Staffing Organizations 8th Edition Heneman Test Bank
Staffing Organizations 8th Edition Heneman Test Bank
Staffing Organizations 8th Edition Heneman Test Bank
Internal Selection
1. Internal selection is virtually identical to external selection both in terms of the applicability of
the logic of the prediction principle, and in terms of the relevance of data about past job
experiences.
True False
2. In comparison with external selection, internal selection places greater emphasis on predictor
signs than samples.
True False
True False
4. Organizations typically have better data with which to make choices on internal than external
candidates.
True False
5. Depth of information and relevance are the only advantages that internal selection has over
external selection.
True False
10-1
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McGraw-Hill Education.
6. Sometimes individuals who have excellent skills in engineering and scientific positions do not
have good managerial skills.
True False
7. Talent management systems keep an ongoing organizational record of the skills, talents, and
capabilities of an organization's employees.
True False
8. Organizations find that talent management systems are low cost and require little expertise.
True False
9. A virtue of peer assessments is that they rely on raters who are very knowledgeable of
applicants' KSAOs.
True False
10. A different set of criteria are used to evaluate the effectiveness of internal assessment
methods, since concepts like validity and adverse impact are unimportant for internal hiring.
True False
11. Experience refers to length of service or tenure with a job, department or organization.
True False
12. Seniority and experience are among the most prevalent methods of internal selection.
True False
True False
10-2
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McGraw-Hill Education.
14. The validity of experience is higher than seniority for internal selection.
True False
15. Experience is better suited to predict long-term rather than short-term potential.
True False
16. Job knowledge tests hold great promise as a predictor of job performance.
True False
17. One advance over the simple use of performance ratings is to review past performance
records more thoroughly, including an evaluation of various dimensions of performance that
are particularly relevant to job performance.
True False
18. The argument behind the Peter Principle is that individuals who are good performers in one
job will probably be good performers in the next job up the promotion ladder.
True False
19. In using performance appraisals to predict the performance of an individual being considered
for promotion from a junior to a senior level position, it would be appropriate to use the results
of performance appraisals for a junior-level technical position to make a selection decision
concerning a promotion to a senior level managerial position.
True False
20. One potential problem with promotability ratings is that they may yield results that are
different from results of performance appraisals and evaluations for pay increases.
True False
21. The incremental validity of assessment centers in predicting performance is relatively small.
True False
10-3
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McGraw-Hill Education.
22. A substantive assessment method often used in the selection of production workers and staff
technicians is the assessment center.
True False
23. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to
simulated memoranda, reports, and other items requiring responses.
True False
24. When using assessment centers to predict job performance, available research has shown an
average validity coefficient of .37, which should be considered a low level of validity.
True False
25. Where assessment centers are concerned, research has shown that the inclusion of peer
evaluations and the use of psychologists as job candidate assessors rather than managers
causes validity to increase.
True False
True False
27. If, during an interview simulation, a job candidate is required to solicit information from the
interviewer in order to solve a problem, this is most likely a "role play" type interview
simulation.
True False
28. One advantage of using review boards representing various constituencies for hiring is that it
means constituents will be less likely to voice objections once the candidate is hired.
True False
10-4
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McGraw-Hill Education.
29. In-basket exercises are the most commonly used exercises in assessment centers.
True False
30. Assessment centers have no validity in predicting performance and promotability beyond
personality traits and cognitive ability tests.
True False
True False
32. Personality tests are used to predict the success of employees in overseas assignments.
True False
33. Security is of even greater importance in the administration of internal selection predictors
than it might be in the external selection process.
True False
34. One step an organization can take to shatter the "glass ceiling" would be to have greater use
of selection plans.
True False
10-5
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McGraw-Hill Education.
35. In comparing internal selection with external selection, an advantage of internal selection is
that _________.
A. internal selection requires few procedures to locate and screen viable job candidates
B. internal selection presents fewer dangers of incurring legal liability than external selection
C. information about internal candidates tends to be more verifiable than information about
external candidates
D. there is less need to use multiple predictors in assessing internal candidates than with
external candidates
36. Within the context of internal selection, an accurate statement about the logic of prediction
would be that ______________.
A. the logic of prediction can be applied more precisely for internal selection than for external
selection
B. the logic of prediction has identical application for internal and external selection
C. the logic of prediction works better for external selection than for internal selection
D. this concept does not apply to internal selection
37. While information from internal selection can be better because multiple point of view can be
combined, there are concerns that ______________.
38. Problems with using others' "feelings" about a job applicant include ______________.
10-6
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McGraw-Hill Education.
39. Where peer assessments are concerned, it would be accurate to say that ______________.
41. Which of the following statements about various methods of managerial sponsorship is false?
A. A coach is available to the person being assisted on and off the job.
B. A coach provides day-to-day feedback.
C. A mentor becomes personally responsible for the success of the person being assisted.
D. A sponsor actively promotes the person being assisted for advancement opportunities.
42. Which of the following is(are) examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
10-7
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McGraw-Hill Education.
43. Which of the following is true regarding performance appraisals and internal selection?
A. It is illegal for organizations to use performance appraisals as a basis for internal selection
decisions.
B. Performance appraisals have no validity.
C. Performance appraisals have no reliability.
D. Performance appraisals are readily available in most organizations.
44. Which of the following factors is the most relevant to the theory behind assessment centers?
45. A job candidate responding to an "in-basket exercise" would most likely be asked to
__________.
46. The use of the case analysis method of assessment is most appropriate for assessing
_____________.
10-8
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
47. The validity of assessment centers as a method for internal selection is approximately
____________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
48. If the selection objective is to assess a candidate's ability to make a coherent. Persuasive
report about the organization's annual results before a group of top managers, the best
interview simulation to make this assessment would be a(n) ________.
A. assessment center
B. in-basket exercise
C. role play
D. oral presentation
49. Which of the following assessment methods does not have at least moderately high validity?
A. assessment centers
B. job knowledge tests
C. seniority
D. work experience
50. The type of selection methods which are used to narrow down a list of finalists to those who
will receive job offers is called _________ methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
10-9
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
51. Which of the following is true regarding seniority?
52. Research on the use of selection and experience as internal selection methods indicates that
____________.
53. The concept which refers to the idea that individuals rise to their lowest level of incompetence
is the ________.
A. Peter Principle
B. Promotability Principle
C. Career Concept Principle
D. 4/5 Principle
10-10
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
55. An organization which is committed to shattering the "glass ceiling" should ____________.
10-11
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
Chapter 10 Internal Selection Answer Key
1. Internal selection is virtually identical to external selection both in terms of the applicability
of the logic of the prediction principle, and in terms of the relevance of data about past job
experiences.
FALSE
FALSE
TRUE
4. Organizations typically have better data with which to make choices on internal than
external candidates.
TRUE
5. Depth of information and relevance are the only advantages that internal selection has over
external selection.
FALSE
6. Sometimes individuals who have excellent skills in engineering and scientific positions do
not have good managerial skills.
TRUE
10-12
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
7. Talent management systems keep an ongoing organizational record of the skills, talents,
and capabilities of an organization's employees.
TRUE
8. Organizations find that talent management systems are low cost and require little
expertise.
FALSE
9. A virtue of peer assessments is that they rely on raters who are very knowledgeable of
applicants' KSAOs.
TRUE
10. A different set of criteria are used to evaluate the effectiveness of internal assessment
methods, since concepts like validity and adverse impact are unimportant for internal
hiring.
FALSE
11. Experience refers to length of service or tenure with a job, department or organization.
FALSE
12. Seniority and experience are among the most prevalent methods of internal selection.
TRUE
FALSE
14. The validity of experience is higher than seniority for internal selection.
TRUE
10-13
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
15. Experience is better suited to predict long-term rather than short-term potential.
FALSE
16. Job knowledge tests hold great promise as a predictor of job performance.
TRUE
17. One advance over the simple use of performance ratings is to review past performance
records more thoroughly, including an evaluation of various dimensions of performance
that are particularly relevant to job performance.
TRUE
18. The argument behind the Peter Principle is that individuals who are good performers in one
job will probably be good performers in the next job up the promotion ladder.
FALSE
FALSE
20. One potential problem with promotability ratings is that they may yield results that are
different from results of performance appraisals and evaluations for pay increases.
TRUE
TRUE
10-14
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
22. A substantive assessment method often used in the selection of production workers and
staff technicians is the assessment center.
FALSE
23. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond
to simulated memoranda, reports, and other items requiring responses.
TRUE
24. When using assessment centers to predict job performance, available research has shown
an average validity coefficient of .37, which should be considered a low level of validity.
FALSE
25. Where assessment centers are concerned, research has shown that the inclusion of peer
evaluations and the use of psychologists as job candidate assessors rather than managers
causes validity to increase.
TRUE
TRUE
27. If, during an interview simulation, a job candidate is required to solicit information from the
interviewer in order to solve a problem, this is most likely a "role play" type interview
simulation.
FALSE
28. One advantage of using review boards representing various constituencies for hiring is that
it means constituents will be less likely to voice objections once the candidate is hired.
TRUE
10-15
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
29. In-basket exercises are the most commonly used exercises in assessment centers.
TRUE
30. Assessment centers have no validity in predicting performance and promotability beyond
personality traits and cognitive ability tests.
FALSE
TRUE
32. Personality tests are used to predict the success of employees in overseas assignments.
TRUE
33. Security is of even greater importance in the administration of internal selection predictors
than it might be in the external selection process.
TRUE
34. One step an organization can take to shatter the "glass ceiling" would be to have greater
use of selection plans.
TRUE
10-16
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
35. In comparing internal selection with external selection, an advantage of internal selection is
that _________.
A. internal selection requires few procedures to locate and screen viable job candidates
B. internal selection presents fewer dangers of incurring legal liability than external
selection
C. information about internal candidates tends to be more verifiable than information
about external candidates
D. there is less need to use multiple predictors in assessing internal candidates than with
external candidates
36. Within the context of internal selection, an accurate statement about the logic of prediction
would be that ______________.
A. the logic of prediction can be applied more precisely for internal selection than for
external selection
B. the logic of prediction has identical application for internal and external selection
C. the logic of prediction works better for external selection than for internal selection
D. this concept does not apply to internal selection
37. While information from internal selection can be better because multiple point of view can
be combined, there are concerns that ______________.
38. Problems with using others' "feelings" about a job applicant include ______________.
10-17
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
39. Where peer assessments are concerned, it would be accurate to say that ______________.
41. Which of the following statements about various methods of managerial sponsorship is
false?
A. A coach is available to the person being assisted on and off the job.
B. A coach provides day-to-day feedback.
C. A mentor becomes personally responsible for the success of the person being assisted.
D. A sponsor actively promotes the person being assisted for advancement opportunities.
42. Which of the following is(are) examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
10-18
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
43. Which of the following is true regarding performance appraisals and internal selection?
44. Which of the following factors is the most relevant to the theory behind assessment
centers?
45. A job candidate responding to an "in-basket exercise" would most likely be asked to
__________.
46. The use of the case analysis method of assessment is most appropriate for assessing
_____________.
10-19
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
47. The validity of assessment centers as a method for internal selection is approximately
____________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
48. If the selection objective is to assess a candidate's ability to make a coherent. Persuasive
report about the organization's annual results before a group of top managers, the best
interview simulation to make this assessment would be a(n) ________.
A. assessment center
B. in-basket exercise
C. role play
D. oral presentation
49. Which of the following assessment methods does not have at least moderately high
validity?
A. assessment centers
B. job knowledge tests
C. seniority
D. work experience
50. The type of selection methods which are used to narrow down a list of finalists to those
who will receive job offers is called _________ methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
10-20
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
51. Which of the following is true regarding seniority?
52. Research on the use of selection and experience as internal selection methods indicates
that ____________.
53. The concept which refers to the idea that individuals rise to their lowest level of
incompetence is the ________.
A. Peter Principle
B. Promotability Principle
C. Career Concept Principle
D. 4/5 Principle
10-21
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.
55. An organization which is committed to shattering the "glass ceiling" should ____________.
10-22
Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of
McGraw-Hill Education.