Business Proposal

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|1. The final decision to hire an applicant usually belongs to: |15. The extent to which good performance on a test correlates with high marks on| |a. the HR recruiter. b. the HR manager |a performance review is an example of: | |c. line management d. co-workers |a. | |2. The type of information obtained from an applicant should be based on: |criterion-related validity. b. content validity. | |a. job specifications. b. job design. | | |c. manning tables. d. the HR manager's preferences. |c. | |3. Using selection tests to measure applicant KSAOs against competencies for |construct validity. d. cross-validation. | |the job is called: | | |a. EEO compliance b. person-job fit |16. Examples of criteria that can be used to validate selection procedures | |c. person-organization fit d. indirect expense |include all of the following except: | |4. Placing a priority on finding individuals that meet broader organizational |a. | |requirements than job skills, including those who match the values or culture |test scores. c. performance appraisals. | |of the organization is called: | | |a. advanced selection b. person-job fit |b. | |c. person-organization fit d. person-value fit |sales figures. d. quantity and quality of output. | |5. Interest in person-organization fit has been increasing because of: | | |a. organizations' increased need for teamwork and |17. Typically, establishing validity is a matter of comparing selection test | |flexibility |scores: | |b. the movement toward union free hiring |a. | |c. job descriptions are becoming more rigid |to weighted scores on the candidates application | |d. advances in selection tools | | |6. In most organizations, selection is an ongoing process because: |b. | |a. companies want to minimize their miss rate |to supervisors' performance ratings | |b. companies want to maximize their hit rate | | |c. turnover inevitably occurs...
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