FiltersDone

Question type

Essay

Multiple Choice

Short Answer

True False

Matching

Exam 10: Decision Making

Show Answer

Share

---

All types

Filters

Study FlashcardsPractice ExamLearn

Question 31

True/False

Review LaterAdd Note

Review Later

Banding involves ranking applicants on the basis of their total scores and selecting from the top down until the desired number of candidates has been selected.

A) True
B) False

Correct Answer

verified

Show Answer

Question 32

Multiple Choice

Review LaterAdd Note

Review Later

What is the simplest way of combining applicant information in the selection process

A) Add the scores together.
B) Apply weighted averages.
C) Apply moving averages.
D) Separate quantitative and qualitative data.

E) B) and D)
F) B) and C)

Correct Answer

verified

Show Answer

Question 33

Multiple Choice

Review LaterAdd Note

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company.In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc.used employee referrals and an informal interview process in selecting employees.Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer.TS Inc.has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources.In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1.Currently, TS Inc.is using objective sources such as test scores to collect applicant information.How is this approach defined

What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company.In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc.used employee referrals and an informal interview process in selecting employees.Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer.TS Inc.has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources.In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1.Why would TS Inc.management be concerned about false positive errors

In the profile matching model, current employees who are poor performers are assessed on several predictors.

In banding, employers may select within bands on the basis of secondary criteria, such as education, experience, or professional conduct.Minority status can be used only as a tiebreaker among individuals with the same scores.

In which approach are data combined statistically

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice

Which of the following does NOT reduce the objectivity of group decisions

Which concept refers to the value, in terms of increased validity, of adding a particular predictor to an existing selection system

Describe three selection decision-making models.What are the advantages of each

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company.In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc.used employee referrals and an informal interview process in selecting employees.Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer.TS Inc.has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources.In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1.There are several constraints and competing demands when making selection decisions.Which is NOT a constraint for TS Inc.

Surveys indicate that in most organizations one individual makes selection decisions.

In which approach are judgmental data combined statistically

For an employment contract to be valid and enforceable there must be consideration.

Some organizations collect and combine applicant information from objective sources, such as tests or biographical inventories, and the decision maker examines these data to form an overall, subjective impression of the applicant's suitability for the job.Which of the following terms refers to this approach

Regarding the accepted standard for passing a course in most general undergraduate university degree programs, what cutoff score was established by convention

Which concept refers to the proportion of applicants who are hired for one or more positions

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company.In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc.used employee referrals and an informal interview process in selecting employees.Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer.TS Inc.has used proper selection methods, such as screening, testing, and structured interviews, but is not sure about how to integrate the data from these various sources.In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1.Which term defines TS Inc.'s president's decision-making style, in which he bases his selection decisions on whether he likes the applicant and how he feels about the applicant