HRM 200 Chapter 7 Exam Questions with All Correct Answers
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Module
HRM 200
Institution
HRM 200
HRM 200 Chapter 7 Exam Questions with All Correct Answers
Motor abilities a firm might want to measure include all of the following EXCEPT:
A) reaction time.
B) speed of arm movement.
C) manual dexterity.
D) spacial visualization.
E) finger dexterity. - Answer-D) spacial visualization.
...
HRM 200 Chapter 7 Exam
Questions with All Correct
Answers
Motor abilities a firm might want to measure include all of the following EXCEPT:
A) reaction time.
B) speed of arm movement.
C) manual dexterity.
D) spacial visualization.
E) finger dexterity. - Answer-D) spacial visualization.
The following are physical abilities that an employer might want to measure EXCEPT:
A) stamina.
B) lifting strength.
C) pulling/pushing strength.
D) verbal abilities.
E) climbing. - Answer-D) verbal abilities.
Personality tests can measure basic aspects of an applicant's personality, which include
all of the following
EXCEPT:
A) stability.
B) dexterity.
C) motivation.
D) neurotic tendency.
E) introversion. - Answer-B) dexterity.
A test in which an ambiguous stimulus is presented and the person taking the test is
expected to interpret or
react to it is a common type of:
A) personality test.
B) intelligence test.
C) interest inventory.
D) achievement test.
E) aptitude test. - Answer-A) personality test.
,The screening tool which is most often used by employers in the selection process is:
A) working sampling.
B) assessment centre.
C) personality test.
D) interview.
E) interview and personality test. - Answer-D) interview.
Which of the following statements about personality testing is true?
A) The "Big Five" personality dimensions include extroversion, emotional stability,
agreeableness,
conscientiousness, and openness to experience.
B) Personality tests are not very useful for hiring purposes.
C) Extroversion is a valid predictor of performance for all occupations.
D) Attainment of the full potential of personality testing relates primarily to the careful
analysis of test
results.
E) The predictive power of personality tests is generally quite low. - Answer-A) The "Big
Five" personality dimensions include extroversion, emotional stability, agreeableness,
conscientiousness, and openness to experience.
Tests used to measure knowledge and/or proficiency acquired through education,
training and experience
are known as:
A) interest inventories.
B) aptitude tests.
C) achievement tests.
D) personality tests.
E) intelligence tests. - Answer-C) achievement tests.
Work samples focus on measuring:
A) physical abilities only.
B) job performance directly.
C) expert appraisers' evaluations.
D) the "Big Five" personality dimensions.
E) hypothetical situations. - Answer-B) job performance directly.
Interest inventories are tests that:
A) measure basic elements of personality.
B) apply to extroversion and emotional stability.
C) measure job performance directly.
D) measure knowledge and/or proficiency.
E) compare a candidate's interests with those of people in various occupations. -
Answer-E) compare a candidate's interests with those of people in various occupations.
, The two- to three-day strategy used to assess candidates' management potential is
known as:
A) a managerial aptitude test.
B) a supervisory interest inventory.
C) an in-basket exercise.
D) a leaderless group discussion.
E) a management assessment centre - Answer-E) a management assessment centre
Examples of strategies used in a typical assessment centre include all of the following
EXCEPT:
A) objective tests.
B) an in-basket exercise.
C) a leaderless group discussion.
D) on-the-job training.
E) individual presentations. - Answer-D) on-the-job training.
Assessment centres are:
A) a tool that assesses management potential using a special room with a one-way
mirror.
B) useful for predicting success in jobs of all levels.
C) an inexpensive selection strategy.
D) a better predictor of performance than any other selection tool.
E) characterized by all of the above. - Answer-A) a tool that assesses management
potential using a special room with a one-way mirror.
Micro-assessment focuses on:
A) computer-based questions.
B) individual performance.
C) verbal questions.
D) paper-based questions.
E) group performance. - Answer-B) individual performance.
All of the following are reasons that employers may include a medical examination as a
step in the selection
process EXCEPT:
A) to reduce absenteeism and accidents.
B) to establish a baseline for future insurance or compensation claims.
C) to determine that the applicant qualifies for the physical requirements of the position.
D) to provide documentation to justify not hiring a qualified individual with a physical
disability that
would prevent him or her from performing the essential job duties.
E) There are no exceptions listed above. - Answer-D) to provide documentation to
justify not hiring a qualified individual with a physical disability that
would prevent him or her from performing the essential job duties.
The purpose of pre-employment substance abuse testing is to:
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