Question1) Several types of tests are used as selection methods to evaluate the applicant. Situational tests include which of the following tests?
I. In basket exercises.
II. Simulated business games.
III. Work sampling tests.
IV. Group discussions.
(i) Both (I) and (II) above
(ii) Both (I) and (III) above
(iii) Both (II) and (III) above
(iv) (I), (II) and (IV) above
(v) (II), (III) and (IV) above.
Question2) Personality of the individual plays a important role in his performance. Proficient and knowledgeable employees, who have excellent skills and intelligence sometimes, fail to deliver because of personality problems. In this regard, personality tests help in assessing which of the following?
I. Individuals’ value and system.
II. Individuals’ emotions.
III. Individuals’ recreational activities.
IV. Individuals’ dislikes in relation to work.
(i) Both (I) and (II) above
(ii) Both (II) and (III) above
(iii) Both (III) and (IV) above
(iv) (I), (II) and (III) above
(v) (II), (III) and (IV) above.
Question3) Appropriateness of candidate for the job is determined in the selection or core interview. In this regard, group interview method of selection is more useful while recruiting which of the following levels of the organization?
I. High level managers.
II. Junior managers.
III. Entry level employees.
IV. Middle level managers.
(i) Both (I) and (II) above
(ii) Both (I) and (IV) above
(iii) Both (II) and (III) above
(iv) (I), (II) and (III) above
(v) (II), (III) and (IV) above.
Question4) Which of the following interviews is used for selecting candidates for high-end technology and high skill jobs, and experts in the appropriate area, test candidate’s knowledge and understanding of subject and assess his/her expertise?
(i) Panel interview
(ii) Unstructured interview
(iii) Stress interview
(iv) In-depth interview
(v) Formal interview.
Question5) The process of choosing the most appropriate candidate for the job among the available applicants is known as
(i) Selection
(ii) Recruitment
(iii) Human resource planning
(iv) Job analysis
(v) Job design.
Question6) Which of the following helps in identifying knowledge, skill and attitude set that enables individual to deliver the best performance in his/her job?
(i) Job evaluation
(ii) Computer modeling
(iii) Skill variety
(iv) Competency modeling
(v) Punitive discipline.
Question7) Process of selection starts with the review of the applications. Which of the following steps follows review of the application?
(i) Analysis of the application blank
(ii) Preliminary interview
(iii) Reference check
(iv) Conducting test
(v) Initial screening interview.
Question8) Selection method is considered to be reliable, if it produces consistent results across different situations and times. Which of the following statements is/are true regarding the alternate-form method?
I. A group of candidates take the same test twice.
II. A test is divided into two parts and given to the candidates.
III. Two similar but separate forms are given at the same time to candidates.
(i) Only (I) above
(ii) Only (II) above
(iii) Only (III) above
(iv) Both (II) and (III) above
(v) All (I), (II) and (III) above.
Question9) Which of the following methods of determining validity refers to correlation between scores on the measure in selection method and scores on the corresponding measure of job performance?
(i) External validity
(ii) Criterion validity
(iii) Content validity
(iv) Internal validity
(v) Construct validity.
Question10) Degree to which information provided by selection methods enhances the bottom line effectiveness of the organization is called
(i) Legality of selection method
(ii) Utility of selection method
(iii) Generalizability of selection method
(iv) Validity of selection method
(v) Effectiveness of selection.