WorksheetsWork Psych 11-14
Total questions: 57
Worksheet time: 34mins
What two main principles underlie the roles that personnel selection and assessment procedures play in organisational settings?
There are individual differences between people, therefore not all people are suitable for all jobs
Future behaviour is, at least partly, predictable
Cognitive testing
Personality testing
This is a Personnel Selection process.
What are A. and B. ?
A. Job Analysis
B. Identify Selection Criteria
A. Identify Selection Criteria
B. Job Analysis
This is a Personnel Selection process.
What Is A. ?
A. Choose Selection Methods
A. Evaluate Selection Criteria
A. Evaluate Job Analysis
A. Psychometric testing
The Job Analysis is used to decide which Selection Methods will make sure the right candidates are chosen. What are some issues to consider when choosing a Selection Method?
Validity
Legality
Fairness
Cost
Candidate Reactions
Which of these is included within a Job Analysis?
Person Specification
Job Description
Competency Model
Selection Methods
A Person Specification, Job Description and Competency Model are all created at which stage of Personnel Selection?
Job Analysis
Selection Criteria
Selection Methods
Evaluation and Validation
Implementation and Decision
When performing Personnel Selection, at what stage would you decide if giving an IQ Test is appropriate?
Job Analysis
Identify Selection Criteria
Choose Selection Methods
Implement and Descision
Evaluation and Validity
As a result of the Job Analysis, the right _____ are defined, which may also be used to advertise the job.
Selection Criteria
Selection Methods
Vacancies
Ergonomics
This is a Personnel Selection process.
What is A. ?
Evaluation and Validation
Work Performance
Payment
Hiring or Firing
In a Personnel Selection process, what should the Evaluation and Validation stage entail?
Candidate's evaluation of workplace
Empirical validation of selection process
Utility assessment
Hiring the candidate
Once a candidate is hired, you may observe how well he fits into the company by performing a...
Candidate's evaluation of workplace
Empirical validation of selection process
Utility assessment
Job Analysis
Candidate's evaluation of workplace, Empirical validation of selection process and Utility assessment.
These are all performed at which stage of Personnel Selection?
Evaluation and Validation
Job Analysis
Choose Selection Methods
Identify Selection Criteria
Implementation and Decision
______ is defined as the specific characteristics and behaviour patterns a job holder is required to demonstrate in order to perform the relevant job tasks.
Competency
Validation
Reliability
Utility Assessment
When performing a Job Analysis, you should make a Competency Model for that job, which includes...
Knowledge
Attitudes
Other Abilities
Skills
When performing a Job Analysis, what are some methods of collecting data?
Observation
Info from job incumbents
Work diaries
Correlating analytical redundancies (Hebb & Fleisher, 2003)
When performing an Evaluation on your Personnel Selection (after hiring the dude), you can test whether your Predictors (interview, references, etc) accurately measure how well someone fits that job role.
What are two metrics of evaluation?
Reliability
Validity
Effectiveness
Competency
The Knowledge, Attitudes, Skills and Other Abilities needed for a job are all listed on your ______.
Competency Model
Job Description
Selection Methods
Utility Assessment
When performing an Evaluation on your Personnel Selection (after hiring the dude), you can test whether your Predictors (interview, references, etc) accurately measure how well someone fits that job role.
What are two metrics of evaluation?
Reliability
Validity
Effectiveness
Competency
It is important to evaluate the Reliability of a test.
Which of the following describes Test-Retest Reliability?
Participants are given the same test on two separate occasions with a time lag in-between
Developers design two tests to be equivalent, including items of similar content and equal difficulty
Developers split the test into two, giving both halves to participants separately
A formula that tests for Internal Reliability
It is important to evaluate the Reliability of a test.
Which of the following describes Parallel Forms Reliability?
Participants are given the same test on two separate occasions with a time lag in-between
Developers design two tests to be equivalent, including items of similar content and equal difficulty
Developers split the test into two, giving both halves to participants separately
A formula that tests for Internal Reliability
It is important to evaluate the Reliability of a test.
Which of the following describes Split-Half Reliability?
Participants are given the same test on two separate occasions with a time lag in-between
Developers design two tests to be equivalent, including items of similar content and equal difficulty
Developers split the test into two, giving both halves to participants separately
A formula that tests for Internal Reliability
It is important to evaluate the Reliability of a test.
Which of the following describes Cronbach's Alpha?
Participants are given the same test on two separate occasions with a time lag in-between
Developers design two tests to be equivalent, including items of similar content and equal difficulty
Developers split the test into two, giving both halves to participants separately
A formula that tests for Internal Reliability
It is important to evaluate the Reliability of a test.
Which of the following tests measure External Reliability?
Test-Retest
Parallel Forms
Split-Half
Cronbach's Alpha
It is important to evaluate the Reliability of a test.
Which of the following tests measure External Reliability?
Test-Retest
Parallel Forms
Split-Half
Cronbach's Alpha
A selection test or procedure displays _____ if it ‘looks right’ to the participant
Face Validity
Content Validity
Criterion Validity
Construct Validity
A selection test or procedure displays _____ if it successfully measures the pre-established behaviour you want it to measure
Face Validity
Content Validity
Criterion Validity
Construct Validity
A selection test or procedure displays _____ if it successfully measures a concept that is not directly observable
Face Validity
Content Validity
Criterion Validity
Construct Validity
A selection test or procedure displays _____ if it covers a wide representative sample of the behaviour domain being measured.
Face Validity
Content Validity
Criterion Validity
Construct Validity
What are some issues when evaluating and validating you Personnel Selection (done after the dude is hired)?
Rarely conducted adequately
Problems measuring predictor (i.e. selection method)
Problems measuring criterion (i.e. job performance)
Sampling error due to small sample size
Restricted range of scores collected
When evaluating the effectiveness of your Personnel Selection, what is the Predictor and what is the Criterion?
Predictor is Selection Method
Predictor is Job Performance
Criterion is Selection Method
Criterion is Job Performance
Which of the following has high evidence for validity AND high extent of use?
Work-Sample Tests
Structured Interview
Cognitive Ability Test
Personality Test
Which of the following has low evidence for validity but high extent of use?
Work-Sample Tests
Structured Interview
References
Personality Test
Which of the following has high evidence for validity but low extent of use?
Work-Sample Tests
Structured Interview
References
Personality Test
Which of the following has high evidence for validity but moderate to negative applicant reactions?
Work-Sample Tests
Structured Interview
Cognitive Ability Test
Personality Test
Work Sample Tests and Assessment Centres both have _____ applicant reactions.
Positive
Negative
Moderate to positive
Negative to Moderate
Information from the applicant about life history, qualifications, preferences.
What is Biodata?
What is an Assessment Centre?
What are References?
What is Graphology?
Information from the applicant from previous/current employers and/or academic sources (may be general and open ended or specific)
What is Biodata?
What is an Assessment Centre?
What are References?
What is Graphology?
What are the two most common forms of interview structure?
Behavioural
Situational
Objective
Reflexive
"How did you perform at your last job?"
Behavioural Interview
Situational Interview
"What would you say to a client who is being loud and belligerent?"
Behavioural Interview
Situational Interview
_____ are used to standardise and rate interviewee responses
Behavioural Anchored Scales
Psychometric Tests
Goal-setting theory
Interviewer Effects
What concept suggests that a worker will do a better job if he feels the goal is important, challenging, but not impossible?
Goal-Setting Theory
Commitment Theory
Marxism
Behavioural Economics
Situational Interviewing is based on what concept?
Goal-Setting Theory
Socialism
Past behaviour predicts future behaviour
Behavioural Economics
What are some problems interviewers should be aware of?
Situational Interviews ignore interviewees potential to learn
Interviewees may not do what they say
Interviewees may just be good at impression management
Interviewer effects
Assessment Centres are used to evaluate a candiate's...
Oral Communication
Problem Solving
Interpersonal Relations
Planning and Organising
Bribery Management
Assessment Centres...
Contain a series of exercises that simulate actual tasks done on the job
Usually used for assessing management skills
Last for one to several days
Usually used for janitorial positions
Assessing how well a secretary can type before hiring him would be an example of what?
Knowledge/Skill Test
Psychomotor Ability Test
A present-oriented test
A future-oriented test
What is the single best predictor of job performance?
Structured Interview
Cognitive Ability Test
Personality Test
Emotional intelligence test
Cronbach said Psychometric Tests could be indicative of _____ and _____
Maximal & Typical performance
Situational & Behavioural interviews
Ability & Personality
IQ & EQ
What is good practice as an interviewer?
Base questions on a thorough Job Analysis
Ask exactly the same question of each candidate with limited prompting
Allow questions from the candidate throughout the interview
Never use multiple interviewers on one candidate
Use statistical prediction, not clinical
What is good practice as an interviewer?
Base questions on a thorough Job Analysis
Rate each answer using multiple anchored rating scales
Use follow-up questions with detailed elaboration
Never use the same interviewer across all candidates
Use clinical prediction, not statistical
What is good practice as an interviewer?
Use detailed anchored rating scales and take detailed notes
Rate each answer using multiple anchored rating scales
Limit prompting, use follow-up questions but limit elaboration
Use the same interviewers across all candidates
Use statistical rather than clinical prediction
Cronbach said Psychometric Tests could be indicative of Maximal & Typical performance.
Cognitive ability tests tend to measure _____
Maximal performance
Typical performance
Cronbach said Psychometric Tests could be indicative of Maximal & Typical performance.
Personality tests tend to measure _____
Maximal performance
Typical performance
At what validity does a Cognitive Ability Test predict job performance?
0.58 for complex jobs
0.23 for simple jobs
0.83 for complex jobs
0.58 for simple jobs
Spatial Reasoning Test, Verbal Test & Numerical Test
These are all examples of what?
Cognitive Ability Test
Personality Test
Psychomotor Ability Test
Knowledge/Skill Test
What are some issues with Personnel Selection?
Validity of methods doesn’t necessarily match popularity
Organisations often fail to conduct adequate job analysis & validation studies
Selection is a 2-way process
Globalisation presents new challenges for selection and diversity
In reality there is often a disparity between theory & practice
