1. The Head of your department has tasked you with determining the economic valu

Question

1. The Head of your department has tasked you with determining the economic value of a new assessment tool in recruiting efforts. The best course of action would be to conduct a(n) ____________ analysis on the proposed selection system.

2. Nancy did very well on the first four pre-employment tests. Although she bombed the behavioral interview, the person who has been rating her throughout her assessments gave her very high ratings on the interview. When positive ratings from one domain spill over into another, and unfairly influence a rater's decisions, we call this the _________ effect.

3. Candidates for the open IT position were all required to fix a broken code, write a new code, and debug the company network prior to being hired. This selection strategy is commonly known as ________.

4. Standardizing the amount and type of information being received from applicants applying to the organization is one of the greatest benefits of using _______________, compared to other methods that allow applicants provide information as they see fit.

5. Matthew has developed a single-item personality measure for a new position. As this measure has only one item, it likely lacks the ability to capture a great deal of information regarding personality. As such, we can safely assume that Matthew’s measure has an extreme __________ error.

6. Restrictions related to position qualifications such as tenure, status and experience are commonly referred to as _______ criteria.

7. Advertising in publications which target women and minorities can help to increase organizational __________.

8. A graph used in the job requirements approach depicting both the job description (tasks and context) and the job specifications (KSAOs) is known as a job _________ matrix.

9. The job-analysis approach that involves collecting information on activities performed on the job, and using the information to assess needed KSAOs for each job is called the _____________ model.

10. The statistical forecasting technique that requires the most amount of data is the ____________ technique.

Explanation / Answer

Question 1

The Head of your department has tasked you with determining the economic value of a new assessment tool in recruiting efforts. The best course of action would be to conduct a(n) job analysis on the proposed selection system.

Job analysis is a systematic study of requirements as duties and responsibilities to perform a job and assessment of important dimensions.

Question 2

Nancy did very well on the first four pre-employment tests. Although she bombed the behavioral interview, the person who has been rating her throughout her assessments gave her very high ratings on the interview. When positive ratings from one domain spill over into another, and unfairly influence a rater's decisions, we call this the Halo effect

Halo effect means at the time of rating the individual, manager personal feeling on individual takes important place that means even the employee working effort is good the manager may have negative feeling which causes less rating to that employee.

Question 3

Candidates for the open IT position were all required to fix a broken code, write a new code, and debug the company network prior to being hired. This selection strategy is commonly known as Multiple hurdles or Multistage selection strategy

In this multistage selection strategy the management can know the ability of the candidate by assigning sample works.

Question 4

Standardizing the amount and type of information being received from applicants applying to the organization is one of the greatest benefits of using Screening method compared to other methods that allow applicants provide information as they see fit.

Screening or viewing the applicants information in the form of resumes is a best way to get suitable employee.

Question 5

Matthew has developed a single-item personality measure for a new position. As this measure has only one item, it likely lacks the ability to capture a great deal of information regarding personality. As such, we can safely assume that Matthew’s measure has an extreme Random Measurement error.

Question 6

Restrictions related to position qualifications such as tenure, status and experience are commonly referred to as Evaluation criteria

Question 7

Advertising in publications which target women and minorities can help to increase organizational Diversity

The increace of organizational diversity emphasises the employee morale

Question 8

A graph used in the job requirements approach depicting both the job description (tasks and context) and the job specifications (KSAOs) is known as a job Screening Matrix

Question 9

The job-analysis approach that involves collecting information on activities performed on the job, and using the information to assess needed KSAOs for each job is called the Competency based model.

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