Reference no: EM13523689
TRUE /FALSE Questions
1. Measures are methods or techniques for describing and assessing attributes of objects that are of concern to us.
2. When developing measures, it is a good idea to give each rater some license to interpret the meaning of scores as fits the specific situation.
3. To achieve standardization the content of job application tests should be the same for all applicants.
4. Scoring keys for tests should be developed immediately after the test has been administered.
5. Most staffing measures can be best described as being on a ratio scale.
6. A rank ordering of five job candidates in terms of overall qualification for the job is an example of an ordinal scale.
7. Research shows that when an attribute is measured by both objective and subjective means, there is often relatively low agreement between scores from the two types of measures.
8. The standard deviation is a measure of the central tendency of a scale.
9. The most appropriate measure of central tendency for nominal scale data is the median.
10. Standard scores are also useful for determining how a person performed, in a relative sense, on two or more tests. This is helpful for comparing relative standing across several tests.
11. If an individual has a z-score of 2.0 on a performance test, this indicates this person's score is twice as high as the average test score.
12. A correlation coefficient ranges from 0 to +1.
13. A correlation between two variables does not necessarily that one causes the other.
14. A standard level for statistical significance is p<.50.
15. With very large samples, it is possible for a fairly weak relationship to still be statistically significant.
16. Measurement standardization applies to measurement content, not the administration of measurements.
17. When numbers are assigned by category, this reflects an ordinal scale of measurement.
18. If scores are classified as "low", "medium", and high", the scale of measurement is nominal.
19. Human body weight is an example of a variable measured on a ratio scale of measure.
20. Numerical employment interview ratings represent objective measures.
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External references rather than applicant surveys
: The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
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The first step in developing a selection plan
: Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.
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Legal issues
: The Uniform Guidelines in Employee Selection procedures indicates that when a selection procedure shows adverse impact, the organization must either eliminate it or justify it through presentation of validity evidence.
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Comparing scores of objective measures
: If an attribute of job performance is "planning and setting work priorities," and the raters fail to rate people on that dimension during their performance appraisal, then the performance measure is contaminated.
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Importance and use of measures key concepts
: If an individual has a z-score of 2.0 on a performance test, this indicates this person's score is twice as high as the average test score.
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How can bss know that its background testing programs
: In the past, BSS has used the following initial assessment methods: application blank, interviews with Stanley and other BSS managers, and a follow-up with the applicant's former employer. Beyond changes to its background testing program, would you ..
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Describe how organizations should apply the general
: Describe how organizations should apply the general principles of the Uniform Guidelines on Employee Selection Procedures to practical selection decisions.
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Reference reports and initial assessment in a start-up
: How can organizations avoid legal difficulties in the use of pre-employment inquiries in initial selection decisions?
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Describe the criteria by which initial assessment methods
: Some methods of initial assessment appear to be more useful than others. If you were starting your own business, which initial assessment methods would you use and why?
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