Human Resource Selection, 8e Robert Gatewood, Hube
Human Resource Selection, 8e Robert Gatewood, Hube
Exam (elaborations)
Human Resource Selection 8th Edition By Robert Gatewood, Hubert Feild, Murray Barrick (Test Bank)
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Human Resource Selection, 8e Robert Gatewood, Hube
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Human Resource Selection, 8e Robert Gatewood, Hube
Human Resource Selection, 8e Robert Gatewood, Hubert Feild, Murray Barrick (Test Bank)
Human Resource Selection, 8e Robert Gatewood, Hubert Feild, Murray Barrick (Test Bank)
(Human Resource Selection, 8e Robert Gatewood, Hubert Feild, Murray Barrick)
(Test Bank all Chapters)
Chapter 1
TRUE/FALSE
1. An individual employee’s work performance is made up of two factors: the ability of the
individual and the effort the individual puts forth.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
2. A person’s ability is a function of two organizational practices: selection and training.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
3. Selection occurs only in the context of a first position for a new employee.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
4. A promotion decision is a selection decision.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
5. The systematic collection of information from applicants is basically the same regardless of
the position that is being filled.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
6. Formalized selection programs for external applicants are designed to collect the same
information on all applicants.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
7. The usefulness of the selection decision should be viewed in terms of its effects over time.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
8. Selection is more closely related to recruitment than it is to the other HRM programs.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
9. Testing of an applicant’s skills and abilities reveals how much training the person will need.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
10. Including knowledge requirements in a job listing will help limit applicants to those with the requisite
knowledge.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
11. The crucial issue in the selection process is whether an organization can collect information
from applicants and then decide who are to be given employment offers.
, ANS: F PTS: 1 NOT: AACSB Reflective Thinking
12. The starting point in the selection process is job analysis.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
13. Information obtained from job analysis helps minimize applicants’ inappropriate expectations
about a job.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
14. When developing the selection program it is important to determine how job performance is
measured and what level of performance is regarded as successful.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
15. Information as to what constitutes successful job performance is used to identify s that a
worker should possess.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
16. An application form is a good way to collect detailed information on applicant WRCs.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
17. An assumption in selection is that applicants possess different amounts of WRCs that are
necessary for job performance.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
18. Content validation uses the scores on the selection devices from a representative sample of
individuals and measures how well each of these individuals is performing important parts of
the job.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
19. Empirical validation takes the data produced by the judgments of workers and managers and
uses them to determine the relationship between the selection test and job performance.
ANS: F PTS: 1 NOT: AACSB Analytic
20. The essence of selection is prediction about how well job applicants will do in the job under
consideration.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
21. The greater the amount of accurate data obtained, the higher the probability of making an
accurate selection decision.
ANS: T PTS: 1 NOT: AACSB Analytic
22. Quantitative data is useful in selection because numbers facilitate the comparison of people.
, ANS: T PTS: 1 NOT: AACSB Analytic
23. Factors other than WRCs should come into play only before applicants have been measured
on the selection devices and a group has been identified as being appropriate for the job.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
24. A selection program should focus on all of the variables that influence performance.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
25. Evidence-based management is a term that means managing by translating principles based on
academic theory into management practice.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
26. The purpose of validation is to provide evidence that data from the selection instruments are
related to successful job performance.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
27. Selection and staffing are two terms that describe the same thing.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
28. Knowledge of selection is an essential foundation for staffing.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
29. One problem with internet-based selection measures is that there are differences among individuals in
their ability to operate electronic devices.
ANS: T PTS: 1 NOT: AACSB Reflective Thinking
30. One benefit of internet-based selection measures is that all electronic devices present the same
message in the same format.
ANS: F PTS: 1 NOT: AACSB Reflective Thinking
MULTIPLE CHOICE
1. Organization specialists have determined that an individual employee's work performance is a function
of two factors:
a. ability and training c. ability and effort
b. effort and training d. motivation and job satisfaction
ANS: C PTS: 1 NOT: AACSB Reflective Thinking
2. When we refer to selection in HRM, we mean
a. the process of hiring people to fill vacancies.
b. obtaining information about the applicants' lives so we can pick the best.
, c. the process of collecting and evaluating information about an individual in order to extend
an offer of employment.
d. eliminating from the applicant pool those people who are not qualified to perform the job.
ANS: C PTS: 1 NOT: AACSB Reflective Thinking
3. Hiring refers to
a. offers of employment that are given with no evaluation of the applicant’s job-related
qualifications.
b. identifying KSAs.
c. negotiations that take place simultaneously with selection.
d. the whole selection process.
ANS: A PTS: 1 NOT: AACSB Reflective Thinking
4. An offer extended without collecting and evaluating information about an individual is called
a. selection c. position filing
b. hiring d. satisficing
ANS: B PTS: 1 NOT: AACSB Reflective Thinking
5. KSA is an acronym used in selection that refers to
a. knowledge, skills, assets c. knowledge, skills, abilities
b. knowledge, style, availability d. knowledge, style, abilities
ANS: C PTS: 1 NOT: AACSB Reflective Thinking
6. Why are promotion decisions often viewed as a different SHRM function than selection?
a. Entirely different procedures are used for promotion than for selection.
b. Different people make selection decisions than those making promotion decisions.
c. Promotion decisions are often reached without using the formal testing devices that
characterize external selection.
d. More information is available about applicants in selection decisions than is available
about candidates for promotion decisions.
ANS: C PTS: 1 NOT: AACSB Reflective Thinking
7. Selection is important because:
a. It is related to performance c. It is related to innovation
b. It is related to customer satisfaction d. All of these are correct
ANS: D PTS: 1 NOT: AACSB Reflective Thinking
8. Selection is most closely related to which of the following HRM programs?
a. initial training c. job performance measurement
b. compensation d. recruitment
ANS: D PTS: 1 NOT: AACSB Reflective Thinking
9. The purpose of recruiting is
a. to increase the success rate of the selection process by increasing the number of total
applicants (both qualified and unqualified).
b. to meet the organization's legal and social obligation by establishing minority quotas.
c. to increase the pool of candidates regardless of cost.
d. to attract people and increase the probability that they will accept a position if it is offered.
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