Question 1

A person's ability is a function of two organizational practices: selection and training.

Accepted Answer

Both selection and training contribute to a person's ability to perform at work. Selection ensures that the right people are hired for the job based on their skills, knowledge, and experience. Training helps to develop and enhance those skills, knowledge, and experience, thereby improving a person's ability to perform effectively in their role.

Question 2

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Accepted Answer

Job analysis provides a detailed and accurate description of the duties and responsibilities of a job, as well as the required skills, qualifications, and experience. This information can help job applicants understand the job requirements and responsibilities, which can prevent them from developing unrealistic expectations about the job.

Question 3

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Accepted Answer

The primary goal of selection is to predict how well a job applicant will perform in the job for which they are being considered. This prediction is based on various assessments and evaluations that are conducted during the selection process.

Question 4

The crucial issue in the selection process is whether an organization can collect information from applicants and then decide who are to be given employment offers.

Accepted Answer

The answer of The crucial issue in the selection process...

Question 5

When developing the selection program it is important to determine how job performance is measured and what level of performance is regarded as successful.

Accepted Answer

It is important to have a clear understanding of job performance metrics and success criteria in order to develop a selection program that effectively identifies candidates who are likely to perform well in the role.

Question 6

Content validation uses the scores on the selection devices from a representative sample of individuals and measures how well each of these individuals is performing important parts of the job.

Accepted Answer

The answer of Content validation uses the scores on the...

Question 7

An assumption in selection is that applicants possess different amounts of the KSAs that are necessary for job performance.

Accepted Answer

This is a common assumption in the selection process, as organizations seek to identify the most qualified candidates by assessing their knowledge, skills, and abilities (KSAs) that are relevant to the job requirements. By recognizing that applicants may possess different levels of these competencies, employers can evaluate them fairly and objectively based on their potential to succeed in the role.

Question 8

A promotion decision is a selection decision.

Accepted Answer

A promotion decision involves selecting an individual for a higher position or role, which is a form of selection. Therefore, it is a selection decision.

Question 9

Empirical validation takes the data produced by the judgments of workers and managers and uses them to determine the relationship between the selection test and job performance.

Accepted Answer

The answer of Empirical validation takes the data produced by...

Question 10

Information as to what constitutes successful job performance is used to identify KSAs that a worker should possess.

Accepted Answer

Information about successful job performance helps to identify the necessary knowledge, skills, and abilities (KSAs) required for an individual to perform a job successfully.

Question 11

Selection is more closely related to recruitment than it is to the other HRM programs.

Accepted Answer

Selection is a crucial step in the recruitment process, as it involves choosing the most suitable candidate for a particular job position, based on their qualifications, skills, and experience. Therefore, selection is more closely related to recruitment than it is to other HRM programs, such as training and development, performance management, or compensation and benefits.

Question 12

The systematic collection of information from applicants is basically the same regardless of the position that is being filled.

Accepted Answer

The systematic collection of information from applicants can vary significantly depending on the position being filled, as different roles may require different skills, experiences, and qualifications.

Question 13

The starting point in the selection process is job analysis.

Accepted Answer

Job analysis is the process of identifying the tasks, duties, and responsibilities of a particular job, as well as the knowledge, skills, and abilities required to perform it effectively. This information is essential for developing job descriptions, determining the qualifications needed for the job, and selecting candidates who are a good fit for the position. Therefore, job analysis is the starting point in the selection process.

Question 14

An individual employee's work performance is made up of two factors: the ability of the individual and the effort the individual puts forth.

Accepted Answer

An individual employee's work performance is determined by both their ability and the effort they put forth. Ability refers to the skills, knowledge, and expertise that an individual possesses, while effort relates to the energy and dedication that they put into their work. Both factors are essential in determining an employee's performance.

Question 15

Selection occurs only in the context of a first position for a new employee.

Accepted Answer

Selection can also occur in the context of promotions or transfers within a company, not just for new employees in a first position.

Question 16

It can be stated with certainty that strategic HR causes higher levels of performance.

Accepted Answer

Strategic HR is associated with higher performance, but causation cannot be stated with certainty due to various influencing factors and complexities in organizational dynamics.

Question 17

Research indicates that strategic HRM is related to positive outcomes for organizations.

Accepted Answer

Research studies have consistently shown a positive correlation between strategic HRM and organizational performance. Organizations that adopt a strategic approach towards HRM tend to have better employee performance, job satisfaction, retention, and overall business outcomes. Strategic HRM involves aligning HR practices with the organization's goals, vision, and culture to effectively manage and develop human capital.

Question 18

An application form is a poor way to collect information on applicant KSAs.

Accepted Answer

An application form is a structured way to collect information on an applicant's Knowledge, Skills, and Abilities (KSAs), making it an effective tool for initial screening.

Question 19

The usefulness of the selection decision should be viewed in terms of its effects over time.

Accepted Answer

The selection decision can have long-term effects on an organization, such as the productivity and performance of the selected employee, as well as the success of the organization as a whole. Therefore, it is important to consider the long-term impact of the decision.

Question 20

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

Accepted Answer

Formalized selection programs aim to standardize the selection process and collect the same information from all applicants to ensure fairness and objectivity.

Quiz 1: An Introduction to Selection