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Q:
Which of the following best describes content validity?
A. It is the extent to which something provides economic value greater than its cost.
B. It is the extent to which a measurement is free from random error.
C. It is the consistency between the test items or problems and the kinds of situations or problems that occur on the job.
D. It is the consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job.
E. It is the measure of validity based on showing a substantial correlation between test scores and job performance scores.
Q:
__________ refers to the extent to which members of a society accept delayed gratification of their material, social, or emotional needs.
A) Individualism
B) Power distance
C) Dichotomy
D) Long-term versus short-term orientation
E) Uncertainty avoidance
Q:
A construction firm is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. The firm administers a construction-error recognition test, where an applicant enters a shed that has 25 construction errors and where he/she is asked to record as many of these problems as can be detected. What type of validity is being established in this case?
A. Concurrent validity
B. Construct validity
C. Content validity
D. Representative validity
E. Predictive
Q:
In __________ industries, a firms competitive position in one country is significantly affected by its position in other countries.
A) Local
B) Decentralized
C) Centralized
D) Global
E) Multilocal
Q:
Martha Stevens is the HR manager of C-Soft Inc., a software company located in New York. She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy. According to this validation, Martha must administer the test to _____.
A. at least half the present computer technicians in C-Soft
B. people doing similar jobs in other companies
C. people applying for computer technician jobs in C-Soft
D. only current computer technicians in C-Soft who are performing at acceptable levels
E. a random selection of computer technicians currently employed at C-Soft
Q:
To test the validity of the selection test for advanced widget designers, Correll-Techno Inc. administers the test to the present widget makers in the company. The test results are then compared with the employees latest performance appraisal scores. In this instance, what type of validation does Correll-Techno implement?
A. Predictive validation
B. Concurrent validation
C. Content validation
D. Construct validation
E. Diagnostic validation
Q:
A(n) __________ involves the purchase of an up-and-running business that has established suppliers and customers.
A) Start-up operation Acquisition
B) Alliance
C) Strategic alliance
D) Sole ownership
E) Acquisition
Q:
A(n) __________ allows an organization to make direct investment very gradually while sharing its risk with a knowledgeable, experienced other party while maintaining independence.
A) Joint venture
B) Alliance/partnership
C) Management contract
D) Contract manufacturing
E) Foreign direct investment
Q:
Predictive validation is more accurate than concurrent validation because _____.
A. the research administers tests to people who currently hold the job
B. test performance is influenced by firsthand experience with the job
C. the group is more likely to include people who perform poorly on the test
D. it is less time-consuming and relatively simple
E. test takers tend to be less motivated to do well on the tests
Q:
When an organization directly owns part of or an entire business in a foreign market, it is called __________.
A) franchising
B) exporting
C) licensing
D) contract manufacturing
E) foreign direct investment
Q:
Which of the following is true about predictive validation?
A. It is the least effective method of measuring validity.
B. It uses the test scores of all applicants and looks for a relationship between the scores and future performance.
C. It involves administering a test to people who currently hold a job and comparing their scores to existing measures of job performance.
D. It is the quickest and easiest method compared to other ways of measuring validity.
E. It permits an employees firsthand experience with the job to influence his performance in the test.
Q:
The organization gives up a major amount of control over processes when using contract manufacturers. A concern with this approach is:
A) variation in advertising content
B) lack of ability to relieve excess capacity
C) irresponsible use of brand names and trademarks
D) product quality concerns
E) the difficulty of finding reliable distributors
Q:
_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores.
A. Criterion-related
B. Diagnostic
C. Content
D. Convergent
E. Construct
Q:
An agreement that allows an independent organization or individual to run a business using the name of an established business for a fee is known as.
A) franchising
B) exporting
C) licensing
D) contract manufacturing
E) management contract
Q:
The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.
A. reliability
B. validity
C. generalizability
D. utility
E. dependability
Q:
The successful placement of employees within international assignments is important to the success of a transnational organization. Studies have shown that difficulty adjusting to a different ______ is the number one reason for the failure of international assignments.
A) level of collectivism
B) level of compensation
C) set of laws
D) currency
E) culture
Q:
A reliable test would be one for which scores by people with similar attributes have a correlation close to _____.
A. 1.0
B. 0
C. -1.0.
D. -10.0
E. ∞
Q:
The level of decentralization and empowerment within a culture can be understood by a reference to the ______ within that culture.
A) Individualism
B) Power distance
C) Dichotomy
D) Short-term orientation
E) Collectivism
Q:
A correlation coefficient of -1.0 between two sets of numbers indicates _____.
A. a complete lack of any correlation between the two sets
B. that when one set of numbers goes up, so does the other set
C. that when one set of numbers goes up, the other set goes down
D. a partial correlation between the two sets
E. an indefinite relationship between the two sets
Q:
The UNCTAD index is based on a composite of two ratios: foreign assets to total assets and foreign sales to total sales.
Q:
What does a correlation coefficient of 0 indicate?
A. A perfect positive relationship
B. A perfect negative relationship
C. A partial correlation
D. No correlation
E. An indefinite correlation
Q:
An organizations degree of foreign investment in relation to its domestic investment does not play a role in increasing the complexity of managing HR internationally.
Q:
The _____ of a type of measurement indicates how free that measurement is from random error.
A. reliability
B. validity
C. generalizability
D. utility
E. verifiability
Q:
Individuals from societies with a short-term orientation expect quick results, personal steadiness and stability, and place less emphasis on status.
Q:
At which stage in the selection process are supervisors and team members often involved?
A. Administering tests
B. Receiving rsums from various sources
C. Screening applications
D. Reference and background checks
E. Interviewing candidates
Q:
Large corporations such as Walmart, are generally successful when they decide to embark on ventures within foreign markets, and because of their size, do not need to be concerned about the complexities associated with international HR issues within smaller companies.
Q:
For most companies, the first step in the personnel selection process is _____.
A. verifying the applicants qualifications through reference and background checks
B. negotiating with the employee regarding salary and benefits
C. screening the applications to see who meet the basic requirements for the job
D. administering tests and reviewing work samples to rate the candidates abilities
E. inviting candidates with the best abilities to the organization for one or more interviews
Q:
Individuals from societies with high levels of uncertainty avoidance tend to have a strong task orientation, prefer flexible work hours, and feel a strong loyalty to their employer.
Q:
The process through which organizations make decisions about who will or will not be allowed to join the organization is referred to as _____.
A. recruitment
B. job analysis
C. forecasting
D. trend analysis
E. personnel selection
Q:
HR within a global company is complex because of the different cultures, politics and laws that exist between locations.
Q:
People from highly individualistic societies attach more importance to freedom and challenges in jobs.
Q:
The degree of cultural differences is one of the factors that affect the level of difficulty involved in operating HR on an international basis.
Q:
The multiple-hurdle model is based on a process of increasing the number of candidates at each stage of the selection process.
Q:
Interviews are the least expensive method of employee selection.
Q:
In global industries, business policies and practices can be as centralized or as decentralized, as management prefers.
Q:
Interviewing is considered the most accurate basis for making a selection decision.
Q:
It is difficult to operate in a decentralized fashion in a multilocal industry because of the high need for coordination.
Q:
Factors associated with a companys task environment influence a companys decision to invest in the international market.
Q:
In a behavior description interview, the interviewer asks the candidate how he or she handled a type of situation in the past.
Q:
In a nondirective interview, the interviewer asks questions from an established set of questions.
Q:
Strategic alliances permit organizations to share risk and expenses, and also enable each partner to tap into and benefit from the strengths of the other.
Q:
While multinational corporations sell their brand of product in multiple global locations, they typically use raw materials sourced from a local source.
Q:
The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.
Q:
A major disadvantage to joint ventures is the potential for conflict between the partners.
Q:
The results of a personality test are the most reliable.
Q:
Technological innovations, lower costs associated with skilled labor, and direct access to growing markets are all putting pressure on companies to decrease global expansion.
Q:
The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.
Q:
Some firms prefer to enter international markets through actual ownership of business.
Q:
Race norming refers to establishing different norms for hiring members of different racial groups.
Q:
Management contract is a special form of licensing.
Q:
Achievement tests assess how well a person can acquire skills and abilities
Q:
A licensee leases the right to use intellectual property of another firm.
Q:
Licensing is one means of entering a foreign market.
Q:
Most organizations check references as soon as they receive the candidates application form.
Q:
Review of rsums is most valid when the content of the rsums is evaluated in terms of the elements of a job description.
Q:
Third parties that specialize in facilitating importing and exporting are called intermediaries.
Q:
An application form can request information regarding an applicants marital status and race.
Q:
What are examples of high-performance work practices (HPWP)?
Q:
The Fair Credit Reporting Act requires that employers obtain a candidates consent before downloading his/her rsum from an on-line job site.
Q:
List a 3 to 5 major Human Resources Management (HRM) responsibilities.
Q:
Under the ADA, when an employer makes hiring decisions, he is permitted to use employment physical exams that could reveal a psychological or physical disability.
Q:
List three to five characteristics of High-Performance Work Practices (HPWP) and tell how you think they are related to corporate financial performance.
Q:
What are the four trends relevant to the growing importance for HRM and why have they increased HRMs status?
Q:
Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.
Q:
Why is measurement so important for effective HRM?
Q:
Selection procedures that provide economic value greater than the cost of using them are said to have utility.
Q:
Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.
Q:
Describe the discrepancies between HRM practice and the recommendations from academic research.
Q:
Predictive validation is less time consuming and the easiest to administer.
Q:
Discuss how organizational commitment, job satisfaction, employee engagement and other so-called soft measures are relevant to an organization's bottom-line.
Q:
A predictive criterion-related validation strategy correlates job incumbents scores on a test with existing measures of their performance.
Q:
List a few common activities that are part of the organizational design HRM domain.
Q:
The degree to which a measure is free from random error refers to its validity.
Q:
Describe the six steps necessary for an organization to develop a workforce scorecard.
Q:
Describe how technology impacts HR services, including communication, access to information, and measurement of HR activities.
Q:
A reliable measurement generates consistent results.
Q:
Research has shown that there is_____ between HR metrics and business success metrics such as productivity, customer satisfaction and sales. A) a quantifiable connection B) not a connection C) a temporary connection D) not a permanent linkage E) only a negative relationship
Q:
The process of selecting employees remains constant for all organizations and for all jobs.
Q:
HRM is concerned with ensuring that ___________.
A) employees are happy and pampered and offered benefits above market
B) employees that are engaged and productive are retained
C) employees are given extra benefits if they are in a particular demographic group
D) technology is used in a minimal way when it comes to managing employee performance
E) increases in employee compensation is based strictly on seniority
Q:
If an organization identifies a function that is not a core competency, they may consider _____.
A) increasing funding to that function
B) hiring more employees to increase the efficiency of the function
C) increasing the compensation for the employees in that function
D) outsourcing that function to an outside company that specializes in that function
E) dedicating more managerial talent to that function