Human Resource Management: Strategic and International Perspectives
Student Resources
Multiple Choice Quiz
1. Which type of validity is of most importance for HR professionals?
- Construct validity
- Predictive (criterion-related) validity
- Content validity
- Face validity
Answer:
b. Predictive (criterion-related) validity
2. What outputs does Worker-oriented Job Analysis typically produce?
- Measures of person–organisation fit
- Job tasks and elements
- Knowledge, Skills, Abilities and Other Attributes
- A job description
Answer:
c. Knowledge, Skills, Abilities and Other Attributes
3. Which of the following selection methods is NOT considered to show acceptable predictive validity?
- Personality testing
- Biodata
- Structured interviewing
- Graphology
Answer:
d. Graphology
4. Which of the following psychological effects is likely to have the least impact on the subjective assessments of interviewers under normal circumstances?
- The beautyism effect
- The Hawthorne effect
- The similarity effect
- The halo effect
Answer:
b. The Hawthorne effect
5. Which of the following combinations of attributes best captures Silzer & Church’s (2009) attributes that define high-potential individuals?
- Openness, job satisfaction and integrity
- Emotional stability, self-efficacy and intellectual career interests
- High cognitive ability, motivation and leadership
- Emotional intelligence, organisational commitment and agreeableness
Answer:
c. High cognitive ability, motivation and leadership
6. Which of the following selection methods tend to be viewed most favourably by candidates?
- Personal contacts
- Interviews
- Graphology
- Honesty tests
Answer:
b. Interviews
7. Which piece of legislation governs recruitment and selection processes in the UK?
- The Human Rights Act
- The Disability Discrimination Act
- The Equality Act
- The Race Relations Act
Answer:
c. The Equality Act
8. Which of the following methods is NOT a legal way of ensuring fairness in selection in the UK?
- Quota systems
- Encouraging applications from minority group candidates
- Choosing job-relevant selection methods
- Recording and monitoring the proportion of minority and majority group candidates who are selected in a process
Answer:
a. Quota systems
9. According to figures cited by Brown & Vaughn (2011), what is the most recent estimate of the percentage of recruiting managers that gather social networking data on job applicants?
- 10%
- 22%
- 78%
- 45%
Answer:
d. 45%
10. What is the advantage of making selection decisions on the basis of person–organisation fit?
- Avoidance of intra-group conflict
- Ensuring the face validity of the selection process
- Ensuring fairness in the selection process
- Maximising the potential for future job performance
Answer:
a. Avoidance of intra-group conflict