QUIZ 2 STAFFING A231 GRP D

Within the context of the selection process, the “logic of prediction” means that

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  indicators of an applicant’s future performance are predictive of likely job performance.

• indicators of a person’s degree of success in past situations should be predictive of future job success.

• predictors of job performance are correlated with KSAOs.

• indicators of job outcomes can be used to predict job performance.

Which of the following is necessary for the logic of prediction to work in practice for selecting employees?

• the organization has adopted a thorough competency modeling approach

• that each candidate is assessed based on his or her unique experiences

• qualifications carry over from one job to another

• anonymous periodic reviews of applicant files to ensure accuracy

In comparing internal selection with external selection, an advantage of internal selection is that ________.

• internal selection requires few procedures to locate and screen viable job candidates

• information about internal candidates tends to be more verifiable than information about external candidates

• internal selection presents fewer dangers of incurring legal liability than external selection

• there is less need to use multiple predictors in assessing internal candidates than with external candidates

When comparing external to internal selection, which of the following statements are true?

• measures of personality and cognitive ability have been found to be valid predictors for both internal and external selection

• external selection involves more steps than internal selection

• measures of personality and cognitive ability, which are valid for external selection, have no value in internal selection

• in practice, organizations can get more in-depth information about external candidates’ previous job experiences

Which of the following are advisable actions in the early job offer process?

• Avoid making overly specific statements in conversations with new hires to avoid being held legally responsible for such statements.

• Clarify expectations for the new job and ensure that these promises and expectations are met whenever possible.

• Ensure that new hires have a positive set of expectations regarding all aspects of the employment relationship.

• Obtain mutually binding promises from employees that they will fulfill their side of the employment relationship.

Where can staffing professionals find information they should communicate about the contribution of a new hires’ job to the organization’s goals?

• from the relationship-rewards matrix

• from competency modeling

• from validation studies

• from the critical incidents method

The types of employee turnover include ________.

• voluntary

• discharge

• downsizing

• All of the answer choices are correct.

Care must be taken in interpreting data on turnover types because

• benchmarks are used for classification information in most organizations.

• few organizations collect information on the types of turnover.

• demarcation between types of turnover is based on the opinions of the supervisors who enter the data.

• the premise here is false; most classification of reasons for turnover is accurate.

Discharge turnover is usually due to ________.

• a site or plant closing

• permanent layoff

• poor employee performance

• None of the answer choices are correct.

Turnover due to organizational downsizing is classified as ________.

• voluntary

• involuntary

• supplemental

• it depends on the circumstances of the downsizing