Human Resources Final Chapter 6

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Human Resources Final Chapter 6

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1.  The process through which organizations make decision about who will be chosen to fill job openings.
2.  Process of anything at a selection decision in which a very high score on one type of assessment can make up for a low score on another.
3.  The extent to which perfomance on a measure, such a test score, is related to what the measure is designed to assess (such as job performance.)
4.  Based on showing a substantial correlation between test scores and job performance scores.
5.  Valid in other contexts beyond the context in which the selection method was developed.
6.  Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.
7.  Designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability.
8.  A way for employers to know who may want to now about candidate's personalities.
9.  A structured interview in which the interviewer describes a certain time to arise on the job, then asks the candidate what he or she would do in that certain time.
10.  Consistency between the test items or problems and the kinds of situations or problems that occur on the job.
11.  Measures a person's existing knowledge and skills.
12.  To evaluate candidates for such jobs, the organization may administer tests of the nessry skills. Sometimes the candidates take tests that involve a sample of work, or they may show existing samples of their work.
13.  Selection interview in which several members of the organization meet to interview each candidate.
14.  Capability of a test to measure a construct such as intelligence and the relationship of this construct to successful job performance.
15.  A selection interview that consists of a predetermined set of questions for the interviewer to ask.
16.  A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate.
17.  Assesses how well a person can learn or acquire skills and abilities.
18.  The extent to which a measurement generates consistent results.
19.  Assessing qualities on the basis of judgments from reference checks and interviews or directly through the use of tests.
20.  A structured intervie in which the interviewer asks the candidate to describe how he or she handld a type of situation in the past.
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