Q&A Hero

Human Resource

Q: Survey feedback is a convenient way to unfreeze a company's management and employees by crystallizing the fact that the organization does have problems to solve.
Q: Sensitivity training seeks to increase participants' insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group.
Q: Organizational development usually involves action research.
Q: Employee orientation programs range from brief, informal introductions to lengthy, formal courses.
Q: The case study method aims, first, to give trainees realistic experience in identifying and analyzing complex problems in an environment wherein their discussion leader can subtly guide their progress.
Q: The ultimate aim of managerial development programs is to enhance the organization's future performance.
Q: Companies devote many hours to training new employees to listen to each other and cooperate.
Q: Teamwork at work comes naturally.
Q: One study called the American workforce "ill-prepared."
Q: Mobile learning lends itself particularly well to training that needs a lot of graphics.
Q: Lifelong learning refers to the need for employees to learn things that they will use for their entire lifetime.
Q: Simulated training combines the advantages of on- and off-the-job training.
Q: Behavior modeling involves showing trainees, or modeling, the right way of doing something, letting each person practice the right way to do it, and providing feedback regarding performance.
Q: Vestibule training's attractiveness is because of its lower costs or increased safety.
Q: University-based executive education is becoming more realistic, relying more on active learning, business simulations, and experiential learning.
Q: Formal learning provides the bulk of on the job learning.
Q: Once you have a properly designed training program, motivation is not an issue.
Q: What is a management assessment center? What else can managers use these centers for besides selection? Provide five examples of typical simulated exercises used in management assessment centers.
Q: Explain the five steps in the validation process.
Q: Describe the three main ways to demonstrate a test's validity in employment testing.
Q: How can employers protect themselves against claims of negligent hiring?
Q: Why is it important to select the right employees for a position?
Q: How do nonverbal behaviors and impression management affect interviewer ratings of candidates?
Q: Screening can help dysfunctional behaviors at work.
Q: What is negligent hiring?
Q: Once a candidate allows a company to use a test, the test taker gives up all rights.
Q: List the steps needed to validate a test.
Q: What is reliability?
Q: List and describe two types of validity.
Q: List three "do's" for interviews.
Q: List and explain two basic interview types. Explain which one might be better.
Q: Explain two basic types of interviews.
Q: What is a management assessment center?
Q: What is an achievement test? Give an example.
Q: Why is careful selection important?
Q: Behavioral interview questions focus on past situations.
Q: Nonverbal behavior can affect applicant's rating in an interview.
Q: You should not have the candidate sign a release for background checking so as not to alert him/her that you will be checking.
Q: A polygraph measures physiological changes in the human body and is used to detect lies.
Q: Handwriting analysis is used to predict personality traits.
Q: Drug tests always correlate closely with impairment levels.
Q: Graphology's validity is undeniable.
Q: What problems are associated with drug testing?
Q: The polygraph is the only honesty test available to employers.
Q: The Personality Profile Analysis can be completed online in 10 minutes.
Q: Jane follows John in an interview session. John is a particularly inept individual who is nervous and comes across poorly. Jane is more likely to be perceived in a positive light.
Q: In an interview, it is recommend that you begin the interview by jumping right in to the crux of the matter.
Q: Interview panels that have racially balanced composition rated white applicants higher across all panel members.
Q: Behavioral interview questions focus on future behavior.
Q: In an interview, according to one researcher, you have lots of time to make an impression on the interviewer.
Q: Structured interviews are more reliable than unstructured ones.
Q: A structured interview is the only kind that is allowed in organizations.
Q: Projective personality tests allow for rejected candidates to claim that the results violate the Americans with Disabilities Act.
Q: The in-basket exercise is a personality test exercise.
Q: Computerized and online testing can only be done with esoteric, unconventional tests.
Q: Achievement tests measure what a person has learned.
Q: Although personality tests are used quite frequently, they are not reliable.
Q: Industrial psychologists often study the "big seven" personality dimensions.
Q: Interest inventories compare one's interests with those of people in various occupations.
Q: Reliability is not a concern with respect to a test's validity.
Q: First impressions created from candidate application forms and personal appearance can affect interviewer ratings of candidates.
Q: Rejected applicants who receive bad references could sue the source of a reference for defamation of character.
Q: Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of those people in various occupations.
Q: A minority of HR managers check applicants' backgrounds.
Q: Lower-level workers such as clerks are cheap to hire.
Q: Avoiding negligent hiring claims requires taking every single precaution possible.
Q: Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.
Q: Criterion validity emphasizes judgment.
Q: There are six steps in the validation process beginning with analyzing the job and concluding with revalidation.
Q: Validity confirms that one is measuring something consistently.
Q: Reliability confirms that one is measuring what one intends to measure.
Q: Test validity answers the question, "Does this test measure what it's supposed to measure?"
Q: Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.
Q: An internal comparison estimate measures internal consistency.
Q: A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.
Q: Effective selection depends to a large degree on the concept of validity but not reliability.
Q: Most interviews are one-on-one.
Q: The interview is the most widely used personnel selection procedure.
Q: Consider the following question: "What factors should be considered when developing a customer database?" What type of question is this? A) background B) past behavior C) situational D) job knowledge
Q: Consider the following question: "What work experience do you have in marketing and sales?" What type of question is this? A) background B) behavioral C) situational D) job knowledge
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