictor signs than samples.
FALSE
3. In internal selection, managers tend to overemphasize subjective opinions about job

candidates, with a consequent increase in decisions with low validity.
TRUE
4. Organizations typically have better data with which to make choices on internal than
external candidates.
TRUE
5. Depth of information and relevance are the only advantages that internal selection has over
external selection.
FALSE
6. Sometimes individuals who have excellent skills in engineering and scientific positions do
not have good managerial skills.
TRUE
10-12
7. Talent management systems keep an ongoing organizational record of the skills, talents,
and capabilities of an organization's employees.
TRUE
8. Organizations find that talent management systems are low cost and require little
expertise.
FALSE
9. A virtue of peer assessments is that they rely on raters who are very knowledgeable of
applicants' KSAOs.
TRUE
10. A different set of criteria are used to evaluate the effectiveness of internal assessment
methods, since concepts like validity and adverse impact are unimportant for internal
hiring.
FALSE
11. Experience refers to length of service or tenure with a job, department or organization.
FALSE
12. Seniority and experience are among the most prevalent methods of internal selection.
TRUE
13. Seniority is a highly valid method for internal selection.
FALSE
14. The validity of experience is higher than seniority for internal selection.
TRUE
10-13
15. Experience is better suited to predict long-term rather than short-term potential.
FALSE
16. Job knowledge tests hold great promise as a predictor of job performance.
TRUE
17. One advance over the simple use of performance ratings is to review past performance
records more thoroughly, including an evaluation of various dimensions of performance
that are particularly relevant to job performance.
TRUE
18. The argument behind the Peter Principle is that individuals who are good performers in one
job will probably be good performers in the next job up the promotion ladder.
FALSE
19. In using performance appraisals to predict the performance of an individual being

considered for promotion from a junior to a senior level position, it would be appropriate to
use the results of performance appraisals for a junior-level technical position to make a
selection decision concerning a promotion to a senior level managerial position.
FALSE
20. One potential problem with promotability ratings is that they may yield results that are
different from results of performance appraisals and evaluations for pay increases.
TRUE
21. The incremental validity of assessment centers in predicting performance is relatively

small.
TRUE
10-14
22. A substantive assessment method often used in the selection of production workers and
staff technicians is the assessment center.
FALSE
23. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond
to simulated memoranda, reports, and other items requiring responses.
TRUE
24. When using assessment centers to predict job performance, available research has shown
an average validity coefficient of .37, which should be considered a low level of validity.
FALSE
25. Where assessment centers are concerned, research has shown that the inclusion of peer
evaluations and the use of psychologists as job candidate assessors rather than managers
causes validity to increase.
TRUE
26. Assessment centers tend to generate positive reactions from participants.
TRUE
27. If, during an interview simulation, a job candidate is required to solicit information from the
interviewer in order to solve a problem, this is most likely a "role play" type interview
simulation.
FALSE
28. One advantage of using review boards representing various constituencies for hiring is that
it means constituents will be less likely to voice objections once the candidate is hired.
TRUE
10-15
29. In-basket exercises are the most commonly used exercises in assessment centers.
TRUE
30. Assessment centers have no validity in predicting performance and promotability beyond
personality traits and cognitive ability tests.
FALSE
31. One of the biggest limitations of assessment centers is their cost.
TRUE
32. Personality tests are used to predict the success of employees in overseas assignments.
TRUE
33. Security is of even greater importance in the administration of internal selection predictors
than it might be in the external selection process.
TRUE
34. One step an organization can take to shatter the "glass ceiling" would be to have greater
use of selection plans.
TRUE
Multiple Choice Questions
10-16
35. In comparing internal selection with external selection, an advantage of internal selection is
that _________.
A. internal selection requires few procedures to locate and screen viable job candidates
B. internal selection presents fewer dangers of incurring legal liability than external
selection
C. information about internal candidates tends to be more verifiable than information
about external candidates
D. there is less need to use multiple predictors in assessing internal candidates than with
external candidates
36. Within the context of internal selection, an accurate statement about the logic of prediction
would be that ______________.
A. the logic of prediction can be applied more precisely for internal selection than for
external selection
B. the logic of prediction has identical application for internal and external selection
C. the logic of prediction works better for external selection than for internal selection
D. this concept does not apply to internal selection
37. While information from internal selection can be better because multiple point of view can
be combined, there are concerns that ______________.
A. bribery for promotions is widespread

B. impression management and politics can play a role in who gets promoted
C. internal candidates with poor technical skills are likely to be promoted
D. instincts and intuition are not given enough weight
38. Problems with using others' "feelings" about a job applicant include ______________.
A. lowered hiring standards for some employees

B. discrimination on the basis of protected class status
C. decisions with low validity
D. all of these
10-17
39. Where peer assessments are concerned, it would be accurate to say that ______________.
A. peer ratings rely on voting to select the most promotable applicants

B. peer assessments are used for both internal and external applicants
C. peer rankings rely on ordering of peers being assessed
D. peer rankings rely on assessments of each applicant using scores on a continuous
numerical scale
40. An important advantage of peer assessments is ___________.
A. lower probability of bias in the assessment

B. greater clarity in the criteria for assessment
C. enhanced employee morale through the fostering of a competitive spirit
D. greater knowledge of the applicants' KSAOs
41. Which of the following statements about various methods of managerial sponsorship is
false?
A. A coach is available to the person being assisted on and off the job.
B. A coach provides day-to-day feedback.
C. A mentor becomes personally responsible for the success of the person being assisted.
D. A sponsor actively promotes the person being assisted for advancement opportunities.
42. Which of the following is(are) examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
10-18
43. Which of the following is true regarding performance appraisals and internal selection?
A. It is illegal for organizations to use performance appraisals as a basis for internal

selection decisions.
B. Performance appraisals have no validity.
C. Performance appraisals have no reliability.
D. Performance appraisals are readily available in most organizations.
44. Which of the following factors is the most relevant to the theory behind assessment
centers?
A. Prediction of the individual's behavior in critical roles through assessment by multiple

methods.
B. Matching applicants to KSAOs required by the job.
C. Shortening the period of time needed to complete an assessment for a managerial
position.
D. Substituting HR assessors for line management assessors.
45. A job candidate responding to an "in-basket exercise" would most likely be asked to
__________.
A. make a simulated visit to a customer location

B. participate in an interview simulation
C. complete a written test to assess KSAOs
D. draft memos to respond to letters received
46. The use of the case analysis method of assessment is most appropriate for assessing
_____________.
A. ability to perform a technical task

B. problem-solving abilities
C. leadership skills
D. social-interactive skills
10-19
47. The validity of assessment centers as a method for internal selection is approximately
____________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
48. If the selection objective is to assess a candidate's ability to make a coherent. Persuasive
report about the organization's annual results before a group of top managers, the best
interview simulation to make this assessment would be a(n) ________.
A. assessment center
B. in-basket exercise
C. role play
D. oral presentation
49. Which of the following assessment methods does not have at least moderately high
validity?
A. assessment centers
B. job knowledge tests
C. seniority
D. work experience
50. The type of selection methods which are used to narrow down a list of finalists to those
who will receive job offers is called _________ methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
10-20
51. Which of the following is true regarding seniority?
A. It refers to length of service or tenure.

B. It is closely related to the type of job experience.
C. It is closely related to the quality of job experience.
D. It is a highly valid selection method.
52. Research on the use of selection and experience as internal selection methods indicates
that ____________.
A. seniority is a more valid method of internal selection than experience

B. seniority is better suited to predict short-term rather than long-term potential
C. experience is less likely to be content valid if the past or present jobs are similar to the
future job
D. experience is unlikely to remedy initial performance difficulties of low ability employees
53. The concept which refers to the idea that individuals rise to their lowest level of
incompetence is the ________.
A. Peter Principle
B. Promotability Principle
C. Career Concept Principle
D. 4/5 Principle
54. Which of the following is an advantage of external recruiting?
A. they ensure consistency from opening to closing

B. they are useful for companies too small to have dedicated recruiters
C. they are very inexpensive
D. all of these
10-21
55. An organization which is committed to shattering the "glass ceiling" should ____________.
A. decrease its use of selection plans

B. emphasize the use of traditional assessment methods
C. pay attention to the types of KSAOs needed for advancement
D. undertake programs to raise employees' awareness of general career issues
10-22

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True / False Questions

3. In internal selection, managers tend to overemphasize subjective opinions about job

13. Seniority is a highly valid method for internal selection.

26. Assessment centers tend to generate positive reactions from participants.

31. One of the biggest limitations of assessment centers is their cost.

Multiple Choice Questions

A. bribery for promotions is widespread

A. lowered hiring standards for some employees

A. peer ratings rely on voting to select the most promotable applicants

40. An important advantage of peer assessments is ___________.

A. lower probability of bias in the assessment

A. Prediction of the individual's behavior in critical roles through assessment by multiple

A. make a simulated visit to a customer location

A. ability to perform a technical task

A. It refers to length of service or tenure.

A. seniority is a more valid method of internal selection than experience

54. Which of the following is an advantage of external recruiting?

A. they ensure consistency from opening to closing

A. decrease its use of selection plans

True / False Questions

2. In comparison with external selection, internal selection places greater emphasis on

3. In internal selection, managers tend to overemphasize subjective opinions about job

13. Seniority is a highly valid method for internal selection.

19. In using performance appraisals to predict the performance of an individual being

21. The incremental validity of assessment centers in predicting performance is relatively

26. Assessment centers tend to generate positive reactions from participants.

31. One of the biggest limitations of assessment centers is their cost.

Multiple Choice Questions

A. bribery for promotions is widespread

A. lowered hiring standards for some employees

A. peer ratings rely on voting to select the most promotable applicants

40. An important advantage of peer assessments is ___________.

A. lower probability of bias in the assessment

A. It is illegal for organizations to use performance appraisals as a basis for internal

A. Prediction of the individual's behavior in critical roles through assessment by multiple

A. make a simulated visit to a customer location

A. ability to perform a technical task

A. It refers to length of service or tenure.

A. seniority is a more valid method of internal selection than experience

54. Which of the following is an advantage of external recruiting?

A. they ensure consistency from opening to closing

A. decrease its use of selection plans

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