HRM Chap 6

HR analysts at a telecommunications firm analyzed the correlations between various selection tests and subsequent job performance. They found the following correlations: Personality test and job performance: 0.0; job knowledge test and job performance: 0.10; social skills test and job performance: 0.05; emotional intelligence and job performance: 0.70; and cognitive ability and job performance: 0.25. Based on these results, which selection test should this company use in the future?

• emotional intelligence
• social skills
• job knowledge
• cognitive ability
• personality test

Lamination Company a manufacturer of flooring, is looking to hire several maintenance engineers. Lamination's HR department checks with the company's engineering department to confirm that the scenarios mentioned in the test are plausible real-world scenarios that maintenance engineers might face. Which of the following types of validation is Lamination's HR team performing?

• criterion-related validation
• subjective validation
• predictive validation
• content validation
• concurrent validation

HR leaders and senior executives at a computer peripherals manufacturer want to create a selection process that enables them to successfully hire high-performing employees and achieve their diversity goals. Recommended strategies for achieving this goal would include

• the use of racial norming.
• the creation of a quota system for hiring workers from protected racial/ethnic groups.
• aggressively recruiting members of protected classes so that there are a larger number of candidates to consider.
• the creation of an affirmative action program.
• mandating diversity training for all managers and employees.

When Manhani arrives at her interview, she notices that the interview team is all Caucasian males. She feels that she will have no chance of getting the job. After two weeks, the rejection letter comes in the mail. Manhani takes the issue to the local EEOC to file a complaint claiming that the _________ legislation has been violated.

• No-FEAR Act of 2002
• Rehabilitation Act of 1973
• Patriot Act
• Civil Rights Act of 1991
• Volstead Act

Denisha and Carlton report their manager to HR because they feel that they were denied a promotion because of their age. They are both 28 and Denton was promoted and he is 47. They are claiming age discrimination. HR informs them that the law does not apply to them based solely on their age, because it does not

• allow for jury trials.
• allow punitive damages.
• permit business necessity as a ground to avoid a guilty verdict.
• protect younger workers.
• permit promotions based on performance.

An individual with a physical disability that prevents her from walking and requiring her to stay in a wheelchair applies for a production worker job at an automobile assembly plant. This job requires workers to move around a lot in a very fast-paced environment and to maneuver in tight work spaces in order to perform various assembly-line tasks. The disabled individual requests the employer to make significant modifications to the physical work environment that would be extremely costly and disruptive to the work flow of the production process so that she can perform the production worker job. The company rejects this employee for the production worker job and the applicant decides to file a disability discrimination lawsuit under the Americans with Disabilities Act. Based on this situation, what is most likely to happen?

• The applicant will win the lawsuit disabled workers should be able to get any job in which they are interested.
• The applicant will lose the lawsuit, but she will be awarded a multimillion-dollar settlement for pain and suffering caused by the employer and how it treated her.
• The employer will win the lawsuit as the accommodations requested by the applicant would pose an undue hardship to the employer.
• The employer will settle out of court with the individual who was rejected for the job.
• The employer will ultimately decide to comply with the accommodation request of the disabled individual despite the cost and disruption to the work environment.

An employer administered a job knowledge test to 200 applicants for a management trainee job. Results indicated that the scores of the job applicants fell into five distinct clusters where the scores on the job knowledge test varied within a narrow range in each cluster. In order to simplify the evaluation of the applicants, the hiring team decided to treat all applicants within each cluster as being the same for selection purposes. This is an example of

• attribution error.
• banding.
• groupthink.
• probability distribution.
• standard deviation.

Trudie is able to “read a room” and diffuse situations before they get out of hand. She has a knack for making people feel comfortable and helping opposing sides compromise. Trudie has a strong

• crystallized intelligence.
• fluid intelligence.
• emotional intelligence.
• dispositional affect.
• elligence quotient.

Reliability is

• The consistency of a performance measure; the degree to which a performance measure is free from random error.
• The extent to which a performance measure assesses all the relevant-and only the relevant-aspects of performance

A committee composed of a cross section of employees in a company evaluated the questions in a problem-solving skills test by assessing the degree to which the questions represented the range of problem-solving situations encountered by people performing a job. This is an example of the assessment of:

• criterion-related validity.
• content validity.
• utility.
• generalizability.
• reliability.