These days, learning Human Resource Management is something every business student must know how to do. The “Test Bank For Human Resource Management 9th Edition by Gary Dessler” assists the reader which in turn develops expertise in the subject. This test bank is meant to increase your comprehension and utilization of the concepts of HR and hence is valuable to both students and practicing professionals.
Key Topics Covered In this Test Bank
As we have remarked, the test bank assists in the acquisition of several various and practical concepts that are key to the comprehension of Human Resource Management. They are:
Recruitment And Selection: The best approaches to attracting the right talent and selecting from them the most appropriate are explained in this topic.
Training And Development: It is possible to appreciate the efficiency in training employees and equipping them to be more productive.
Performance Management: Learn about ways of assessing and improving employees’ performance.
Compensations And Benefits: This topic illustrates ways of formulating competitive packages of pay and benefits.
Employee Relations: This aims to promote a better relationship between employers and employees.
The Right Way to go about Using the Test Bank
The test bank is designed to add ease while learning and applying. Each chapter is provided with questions that assess the intellectual input of the readers. Consciously practicing these questions will help strengthen your knowledge and will be useful for upcoming examinations.
Advantages That Come With Using the Test Bank
Such active question-answering and learning can be achieved with “Test Bank For Human Resource Management 9th Edition by Gary Dessler” and it has several advantages that come with it:
Improved Understanding of Concepts: Test bank tools promote deep learning, especially for complex concepts making it far less daunting for students.
Preparation for Exams: With a plethora of questions at your disposal, it will aid you immensely while preparing for the papers.
Real-World Application: The test bank requires and fosters a need to use theoretical concepts in practical situations, all of which will enhance your ability to solve various issues at hand.
Summary
The “Test Bank For Human Resource Management 9th Edition Gary Dessler,” delivers great value which is why I would highly recommend buying it if you intend to be great in the field of human resource management. This particular resource helps you get through academics but also helps you hone skills necessary in a working environment. Grab this comprehensive test bank and elevate your HR knowledge and skill.
Test Bank For Human Resource Management 9th Edition by Gary Dessler
Chapter 06
Selection and Placement
True / False Questions
1.
Much of the work in personnel selection involves measuring the characteristics of people to determine who will be accepted for job openings. True False
2.
The degree to which a measure is free from random error refers to its reliability. True False
3.
Reliability refers to the measuring instrument rather than to the characteristic itself. True False
4.
The correlation coefficient is zero for a perfect positive relationship. True False
5.
Validity is the extent to which performance on the measure is related to performance on the job. True False
6.
A measure can be valid without being reliable. True False
7.
A concurrent validation assesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person’s performance. True False
8.
The size of the sample on which the correlation is based has no role in achieving statistical significance. True False
9.
Content validity is achieved primarily through a process of expert judgment. True False
10.
The inability to use content validation in small sample settings makes it generally less applicable than criterion-related validation. True False
11.
Reliability is defined as the degree to which the validity of a selection method established in one context extends to other contexts. True False
12.
Validity is necessary but not sufficient for generalizability. True False
13.
The more reliable, valid, and generalizable a selection method is, the more utility it will have. True False
14.
The utility of any given test generally increases as the selection ratio gets higher. True False
15.
The Civil Rights Act of 1991 protects individuals from discrimination based on race, sex, religion, and national concerning hiring as well as compensation and working conditions. True False
17.
The Americans with Disabilities Act of 1991 protects individuals with physical disabilities, but not those with mental disabilities. True False
18.
Compliance with executive orders is monitored by the Office of Federal Contract Compliance Programs. True False
19.
Experience-based items ask what the person is likely to do when confronting a certain hypothetical situation in the future. True False
20.
A physical ability test measures balance but not coordination. True False
21.
Employees with high conscientiousness tend to be lethargic and ill-disciplined. True False
22.
Work-sample tests are not job-specific and their generalizability is high. True False
23.
The Polygraph Act in 1988 permitted the use of polygraphs in employment screening. True False
24.
A large-scale independent review of validity studies suggests that paper-and-pencil honesty tests cannot predict both theft and other disruptive behaviors. True False
25.
One of the concerns regarding the use of drug tests in the workplace is the undue invasion of privacy. True False
Multiple Choice Questions
26.
_____ is defined as the degree to which a measure is free from random error.
A. Reliability
B. Validity
C. Generalizability
D. Utility
E. Correlation
27.
Which of the following statements is true of the reliability of a measurement?
A. A measurement is said to be reliable when only two iterations are involved in measurement.
B. Reliability refers to the measuring instrument rather than to the characteristic itself.
C. It is not dependent on the attributes of the measuring instruments used.
D. Reliability indicates the degree to which two objects are related to each other.
E. It indicates the extent to which performance on the measure is related to performance on the job.
28.
The _____ is a measure of the degree to which two sets of numbers are related.
A. utility score
B. standard deviation
C. correlation coefficient
D. validity score
E. generalizability coefficient
29.
Which of the following correlation coefficients indicates a perfect positive relationship?
A. 1.0
B. -1.0
C. 0
D. 10
E. -6.67
30.
Which of the following correlation coefficients indicates a perfect negative relationship?
A. -10
B. -6.67
C. 1.0
D. -1.0
E. 0.0
31.
When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This is called:
A. test-interdependency.
B. test-retest reliability.
C. mutual exclusivity.
D. test utility.
E. test generalizability.
32.
Which of the following steps can help an organization increase the reliability of its interview process?
A. Using a single interviewer instead of multiple interviewers
B. Basing tests on the people who are already working
C. Providing raters with standardized training
D. Avoiding the use of common formats to rate candidates
E. Basing tests on people who were most successful in earlier interviews
33.
The extent to which performance on the measure is related to performance on the job is called:
A. reliability.
B. validity.
C. generalizability.
D. utility.
E. authenticity.
34.
Which of the following statements is true regarding reliability and validity?
A. Reliability and validity are directly proportional to each other.
B. Reliability and validity are inversely proportional to each other.
C. Reliability of a measure is essential for it to have any validity.
D. Reliability and validity are independent of each other.
E. Reliability is a necessary and sufficient condition for validity.
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