UNIVERSITY / INSTITUTE: Purdue University
CLASS / COURSE: Supervision Management
Title: Test 2
1. If you rate an avera
If you rate an average employee's performance high because you compared the employee to poor performers, you are committing a:
A. leniency error.
B. contrast error.
C. recency error.
D. central tendency error.
2. The operation of a m
The operation of a merit pay plan depends on the effectiveness of the performance appraisal system.
3. The use of polygraph
The use of polygraph tests to screen applicants:
A. is recommended procedure for all potential employees.
B. should be used only in high-security employment areas.
C. is prohibited by federal law for most private employers. 100%
D. is prohibited by executive order for government contractors only.
4. Spacing out the trai
Spacing out the training will result in faster learning and longer retention. This is known as the principle of:
C. transfer of training.
D. distributed learning.
5. Contrast errors are
Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.
6. Predictive validity
Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.
7. The type of intervie
The type of interview that allows the applicant the maximum amount of freedom in determining the course of discussion is the:
A. nondirective interview.
B. depth interview.
C. situational interview.
D. structured interview.
8. Benchmarking is conc
Benchmarking is concerned with measuring employee retention of training materials at specific points in time.
9. The most common meth
The most common method of training evaluation is assessing participant:
10. Regardless of the se
Regardless of the selection methods used, it is essential that the selection procedure be:
A. lengthy and thorough.
B. quick and efficient.
C. reliable and valid.
D. a positive experience for applicants.
11. The extent to which
The extent to which good performance on a test correlates with high marks on a performance review is an example of:
A. criterion-related validity.
B. content validity.
C. construct validity.
12. The first step in ta
The first step in task analysis is to:
A. define descriptive terms
B. reference other similar jobs
C. identify the skills required
D. list all the tasks or duties
13. Expressing appreciat
Expressing appreciation for work the employee has done well is strongly related to employee satisfaction with the appraisal feedback.
14. Compensable factors
Compensable factors include skills, effort, responsibilities, and working conditions.
15. Can-Do" factors in s
"Can-Do" factors in selection decisions include:
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SUBJECTS / CATEGORIES:
1. Human Resource