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Managing Human Resources 17th Edition by

Scott A. Snell -Test Bank


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Managing Human Resources 17th Edition by Scott A. Snell -Test Bank

Chapter_06_Employee_Selection

1. While the overall selection process is the responsibility of the HR department, line managers often
make the final decision about hiring personnel into their unit.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills
STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

2. The number of steps in the selection process and their sequence will vary, not only with the
organization, but also with the type and level of jobs to be filled.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

3. As more steps are generally required when filling positions externally, companies often try to hire
within and advertise externally only as a last resort.

a. True

b. False

ANSWER: False

POINTS: 1
DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

4. A test that gives comparable scores when it is administered to the same individual a few days apart is
unreliable.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

5. Reliability refers to what a test or other selection procedure measures and how well it measures it.

a. True

b. False
ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

6. Reliability refers to the extent to which two methods yield similar results but are not consistent with
one another.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


7. If an organization’s selection procedures yield comparable data over a period of time, the
procedures are valid.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

8. Validity refers to what a selection procedure measures and how well it measures it.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

9. Criterion-related validity is the extent to which a selection tool predicts or correlates with important
elements of work behavior.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

10. Concurrent validity involves testing applicants and obtaining criterion data after they have been on
the job for some indefinite period.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

11. Predictive validity is assessed when the test scores of job applicants are held against the
performance data of existing employees.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

12. Concurrent validity is determined by comparing the applicant’s test scores with the supervisor’s
performance ratings.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

13. Correlation (validity) coefficients range from 0.00 to 1.00.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

14. A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor
and criterion data.

a. True
b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

15. The higher the overall validity of a selection procedure is, the greater the chances are of hiring
individuals who will be the better performers.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


16. According to the job board CareerBuilder, fewer people lie on application forms relative to their
resumes.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

17. Interviewers should steer clear of issues such as age, race, marital status, and sexual orientation.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

18. The closer the content of the selection instrument is to actual work samples or behaviors, the
greater its content validity.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

19. Content validity is the most complicated type of validity to assess.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

20. Asking an accountant applicant to solve accounting problems similar to those encountered on the
job is an example of construct validity.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

21. Construct validity refers to the extent to which a selection tool measures a trait, such as intelligence
and anxiety.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

22. Most organizations require application forms to be completed because they provide a fairly quick
and systematic means of obtaining a variety of information about the applicant.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

23. On application forms, questions about arrests are not permissible.

a. True
b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG: Ethics

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

24. Firms that operate in more than one state can easily develop one form to use in all locations.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


25. Most large companies accept applications online.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

26. A key advantage of accepting applications online is that companies can recruit candidates and fill
their job openings much faster.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

27. To protect themselves from hiring potentially bad employees, organizations are encouraged to ask
job applicants about past arrests on biographical information blanks.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

28. In highly structured interviews, the interviewer determines the course that the interview will follow
as each question is asked.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

29. Structured interviews are less likely than nondirective interviews to be attacked in court.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

30. A behavioral description interview focuses on hypothetical situations.

a. True

b. False

ANSWER: False
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

31. Organizations should try to avoid using telephone reference checks because they are less reliable
than written references.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-4

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

32. In most instances, employers can legally use polygraph tests to screen applicants.

a. True

b. False
ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

33. “Lie detectors” legally include pencil-and-paper honesty tests in addition to mechanical and
electronic devices.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPORG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


34. Because of legislation prohibiting their use except in special occupations, use of lie detectors in
private firms is extremely low.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

35. Sequential interviews are very common.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

36. Most interviews take place in person.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

37. Federal courts have significantly expanded the areas of questioning permitted during an interview.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3


NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

38. Legally, medical examinations can be administered to an applicant before he or she has been made
a conditional employment offer.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

39. The Americans with Disabilities Act severely limits the types of medical inquiries and examinations
that employers may use.

a. True

b. False

ANSWER: True
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

40. It is inappropriate for an interviewer to ask men if they are married or have children.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Ethics

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

41. A pre-employment test is a subjective measure of behavior.

a. True

b. False
ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

42. Based on the Privacy Act of 1974, individuals have a legal right to examine reference
documentation about them.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


43. Measures of general intelligence, such as IQ tests, are not generally regarded as good predictors of
job performance across a variety of jobs.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

44. Extroversion refers to the degree to which someone is insightful, creative, artistic, and curious.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

45. Personality tests measure such things as agreeableness, extroversion, and openness to experience.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

46. Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and
flexible.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

47. Openness to experience refers to the degree to which someone is insightful, creative, artistic, and
curious.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

48. Personality tests can inadvertently discriminate against individuals who would otherwise perform
effectively.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

49. Physical ability tests tend to predict performance, accidents, and injuries.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

50. Because of the physical differences between the genders, physical ability tests should be carefully
validated on the basis of the essential functions of the job.

a. True
b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

51. If a work sample test includes major job functions and predicts job success, it has content validity.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


52. If a work sample test includes major job functions and predicts job success, it has construct validity.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

53. Employment interviews can serve as a public relations tool for employers.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


54. “Tell me more about your experiences on your last job” is an example of a nondirective interview
question.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

55. Data obtained from nondirective interviews are difficult to validate.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills
STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

56. A situational interview asks the applicant what they actually did in a given situation.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

57. Situational interviews ask the applicant how they would respond, while behavioral description
interviews ask the applicant how they did respond.

a. True

b. False

ANSWER: True

POINTS: 1
DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

58. Behavioral description interviews are based on hypothetical situations.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

59. Behavioral description interviews appear to be more effective than situational interviews, especially
for higher-level positions.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

60. HRM specialists have found that panel interviews lead to higher reliability and shorter decision-
making period than one-to-one interviews.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


61. Video interviews have the advantages of speed and cost effectiveness.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

62. Federal law requires comprehensive background checks for all child care providers and prohibits
convicted felons from engaging in financial and security-oriented transactions.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-4

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

63. Police, firefighting, and teaching areas appear to be more prone to discrimination litigation.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

64. It is much easier to measure what individuals can do than what they will do.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6


NATIONAL STANDARDS: United States – BUSPROG: Analytic

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

65. In the clinical approach to selection, different evaluators assign different weights to an applicant’s
strengths and weaknesses.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

66. The clinical approach to selection eliminates personal biases and stereotypes.

a. True

b. False

ANSWER: False
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

67. The statistical approach to decision making is less objective than the clinical approach.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

68. A selection model is compensatory if it requires applicants to achieve some minimum level of
proficiency on all selection dimensions.

a. True

b. False
ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

69. With a compensatory model, a low score on one selection test may not eliminate a candidate if he
or she gets a high score on another test.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


70. The multiple hurdle model is a sequential strategy in which only the applicants with the highest
scores at an initial test stage go on to subsequent stages.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

71. The selection ratio is the ratio of the number of applicants to be selected to the total number of
applicants.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

72. The type of information obtained from an applicant should be based on:

a. job specifications.

b. the biographical data set.

c. manning tables.

d. the HR manager’s preferences.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

73. What is usually the first step in the selection process?

a. Reference check

b. Submission of resume

c. Interviews

d. Background checks
ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

74. Which of the following should NOT be asked on an application form?

a. Application date

b. References

c. National origin

d. Criminal convictions

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

75. The interview remains a mainstay of selection because of all of the following, EXCEPT:
a. it absolves the organization of legal liability.

b. it is practical.

c. it serves public relations purposes.

d. interviewers maintain confidence in their judgments.

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

76. The difference between the situational interview and the behavioral description interview is that:

a. there is no difference, the terms are synonymous.

the situational interview is for technical positions, while the behavioral description interview
b.
applies to upper-level management positions.

the situational interview is hypothetical, while the behavioral description interview is based
c.
upon actual experience.

the behavioral description interview is hypothetical, while the situational interview is based
d.
upon actual experience.

ANSWER: c

POINTS: 1
DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

77. During the selection procedure, an applicant may be rejected:

a. after the preliminary interview.

b. after completing the application blank.

c. after selection test results are received.

d. at any step in the procedure.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

78. 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.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

79. The degree to which selection procedures yield comparable data over a period of time is known as:

a. consistency.

b. reliability.

c. validity.

d. conformity.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

80. If two or more methods yield consistent results, the selection procedure can be described as:

a. having predictive validity.

b. being reliable.

c. being redundant.

d. having content validity.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

81. The Uniform Guidelines recognizes and accepts all of the following approaches to validation
EXCEPT:

a. criterion-related validity.

b. content validity.

c. utility validity.

d. construct validity.
ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

82. The degree to which a test or selection procedure measures a person’s attributes is termed:

a. evidence.

b. accuracy.

c. reliability.

d. validity.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


83. 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. clinical approach.

c. construct validity.

d. cross-validation.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

84. Typically, establishing validity is a matter of comparing selection test scores:

a. to weighted scores on the candidates’ application.

b. to supervisors’ performance ratings.

c. to previous scores done in a similar occupation.

d. before and after hiring.

ANSWER: b

POINTS: 1
DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

85. Giving applicants a clerical aptitude test and then tracking their performance six months later is an
example of:

a. predictive validity.

b. concurrent validity.

c. content validity.

d. correlational validity.

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

86. The process in which a test or battery of tests is administered to a different sample (drawn from the
same population) for the purpose of verifying the results obtained from the original validation study is
called:
a. redundancy validation.

b. repeat validation.

c. cross-validation.

d. inferential validation.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

87. Obtaining criterion data at about the same time as test scores (or other predictive information) is
the technique used in:

a. predictive validity.

b. concurrent validity.

c. content validity.

d. correlational validity.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Knowledge

88. The results of a validation study are usually reported in the form of a:

a. correlation coefficient.

b. validity indicator.

c. scale from 1 to 10.

d. standard deviation.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

89. Validity coefficients range from:

a. 0.00 to 1.00.

b. 1.00 to 10.00.

c. -5.00 to +5.00.
d. -1.00 to +1.00.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

90. A validity coefficient of -1.00 indicates a(n):

a. complete lack of correlation.

b. error in math.

c. perfect negative correlation.

d. perfect positive correlation.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


91. Which of the following is an inappropriate interview question?

a. Where did you go to school?

b. Have you ever been convicted of a crime?

c. Where were you born?

d. Are you legally authorized to work in the United States?

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

92. _____ require the applicant to perform tasks that are actually a part of the work required on the
job.

a. EEOC tests

b. Work sample tests

c. Job knowledge tests

d. Biographical data tests

ANSWER: b
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

93. According to the “Big Five” factors, _____ means the degree to which someone is talkative,
sociable, active, aggressive, and excitable.

a. extroversion

b. agreeableness

c. conscientiousness

d. neuroticism

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

94. The type of validity assumed to exist when a selection instrument adequately samples the
knowledge and skills needed to perform a particular job is:
a. criterion-related validity.

b. content validity.

c. construct validity.

d. concurrent validity.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

95. According to the “Big Five” factors, _____ refers to the degree to which someone is dependable and
organized and perseveres in tasks.

a. conscientiousness

b. extroversion

c. agreeableness

d. neuroticism

ANSWER: a

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

96. Which is the most direct and the least complicated type of validity to assess?

a. Content validity

b. Construct validity

c. Criterion-related validity

d. Concurrent validity

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

97. Constructs, or traits, include all of the following EXCEPT:

a. intelligence.

b. mechanical comprehension.

c. physical ability.
d. anxiety.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

98. Intelligence, mechanical comprehension, and anxiety are examples of:

a. job requirements.

b. job characteristics.

c. theories.

d. constructs.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


99. The purposes served by application forms include all of the following EXCEPT:

a. eliminating the need for interviews.

b. determining if the applicant meets the minimum requirements.

c. providing the basis for interview questions.

d. offering sources for reference checks.

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

100. Which of the following is inappropriate on an application form?

a. Asking the applicant to provide high school, college, and post-college attendance

b. Asking the applicant to disclose any prior arrests

c. Asking the applicant to provide names, addresses, and phone numbers of references

d. Asking the applicant to provide all work experience

ANSWER: b

POINTS: 1
DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

101. Which of the following is inappropriate on an application form?

a. Indicating whether the applicant has the legal right to work in the U.S.

b. Making inquiries about the ability of the applicant to perform job functions

c. High school and college attendance with dates

d. References’ names, addresses, and phone numbers

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

102. According to studies, _____ of applicants test positive for drugs.

a. One-third

b. About one-quarter
c. Ten percent

d. Less than five percent

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

103. The use of polygraph tests to screen applicants:

a. is a 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.

d. is prohibited by executive order for government contractors only.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Comprehension

104. Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT:

a. job satisfaction.

b. theft.

c. absenteeism.

d. job performance.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Ethics

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

105. In the _____ to decision making, those making the selection decision review all the data on the
applicants.

a. statistical approach

b. clinical approach

c. subjective iterative approach

d. demonstrated approach
ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

106. The Americans with Disabilities Act explicitly states that:

a. employers may not test for AIDS or the presence of HIV.

employers can screen out a prospective employee because he or she has an elevated risk of
b.
on-the-job injury.

c. employers may not test applicants for illegal drug use.

d. physical exams must be directly related to the requirements of the job.

ANSWER: d

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension


107. Since the passage of the Drug-Free Workplace Act of 1988:

a. drugs in the workplace are prohibited.

b. employers are prohibited from conducting random drug tests.

c. all employees must submit to drug tests on demand.

d. applicants and employees of federal contractors are subject to testing for illegal drug use.

ANSWER: d

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

108. A ratio of 0.10, for example, means that _____ percent of the applicants will be selected.

a. 0.1

b. 1

c. 10

d. 90

ANSWER: c

POINTS: 1
DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

109. According to a report by the U.S. Merit Systems Protection Board, a quasi-judicial agency that
serves as the guardian of federal merit systems, structured interviews are _____ as nondirective
interviews to predict on-the job performance.

a. twice as likely

b. half as likely

c. just as likely

d. four times as likely

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

110. Which of the following interview questions is appropriate?

a. Why did you leave your last job?


b. Are you a man or a woman?

c. How much do you weigh?

d. How tall are you?

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

111. Which of the following interview questions is appropriate?

a. What is the origin of your name?

b. What color are your eyes?

c. Have you ever worked under a different name?

d. Are you a U.S. citizen?

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills
STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

112. The personality trait of agreeableness refers to:

a. the degree to which someone is sociable, active, and excitable.

b. the degree to which someone is amiable, generous, cooperative, and flexible.

c. the degree to which someone is secure, independent, and autonomous.

d. the degree to which someone is dependable and organized.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

113. The personality trait of openness to experience refers to:

a. the degree to which someone is sociable, active, and excitable.

b. the degree to which someone is amiable, generous, cooperative, and flexible.

c. the degree to which someone is secure, independent, and autonomous.

d. the degree to which someone is insightful, creative, and curious.


ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

114. The personality trait of neuroticism refers to:

a. the degree to which someone is sociable, active, and excitable.

b. the degree to which someone is amiable, generous, cooperative, and flexible.

c. the degree to which someone is secure, independent, and autonomous.

d. the degree to which someone is insightful, creative, and curious.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


115. Personality tests:

a. easily demonstrate job-relatedness.

b. can inadvertently discriminate against individuals who would otherwise perform effectively.

c. measure intelligence.

d. measure an applicant’s preference for certain activities over others.

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

116. The Uniform CPA Examination used to license certified public accountants is an example of a(n):

a. work sample test

b. job knowledge test

c. physical ability test

d. interest inventory

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate
LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

117. Which of the following types of tests is increasingly being aided by computer simulations?

a. Personality tests

b. Physical ability tests

c. Cognitive ability tests

d. Work sample tests

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

118. Interviews as a method of selection are popular for all of the following reasons EXCEPT:

a. interviews are the most valid method of selection.

b. interviews are practical for dealing with a small number of applicants.

c. interviews function as a public relations tool.


d. interviewers have faith in their ability to make selection judgments.

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

119. The type of interview that allows the applicant maximum amount of freedom in determining the
course of the discussion is the:

a. nondirective interview.

b. depth interview.

c. situational interview.

d. structured interview.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

120. The set of standardized questions used in a structured interview is based on:

a. job analysis.

b. hypothetical situations.

c. the applicant’s area of specialization.

d. effective communication techniques.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

121. An interview in which an applicant is given a hypothetical incident and is asked how he or she
would respond to it is a:

a. computer interview.

b. panel interview.

c. situational interview.

d. nondirective interview.
ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

122. “Tell me about the last time you disciplined an employee” is an example of a:

a. behavioral description interview question.

b. panel interview question.

c. computer interview question.

d. closed response interview question.

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension


123. “It is late at night before your scheduled vacation. You are all packed and ready to go to bed.You
get a phone call from the plant asking you to come in and handle a problem that only you can address.
What will you do?” This is an example of a ____ question.

a. behavioral description interview.

b. panel interview.

c. situational interview.

d. nondirective interview.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

124. A behavioral description interview is more effective than a situational interview for:

a. lower-level positions.

b. higher-level positions.

c. recent college graduates.

d. first line supervisors.

ANSWER: b

POINTS: 1
DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

125. Identify a benefit of panel interviews.

a. Cost-efficiency

b. Unilateral decision making

c. Longer decision-making period

d. Higher reliability because of multiple inputs

ANSWER: d

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

126. ____ interviews are attractive because of their convenience and low cost and they make it easier
to interview people in different geographic areas.

a. Video
b. Behavioral description

c. Panel

d. Structured

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

127. Which of the following is an inappropriate interview question?

a. Have you ever worked under a different name?

b. If hired, can you prove your age?

c. What is your race?

d. What is your address?

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Ethics


STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

128. All of the following questions may be considered appropriate during an interview EXCEPT:

a. Have you ever been arrested?

b. Do you have a legal right to work in the U.S.?

c. Are you physically able to perform the essential duties of the job?

d. Did you finish school?

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG: Ethics

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

129. The selection decision should focus on:

a. the strategic objectives of the organization.

b. the personality of the applicant and the supervisor.

c. the motivation of the applicant.

d. both “can-do” and “will-do” factors of the applicant.


ANSWER: d

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

130. The “can-do” factors in selection decisions include:

a. skills.

b. personality.

c. values.

d. motivation.

ANSWER: a

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension


131. HR staffs should consider all of the following factors during hiring decisions EXCEPT:

Should the individuals be hired according to their highest potential or according to the needs
a.
of the organization?

b. What effect will the applicants’ family situation have on job performance?

To what extent should those applicants who are not qualified but are qualifiable be
c.
considered?

d. Should overqualified individuals be considered?

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

132. Between the two approaches to selection decisions, the statistical approach is considered
superior, although the _____ is the most commonly used.

a. qualitative

b. quantitative

c. clinical

d. subjective

ANSWER: c
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

133. A selection model that requires an applicant to achieve some minimum level of proficiency on all
selection dimensions is referred to as a _____ model.

a. multiple cutoff

b. multiple hurdle

c. compensatory

d. contingency

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

134. The approach to decision making that identifies candidates with the highest scores based on
quantitative predictors is the:
a. personal judgment approach.

b. quantitative approach.

c. objective approach.

d. statistical approach.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

135. A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and
defensive skills is employing a _____ selection decision model.

a. multiple hurdle

b. compensatory

c. multiple cut-off

d. clinical

ANSWER: b

POINTS: 1

DIFFICULTY: Challenging
LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG: Reflective Thinking

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Application

136. A selection model in which an applicant moves on to the next stage in the process on the
condition that she or he satisfies a score criterion on previous parts of the process is referred to as a
_____ model.

a. multiple cutoff

b. multiple hurdle

c. compensatory

d. contingency

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

137. A low selection ratio means:

a. the cutoff score for selection decisions will be relatively low.

b. there are very few qualified applicants.


c. only the most promising applicants will be hired.

d. little selectivity among applicants will be possible.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-6

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

138. The “O” in KSAO stands for:

a. optimal.

b. outside.

c. other factors.

d. obligation.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

139. State courts have ruled that companies can be held liable for _____ if they fail to do adequate
background checks.

a. over recruiting

b. staff inflation

c. deceptive interviewing

d. negligent hiring

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

140. Generally, _____ reference checks are preferable because they save time and provide for greater
candor.

a. e-mail

b. fax

c. telephone

d. mail
ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.6-4

NATIONAL STANDARDS: United States – BUSPROG: Technology

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

141. One of the drawbacks of pre-employment testing is that it creates the potential for _____.

a. cross-validation

b. legal challenges

c. employer misunderstanding

d. spurious correlation

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension


142. Define the concepts of reliability and validity.

Reliability describes the degree to which interviews, tests, and other


selection procedures yield comparable data over a period of time. For
example, if an interviewer judges the capabilities of a group of applicants
differently today than yesterday, his or her judgment is unreliable. Reliability
can also be determined by interrater reliability or agreement between two
ANSWER: or more raters. Selection decision data that are unreliable cannot be used as
predictors of job success.

Validity refers to what a selection procedure measures and how well it


measures it. In other words, the selection process should be able to
predict how well a person performs on the job. Like a new medicine, a
selection procedure must be validated before it is used.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

143. Briefly explain the different types of employment tests.

• Cognitive ability tests measure mental capabilities such as general


intelligence, verbal fluency, numerical ability, and reasoning ability.

• Personality and interest inventories measure dispositional


characteristics such as extroversion, inquisitiveness, and dependability.

• Physical ability tests assess a job candidate’s physical abilities such


ANSWER: as strength and endurance.

• Job knowledge tests are a type of achievement test designed to


measure a person’s level of understanding about a particular job.

• Job sample tests, or work sample tests, require the job applicant to
perform tasks that are actually part of the work required on the job.
Students may also discuss Honesty/Integrity testing, Polygraph testing,
Medical exams, Drug testing and Biodata tests.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

144. Compare and contrast the following four interview approaches: (1) nondirective interview, (2)
structured interview, (3) situational interview, and (4) behavioral description interview.

In a nondirective interview, the interviewer allows the applicant the


maximum amount of freedom in determining the course of the discussion.
The interviewer asks broad, general questions, but permits the applicant to
talk freely with little interruption. The greater freedom afforded to the
applicant in the nondirective interview is particularly valuable in bringing to
the interviewer’s attention any information, attitudes, or feelings that may
be concealed by a more structured approach. However, the unstructured
nature of this approach limits the consistency of information provided and
makes it difficult to cross-check agreement with other interviewers. Thus,
the reliability and validity of the nondirective approach are suspected.

ANSWER:
The structured interview has a number of standard questions asked of
each job applicant. Questions are job-related based upon job analysis.
Since applicants are asked identical questions, the structured interview
provides a more consistent basis for evaluating job candidates. This
interview strives to maximize the validity of selection decisions.

With the situational interview, the applicant is given a hypothetical


incident and asked to respond how he or she would handle it.
Responses are evaluated relative to preestablished benchmark
standards.
Behavioral description interviews focus on actual work incidents in the
interviewee’s past and what the applicant did in response. This
interviewing approach assumes that past performance is the best
predictor of future performance.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

145. List the steps in the hiring process.

1. Submission of resume;

2. Completion of application;

3. Interview;
ANSWER: 4. Reference and background checks;

5. Pre-employment tests;

6. Medical exam/drug test;

7. Hiring decision.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.6-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Comprehension

Chapter_07_Training_and_Development

1. If employees consistently achieve their productivity objectives, it might be a signal that training is
needed.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

2. Training is oriented toward broadening employees’ individual skills for future responsibilities.

a. True

b. False

ANSWER: False
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

3. By far the greatest proportion of training is spent on rank-and-file employees and their supervisors.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

4. The systematic approach to training involves needs assessment, program design, implementation,
and evaluation.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

5. The goal of training is to contribute to an organization’s overall strategic goals.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


6. The three different types of training needs assessment are organizational analysis, task analysis, and
person analysis.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

7. Performance appraisals are generally a good mechanism in determining why employees are not
meeting the firm’s expectations when conducting a person analysis.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

8. An organization analysis is an examination of the environment, strategies, and resources the firm
faces so as to determine what training it should emphasize.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

9. The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of
tasks to a flexible set of competencies needed for performance.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

10. A person analysis is the process of determining what the content of the training program should be,
based on a study of the tasks and duties involved in the job.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

11. Instructional objectives are the key components in designing a training program.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

12. Visual learners absorb information best through pictures, diagrams, and demonstrations.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

13. Trainee readiness refers to whether or not the experience and knowledge of trainees have made
them ready to absorb the training.

a. True
b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

14. The two preconditions for learning are employee readiness and motivation.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


15. Psychological principles of learning refer to the characteristics of training programs that help
employees grasp new material, make sense of it in their own lives, and transfer it back to their jobs.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

16. Explaining the goals and objectives of the training program to trainees has little impact on the
interest, understanding, and effort they direct toward the training.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

17. Trainees should not practice their job tasks until after the training program is complete.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

18. Practicing job tasks enables the trainee to forget about distinct behaviors and become proficient on
the subtleties of how they are used.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

19. Verbal learners absorb information best through spoken or written words.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

20. Behavior modification seeks to gradually shape trainee behavior using reinforcement.

a. True

b. False

ANSWER: True
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

21. The success of any training effort depends more upon the content of the program than on the
teaching skills and personal characteristics of those conducting the training.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

22. Effective trainers are often enthusiastic, humorous, have interest in the training itself, and
demonstrate knowledge of the subject.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

23. Providing individual assistance is an important aspect for successful trainers.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


24. Although on-the-job training is generally regarded as the most effective means of facilitating
learning at the workplace, it is sometimes poorly implemented.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

25. If one were using the on-the-job training method of training, the first step would be to present the
operations and knowledge to the learner.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Comprehension

26. Apprenticeship programs are an extension of on-the-job training that provide on and off the job
instructions.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

27. Internship programs that are done well benefit students, schools, and employers.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

28. It has been found in most cases that spacing out the training will result in faster learning and longer
retention.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

29. A plateau is a natural phenomenon, and learners usually experience a spontaneous recovery later.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

30. Encouragement is most effective when it is given after a long period of time after a trainee
successfully accomplishes a certain task so that the employee knows that management has not
forgotten his/her contributions.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

31. E-learning encompasses two techniques: computer-assisted instruction, and computer-based


program design.
a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

32. E-learning allows a firm to bring the training to employees.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


33. By far the most common informal method used for training employees is on-the-job training.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

34. On-the-job experiences are used most commonly by organizations to develop managers.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


35.

Case studies provide participants the experience of analyzing and synthesizing facts.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

36. Role-playing consists of playing the roles of others, often a supervisor and a subordinate who are
facing a particular problem.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4


NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

37. Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more
frequently in the future, whereas behavior which is unrewarded will decrease in frequency.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

38. Two criteria to evaluate training programs are costs and training materials.

a. True

b. False

ANSWER: False
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

39. Reaction measures to evaluate training typically focus on the entertainment value of the training
program.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

40. On-the-job training is often one of the most poorly implemented training methods.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

41. Utility refers to measuring one’s own training services against the leaders in their industry.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

42. Return on investment is the amount of money a company saves by avoiding training programs.
a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

43. Benchmarking is concerned with measuring employee retention of training materials at specific
points in time.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


44. Orientation is the formal process of familiarizing new employees with the organization, their jobs,
and their work units.

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

45. Return on investment = Benefits of training ÷ Training Costs

a. True

b. False

ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills
STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

46. The term “orientation” is often used to describe almost any effort initiated by an organization to
foster learning among its members.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

47. Orientation programs stress the “why” rather than the “what”, including the philosophy behind the
organization’s rules.

a. True

b. False

ANSWER: True

POINTS: 1
DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

48. Supervisors play the most important role in the orientation of new employees.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

49. The basic skills employees need in addition to reading, writing, and computing include speaking,
listening, problem solving, working in teams and leading other people.

a. True

b. False
ANSWER: True

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

50. While the largest companies agree in principle with remedial training in basic skills, they are
generally reluctant to allot funds to provide for that type of training.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


51. An orientation program for new employees is an informal process.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

52. While cross-training can increase productivity, it can also increase employee turnover.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


53. Awareness building in diversity training provides employees with the KSAs necessary for working
with people who are different from them with regard to race, gender, age.

a. True

b. False

ANSWER: False

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

54. The terms “training” and “development”:

a. mean the same thing.

b. both refer to short term skill development efforts.

refer to a short term performance orientation vs. a longer term skill development,
c.
respectively.

d. refer to the skills developed in lower level vs. managerial employees, respectively.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate
LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

55. From the broadest perspective, the goal of training is to contribute to:

a. social improvement.

b. personal growth.

c. organizational goals.

d. departmental challenges.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

56. Some organizations fail to make the connection between training and _____.

a. technology

b. competition

c. an organization’s goals
d. an organization’s functional requirements

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

57. The first step in a needs assessment is:

a. task analysis.

b. organization analysis.

c. person analysis.

d. market analysis.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


58. The four phases of a systematic approach to training are:

a. needs assessment, program design, program implementation, and evaluation.

b. organization analysis, task analysis, person analysis, and performance analysis.

c. needs assessment, person assessment, program implementation, and evaluation.

d. organization assessment, KSA assessment, person assessment, and evaluation.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

59. A study by the American Society for Training and Development found that organizations conduct
need assessment less than _____ percent of the time.

a. 50

b. 40

c. 30

d. 20

ANSWER: a
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

60. Reviewing the job description and specifications to identify the activities performed in a particular
job and the KSAOs needed to perform them is known as:

a. organization analysis.

b. individual analysis.

c. utility analysis.

d. task analysis.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

61. An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-
intensive jobs is referred to as:
a. task analysis.

b. needs assessment.

c. competency assessment.

d. job analysis.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

62. To which phase of the system model do organization analysis, task analysis, and person
analysis belong?

a. Design phase

b. Implementation phase

c. Needs assessment phase

d. Evaluation phase

ANSWER: c

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

63. A(n) _____ involves determining which employees require training and which do not.

a. person analysis

b. demographic analysis

c. task analysis

d. organization analysis

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

64. Person analysis:

helps organizations in reviewing the job description and specifications to identify the task
a.
performed.

helps organizations avoid the mistake of sending all employees into training when some do not
b.
need it.
c. involves self-improvement and self-directed training.

d. examines the external labor market for needed skills.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

65. If an individual is responsible for developing a training program, his/her first step should be to:

a. create a suitable training environment.

b. create a design for the training program.

c. perform the evaluation of behavior.

d. perform the needs assessment.

ANSWER: d

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-1

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Comprehension

66. The desired outcomes of training programs are formally stated as:

a. training goals.

b. learning objectives.

c. instructional objectives.

d. learning goals.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

67. Performance-centered objectives might include all of the following phrases EXCEPT:

a. “to repair”.

b. “to appreciate”.

c. “to assemble”.

d. “to calculate”.
ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

68. Which of the following is NOT an issue related to the design of a training program?

a. Instructional objectives

b. Trainee readiness and motivation

c. Principles of learning

d. Trainee ethnic characteristics

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

69. By some estimates _____ of employee learning occurs via on the job training.
a. 20-30 percent

b. 40-50 percent

c. 60-70 percent

d. 80-90 percent

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

70. Goal setting:

a. provides a real life demonstration to get the message across.

b. provides learning through repetition.

c. sets a road map for the training program, its objectives, and its learning points.

d. sets a road map for breaking down tasks to facilitate modelling.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3


NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

71. Modeling:

a. provides learning through repetition.

b. demonstrates the desired behavior or method to be learnt.

c. sets a road map for the training course, objectives, and learning points.

d. breaks down tasks to facilitate learning.

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

72. When people learn by mimicking other people, it is referred to as:

a. modeling.

b. distributed learning.

c. reinforcing behavior.

d. individual learning difference.


ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

73. Whole-vs-Part Learning:

a. builds a bridge between employees and the organization.

b. provides learning through repetition.

c. sets a road map for the training course, objectives, and learning points.

d. breaks down tasks to facilitate learning.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


74. Training given in one ten-hour period instead of five two hour periods is an example of:

a. part learning.

b. distributed learning.

c. mass learning.

d. active learning.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

75. Spacing out the training will result in faster learning and longer retention. This is known as the
principle of:

a. part learning.

b. retention.

c. transfer of training.

d. distributed learning.

ANSWER: d

POINTS: 1
DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

76. Periods in learning situations when progress does not occur because of either reduced motivation
or ineffective methods of task performance are called:

a. learning blocks.

b. lapses.

c. plateaus.

d. learning gaps.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

77. Learning curves show:

a. that plateaus in performance are regular and predictable.


b. that effective training programs eliminate plateaus.

c. that performance plateaus are natural and are usually overcome with behavior modification.

d. that performance plateaus are natural and are usually followed by a spontaneous recovery.

ANSWER: d

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

78. The objective of behavior modification is:

a. to gradually shape behavior toward a desired profile.

b. to reward all task behavior.

c. to apply principles learned in the classroom to the job.

d. to bridge the needs of the employee with the needs of the organization.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills
STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

79. The appropriate training method for factual materials is:

a. lecture.

b. simulation.

c. on-the-job training.

d. apprenticeship.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

80. Which of the following is NOT a component of the PROPER method of performing on the job
training?

a. Prepare

b. Perform

c. Explain

d. Reassure
ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

81. All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT:

a. developing realistic goals and/or measures for each on-the-job training area.

b. tying employees’ pay to their training progress.

c. planning a specific training schedule for each trainee.

d. conducting periodic evaluations, after training is completed, to prevent regression.

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension


82. Apprenticeship programs originated in:

a. United States.

b. Europe.

c. Japan.

d. India.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

83. Generally, to start with, an apprentice is paid _____ percent of a skilled journey worker’s wage.

a. 30

b. 40

c. 50

d. 60

ANSWER: c

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

84. _____ covers a wide variety of applications such as web and computer-based training (CBT), and
social networks.

a. Vestibule instruction

b. Modeling

c. Videodisc instruction

d. E-learning

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

85. E-learning provide all the following benefits EXCEPT:

a. bringing the training to employees.

b. replacing conventional learning experiences.


c. facilitating just-in-time skill development.

d. being more cost effective.

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

86. The method of training used to train personnel to operate aircraft, spacecraft, and other highly
technical and expensive equipment is the:

a. simulation method.

b. classroom method.

c. vestibule method.

d. apprenticeship method.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills
STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

87. A manager who provides a continuing flow of instructions, comments, and suggestions to the
subordinate is engaging in what type of on-the-job training?

a. Case study

b. Coaching

c. Individual development

d. Role modeling

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

88. When an employee is groomed to take over the supervisor’s job by gaining experience in handling
important functions of the job, it is known as:

a. grooming.

b. coaching.

c. understudy assignment.

d. role modeling.
ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

89. The method of providing a variety of hands-on work experiences to broaden the knowledge and
understanding required to manage more effectively is known as:

a. job rotation.

b. job promotion.

c. individual development.

d. role modeling.

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


90. Which of the following methods is NOT used to provide on-the-job experience to managerial
employees?

a. Understudy assignments

b. Outplacement

c. Lateral transfer

d. Coaching

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

91. Which of the following training methods consists of having the trainee assume the attitudes and
behavior of others?

a. Job rotation

b. Case study

c. Simulation study

d. Role-playing

ANSWER: d
POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

92. Training delivered to trainees when and where they need it to do their jobs is known as:

a. cross-training .

b. apprenticeship training.

c. just-in-time training.

d. on-the-job training.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

93. Which of the following is NOT a component of behavior modeling?

a. Learning points
b. Practice and role-play

c. Decisional emulation

d. Feedback and reinforcement

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

94. _____ refers to how well employees apply what they have learned to their jobs.

a. Transfer of training

b. Learning

c. Training effectiveness index

d. Compensatory modeling

ANSWER: a

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills
STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

95. _____ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter
on the job.

a. Transfer of training

b. Benchmarking

c. Training effectiveness index

d. Compensatory modeling

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

96. Utility refers to:

a. the usefulness of a training program.

b. the costs incurred for a training program.

c. training effectiveness in terms of increased outcomes.

d. the benefits derived from training relative to the costs incurred.


ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

97. The benefits of the training exceeds the cost of the program when:

a. ROI=1.

b. ROI<1.

c. ROI>1.

d. ROI ≠ 1.

ANSWER: c

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension


98. The process of measuring one’s own services and practices against the recognized leaders in order
to identify areas for improvement is _____.

a. industry analysis

b. modeling

c. benchmarking

d. environmental analysis

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

99. _____ goes beyond just orienting new employees to their new environments and brings them into
the organization’s fold so that they truly feel as if they are a part of it.

a. Cross-training

b. Onboarding

c. On-the-job training

d. Benchmarking

ANSWER: b

POINTS: 1
DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

100. Basic skills training includes all of the following EXCEPT:

a. computing.

b. problem solving.

c. speaking.

d. modeling.

ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

101. When comparing employee literacy levels of 1970 and today, it can be said:

a. literacy levels have improved significantly.

b. literacy levels are about the same.


c. literacy levels have decreased significantly.

d. it is impossible to make such a comparison.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

102. Which of the following includes the different types of diversity training?

a. Equal employment and affirmative action

b. Process and behavior

c. Awareness building and skill building

d. Conventional and non-conventional

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM


KEYWORDS: Bloom’s: Knowledge

103. Government contractors and subcontractors with contracts that last for _____ or more and are for
more than _____ are required by law to have business ethics codes and compliance policies and
procedures.

a. 30 days; $5 million

b. 120 days; $5 million

c. 30 days; $10 million

d. 120 days; $10 million

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

104. The first step in task analysis is to:

a. define descriptive terms.

b. refer other similar jobs.

c. identify the skills required.

d. review the job description.


ANSWER: d

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-2

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

105. New college graduates often have a high desire for:

a. structured jobs.

b. close supervision.

c. advancement.

d. reassurance from supervisors.

ANSWER: c

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge


106. Programmed instruction is also referred to as:

a. mentoring.

b. self-paced learning.

c. simulation.

d. observational learning.

ANSWER: b

POINTS: 1

DIFFICULTY: Easy

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

107. Blogs and wikis are examples of tools used to facilitate learning via the _____ method.

a. communities of practice

b. simulation

c. programmed learning

d. mentoring

ANSWER: a

POINTS: 1

DIFFICULTY: Easy
LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Knowledge

108. _____ involves the use of a learning management system (LMS), often custom built for the firm by
software vendors.

a. Transfer of training

b. E-learning

c. On-the-job training

d. Independent study

ANSWER: b

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

109. Explain the four components involved in designing a training program.

Experts believe that the design of training programs should focus on at least
ANSWER:
four related issues:
1. Instructional objectives describe the skills or knowledge to be
acquired and/or the attitudes to be changed;

2. Trainee readiness refers to whether or not the experience of trainees


has made them receptive to the training they will receive;

3. Principles of learning include goal setting, individual differences,


active practice and repetition, whole versus part learning, massed
versus distributed learning, feedback and reinforcement,
meaningfulness of presentation and modeling;

4. Characteristics of instructors include knowledge, adaptability,


sincerity, humor, interest, clear instructions, individual assistance and
enthusiasm.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

110. Identify and discuss some of the desirable traits of a trainer.

The success of any training effort will depend in large part on the teaching
skills and personal characteristics of those responsible for conducting the
training. Often a good trainer is one who shows a little more effort or
demonstrates more instructional preparation. However, training is also
influenced by the trainer’s personal manner and characteristics such as his
or her knowledge of the subject, enthusiasm and sincerity, interest in
ANSWER: trainees, sense of humor, ability to communicate clearly, and willingness to
provide individual assistance to trainees. Because they can have a huge
impact on the workforce, organizations should reward managers who are
excellent trainers. Too often managers are not recognized for their
contributions to this important aspect of HRM.

POINTS: 1
DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-3

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

111. On-the-job training has three drawbacks. Briefly discuss these and the possible solutions
suggested by experts in the field.

Although all types of organizations use it, on-the-job training is often one of
the most poorly implemented training methods. Three common drawbacks
are the lack of a well-structured training environment, poor training skills of
managers, and the absence of well-defined job performance criteria. To
overcome these problems, training experts suggest the following: develop
ANSWER:
realistic goals and/or measures for each OJT area; plan a specific training
schedule for each trainee, including setting periods for evaluation and
feedback; help supervisors to establish a nonthreatening atmosphere that is
conducive to learning; conduct periodic evaluations, after training is
completed, to prevent regression.

POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

112. Explain the PROPER method of on-the-job training.

PROPER stands for prepare, reassure, orient, perform, evaluate, and


ANSWER:
reinforce and review.
• Prepare. Decide what the employee needs to be taught. Identify the
best sequence or steps of the training. Decide how best to demonstrate
these steps. Have materials, resources, and equipment ready.

• Reassure. Put the employee at ease. Learn about his/her prior


experience, and adjust accordingly. Try to get the employee interested,
relaxed, and motivated to learn.

• Orient. Show the employee the correct way to do the job. Explain
why it is done this way. Discuss how it relates to other jobs. Let him or
her ask lots of questions.

• Perform. When the employee are ready, let them try the job
themselves. Give them an opportunity to practice the job and guide
them through rough spots. Provide help and assistance at first, then less
as they continue.

• Evaluate. Check the employees’ performance, and question them on


how, why, when and where they should do something. Correct errors,
repeat instructions.

• Reinforce and Review. Provide praise and encouragement, and give


feedback about how he/she is doing. Continue the conversation and
express confidence in their doing the job.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

113. Explain on-the-job training. Additionally, provide some suggestions to overcome the drawbacks
related to on-the-job training.

By far the most common informal method used for training employees is on-
ANSWER: the-job training (OJT). By some estimates, 80–90 percent of employee
learning occurs via OJT. OJT has the advantage of providing hands-on
experience under normal working conditions and an opportunity for the
trainer—a manager or senior employee—to build good relationships with
new employees. OJT is viewed by some to be potentially the most effective
means of facilitating learning in the workplace.

Although it is used by all types of organizations, OJT is sometimes


poorly implemented training methods because of its informal nature.
To overcome these problems, training experts suggest firms develop
realistic goals and/or measures for the training as well as plan a
specific training schedule for each trainee. Conducting periodic
evaluations after the training is completed can helps ensure employees
have not forgotten what they have learned.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-4

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension

114. Why is ethics training becoming more prevalent in companies?

Ethics training became more prevalent in companies following the


high-profile corporate scandals such as those that occurred at the
energy giant Enron in 2001. Corporate scandals are, of course, not new
to the twenty-first century. What is new is a recent increase in the
funding for the Department of Justice, the Department of Labor, the
EEOC, and other agencies to investigate wrongdoing by employers.
ANSWER: The most common forms of ethics violations, such as harassment,
health and safety, and wage-and-hour violations, are related to
employment laws. One study found that the problem gets worse in
difficult economic times as companies try to cut costs.

Government contractors and subcontractors with contracts that last for


120 days or more and are more than $5 million are required by law to
have business ethics codes and compliance policies and procedures.
Other organizations are not legally required to. However, in the event
of a violation, those that have “effective programs to prevent and detect
violations of law” will face reduced penalties under U.S. federal
sentencing guidelines.
POINTS: 1

DIFFICULTY: Moderate

LEARNING OBJECTIVES: MGHR.SNEL.17.7-5

NATIONAL STANDARDS: United States – BUSPROG – Analytic – Business knowledge and analytic skills

STATE STANDARDS: United States – OH – DISC: HRM

KEYWORDS: Bloom’s: Comprehension