FINAL EXAM \u2013 HRMD 630,\u00a0Fall 2022<\/p>\n
This is an open book exam that must be completed as an individual assignment. There are 20 multiple-choice questions (2 points each = 40 points) and\u00a03 essay questions (20 points each = 60\u00a0points).<\/p>\n
Please submit\u00a0your\u00a0test paper\u00a0through\u00a0the Assignment module.\u00a0The exam\u00a0responses must be in\u00a0Word.<\/p>\n
Due date:\u00a0November 6, 2022<\/p>\n
Multiple Choice\u00a0Questions<\/p>\n
Prepare an answer sheet with numbers 1 \u2013 20. Place the letter of the correct answer next to the number of the corresponding item. You may choose only one answer for each item.<\/p>\n
MULTIPLE CHOICE\u00a0QUESTIONS<\/p>\n
(2 points each \u2013 40 points total)<\/p>\n
Read each question carefully and select the BEST answer.<\/p>\n
1.\u00a0The correlation coefficient between a selection test and job performance is 0. This means the selection test ________.<\/p>\n
A)\u00a0perfectly\u00a0predicts job performance<\/p>\n
B)\u00a0and\u00a0job performance are unrelated<\/p>\n
C)\u00a0has\u00a0adverse impact on job performance<\/p>\n
D)\u00a0is\u00a0positively related to job performance<\/p>\n
\u00a0<\/p>\n
2.\u00a0Atlas\u00a0Industries uses a test that was designed for selecting Engineers in their facility. They have gone further to show that the test\u00a0will also be valid for selecting their support staff in the engineering department. This is an example of:<\/p>\n
A)\u00a0correlation<\/p>\n
B)\u00a0statistical\u00a0significance<\/p>\n
C)\u00a0reliability<\/p>\n
D)\u00a0validity\u00a0generalization<\/p>\n
3.\u00a0How dependably or consistently a measure assesses a particular characteristic is the measure’s ________.<\/p>\n
A)\u00a0reliability<\/p>\n
B)\u00a0validity<\/p>\n
C)\u00a0standardized\u00a0score<\/p>\n
D)\u00a0percentile<\/p>\n
4.\u00a0When multiple versions of the same test are developed to deter cheating, which of the following reliabilities is used to ensure the two forms are comparable?<\/p>\n
A)\u00a0test-retest reliability<\/p>\n
B)\u00a0inter-rater reliability<\/p>\n
C)\u00a0parallel\u00a0forms reliability<\/p>\n
D)\u00a0internal\u00a0consistency reliability<\/p>\n
5.\u00a0The extent to which items on a given measure assess the same construct is assessed by ________.<\/p>\n
A)\u00a0test-retest reliability<\/p>\n
B)\u00a0inter-rater reliability<\/p>\n
C)\u00a0parallel\u00a0forms reliability<\/p>\n
D)\u00a0internal\u00a0consistency reliability<\/p>\n
\u00a0<\/p>\n
6.\u00a0If the items on an assessment method appear to show that a high score on the test correlates with performance, then, which of the following is true?<\/p>\n
A) The assessment method’s criterion-related validity is high.<\/p>\n
B) The assessment method’s construct validity is high.<\/p>\n
C) The assessment method’s face validity is high.<\/p>\n
D) The assessment method’s content validity is high.<\/p>\n
\u00a0<\/p>\n
7.\u00a0Juan is a highly qualified biomedical researcher. Having recently completed his education, he applies to work at a pharmaceutical\u00a0company which is renowned for its fast-paced innovation and aggressive growth policy. Which of the following, if true, would provide for a poor person-organization fit in this case?<\/p>\n
A) Juan is interested in applied research that is likely to produce tangible results.<\/p>\n
B) Juan has the tendency to be process-oriented and is risk averse.<\/p>\n
C) Juan is a\u00a0team-player\u00a0and works exceedingly well in lab groups.<\/p>\n
D) Juan is interested in making numerous breakthrough discoveries in the lab.<\/p>\n
\u00a0<\/p>\n
8.\u00a0Behavioral interviews are more reliable and substantially better than ________ at predicting job performance.<\/p>\n
A)\u00a0structured\u00a0interviews<\/p>\n
B)\u00a0situational\u00a0interviews<\/p>\n
C)\u00a0unstructured\u00a0interviews<\/p>\n
D)\u00a0situational\u00a0judgment tests<\/p>\n
\u00a0<\/p>\n
9.\u00a0A company that wants to deliberately make an effort for continuity in leadership or other job categories should start which of the following:<\/p>\n
A)\u00a0a\u00a0mentoring program<\/p>\n
B)\u00a0succession\u00a0planning<\/p>\n
C)\u00a0formal\u00a0job selection<\/p>\n
D)\u00a0performance\u00a0evaluations<\/p>\n
\u00a0<\/p>\n
10.\u00a0An applicant is given a high volume of information, which includes several memos, informal correspondence, reports,\u00a0and announcements. The applicant is\u00a0required to work through the material by responding to each item presented. This assessment center exercise is called:<\/p>\n
A)\u00a0Written case analysis<\/p>\n
B)\u00a0One-On-One Role Play<\/p>\n
C)\u00a0Leaderless Group Discussion<\/p>\n
D)\u00a0In-Basket<\/p>\n
11.\u00a0Which of the following is true\u00a0of\u00a0at-will employment?<\/p>\n
A)\u00a0The employer, not the employee, can terminate the employee at any time.<\/p>\n
B)\u00a0At-will employees have a definite time period of service mentioned.<\/p>\n
C)\u00a0The employer and the employee can terminate employment for any reason that is not illegal.<\/p>\n
D)\u00a0At-will employment must be designated in writing.<\/p>\n
\u00a0<\/p>\n
12.\u00a0BioMd,\u00a0a manufacturer of high-end medical diagnostic equipment,\u00a0made a recent job offer to John Phillips. Mr. Phillips left his employment in Seattle to accept the job at\u00a0BioMd\u00a0that is located in Philadelphia.\u00a0BioMd\u00a0then rescinded their offer because the company determined a need to eliminate the position. John Phillips\u2019\u00a0best\u00a0claim against\u00a0BioMd\u00a0would be:<\/p>\n
A)\u00a0Promissory\u00a0Estoppel<\/p>\n
B)\u00a0Misrepresentation<\/p>\n
C)\u00a0Discrimination under Title VII<\/p>\n
D)\u00a0Breach of Contract<\/p>\n
13.\u00a0Processing a new employee’s employment-related paperwork, acquiring necessary keys and identification cards, and establishing an e-mail account for them is part of ________.<\/p>\n
A)\u00a0socialization<\/p>\n
B)\u00a0orientation<\/p>\n
C)\u00a0attrition<\/p>\n
D)\u00a0training<\/p>\n
\u00a0<\/p>\n
14.\u00a0In the selection procedure of a firm, an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process. What type of assessment plan is being used?<\/p>\n
A)\u00a0multiple\u00a0hurdles<\/p>\n
B)\u00a0contingent<\/p>\n
C)\u00a0supplemental<\/p>\n
D)\u00a0bona\u00a0fide<\/p>\n
\u00a0<\/p>\n
15.\u00a0Earlene Gibson, the HR manager of\u00a0BioMd,\u00a0is planning to implement a socialization program in the organization. She designs a program in which each stage of socialization is an “elimination tournament,” and a new hire is out of the organization if he or she fails. Earlene submits the program draft to the CEO for approval. Which of the following, if true, would be the strongest counterargument for the implementation of this plan?<\/p>\n
A)\u00a0BioMd\u00a0has a strong R&D orientation and innovation and risk taking are the major values that the company promotes.<\/p>\n
B) The management is intending to develop a homogeneous workforce that is highly cohesive and goal oriented.<\/p>\n
C) One of the goals of the socialization program is to exercise more discipline and control in the organization.<\/p>\n
D) The company is characterized by a vertical organizational structure and centralized\u00a0decision making.<\/p>\n
\u00a0<\/p>\n
16.\u00a0Software that allows you to maintain a database of both candidates and job information to facilitate finding matches between openings and candidates is\u00a0a(n) ________.<\/p>\n
A)\u00a0applicant\u00a0tracking system<\/p>\n
B)\u00a0resume\u00a0screening application<\/p>\n
C)\u00a0balanced\u00a0staffing scorecard<\/p>\n
D)\u00a0digital\u00a0staffing dashboard<\/p>\n
\u00a0<\/p>\n
17.\u00a0Which of the following\u00a0is\u00a0a competency required of a recruiter?<\/p>\n
A)\u00a0Uses advanced social media and marketing tools to find best active candidates.<\/p>\n
B) Email marketing expert.<\/p>\n
C) Networking skills.<\/p>\n
D) Great organizer.<\/p>\n
E) All of the above.<\/p>\n
18. A layoff is an example of which type of turnover?<\/p>\n
A)\u00a0dysfunctional<\/p>\n
B)\u00a0voluntary<\/p>\n
C)\u00a0involuntary<\/p>\n
D)\u00a0avoidable<\/p>\n
19.\u00a0Which of the following is a direct cost of turnover?<\/p>\n
A)\u00a0Orientation and Training<\/p>\n
B)\u00a0Decreased productivity of employees<\/p>\n
C)\u00a0Advertising Costs<\/p>\n
D)\u00a0All of the above would be considered a direct cost of turnover.<\/p>\n
20.\u00a0Procedural justice refers to:<\/p>\n
A)\u00a0the\u00a0perceived fair treatment of employees<\/p>\n
B)\u00a0the\u00a0perceived fairness of a process<\/p>\n
C)\u00a0the\u00a0perceived\u00a0procedures that are used during a downsizing event<\/p>\n
D)\u00a0the\u00a0effects of outcomes on affected employees<\/p>\n
ESSAY QUESTIONS<\/p>\n
Question #1 –\u00a020\u00a0points total<\/p>\n
This essay should incorporate many of the concepts learned throughout the semester. It is important that you answer each part of the question thoroughly and\u00a0provide\u00a0the information requested. Read the question carefully!!\u00a0This is a 20 point essay \u2013 a one-page response will not be sufficient to fully answer all the components of the question and more than 4 pages is too much. Plan your response.<\/p>\n
You have just signed on as the Manager of Human Resources for a large manufacturing company in the Chicago area. Your company manufactures parts to the automotive industry such as air duct assemblies for various models of new vehicles as well as to the secondary market for these same parts. Upon conducting an audit of HR initiatives and trying to understand the challenges you want to tackle, you find that the overall turnover rate for this company is 37%. You have not worked in this specific industry but you feel at first glance that this number is high. Based on this limited information that you have, lay out a strategy for addressing turnover. You should include the following in your answer:<\/p>\n
1. Is the 37% turnover a cause for concern? How would you go about finding out this information?\u00a0(5 points)<\/p>\n
2. What additional data will you gather to learn more about the turnover in this organization? Remember that your\u00a0readings discuss\u00a0different types of turnover and this should be addressed in your answer along with any benefits of turnover.\u00a0(5 points)<\/p>\n
3. Assume that you find that the turnover is problematic. Particularly, you discover that the turnover for non-exempt staff is 42% – well over the total turnover for the organization. Prepare a strategy\u00a0to suggest to the CEO\u00a0for addressing this turnover, specifically addressing possible causes of the turnover and solutions related to those causes. You will need to think about many of the concepts we have discussed throughout this course in order to answer this question fully. (10 points)<\/p>\n
Question #2 \u2013 20 points<\/p>\n
Discuss the criteria for good cutoff scores as viewed by the courts. You should be able to state clearly what the Uniform Guidelines on Employee Selection Procedures (UGESP) say about cutoff scores.<\/p>\n
Question #3 \u2013 20 points<\/p>\n
For this question, assume you are employed as an HR consultant for a mid-sized bank. The bank employs 200 tellers across its branches.\u00a0Review the details of the teller position as provided on O*Net (http:\/\/www.onetonline.org\/link\/summary\/43-3071.00).<\/p>\n
Based on this information, the bank decides that the ideal candidate for this position will possess the following factors:<\/p>\n
1. Have at least a high school\u00a0EDUCATION\u00a0(bachelor\u2019s or associate\u2019s degree desirable).<\/p>\n
2. Have\u00a0EXPERIENCE\u00a0as a teller or in a related field (cashier, billing clerk)<\/p>\n
3. Be able to perform basic\u00a0MATH SKILLS\u00a0related to banking (for example, count currency quickly and accurately and balance a cash drawer correctly).<\/p>\n
4. Be\u00a0KNOWLEDGEABLE OF VERIFICATION\u00a0requirements for bank transactions (for example, errors in check and proper identification to authorize transactions).<\/p>\n
5. Have good\u00a0INTERPERSONAL SKILLS\u00a0(for example, speak clearly, make good eye contact and develop rapport easily).<\/p>\n
6. Be\u00a0MOTIVATED\u00a0to work.<\/p>\n
PART 1\u00a0(10 points):\u00a0Identify which selection methods (e.g. resume, interview, test, role play exercise, reference check or personality inventory) you would recommend for each of the six factors listed above. You can use the same selection method more than once if you believe it is appropriate for more than one factor. Below is an example of how you might justify using an application form as an appropriate selection method for education.<\/p>\n
1. Education \u2013 selection method: Application Form<\/p>\n
Justification: A question on the application form can ask applicants to describe their education. This selection method makes it easy and inexpensive to obtain this information.<\/p>\n
2. Work Experience \u2013 selection method: _________________________________________<\/p>\n
Justification:<\/p>\n
3. Math Skills \u2013 selection method: __________________________________<\/p>\n
Justification:<\/p>\n
4.\u00a0Verification Knowledge \u2013 selection method: __________________________________<\/p>\n
Justification:<\/p>\n
5. Interpersonal Skills \u2013 selection method: ______________________________________<\/p>\n
Justification:<\/p>\n
6. Work Motivation \u2013 selection method: ______________________________________<\/p>\n
Justification:<\/p>\n
Part 2 (10 points):<\/p>\n
The bank collected the following data over the past five years:<\/p>\n
Males applied = 200 Females applied = 300<\/p>\n
Males hired = 40 Females hired = 45<\/p>\n
Based on this information, the selection ratio for men is 20% (40\/200), whereas the selection ratio for women is 15% (45\/300). Dividing the minority group (women) by the majority group (men) results in an answer of 75% (15%\/20%). Since the result is less than 80%, adverse impact exists. The organization needs to explore the selection process to identify what might be the cause of this disparity.<\/p>\n
In this part of the question \u2013 you will conduct this analysis.<\/p>\n
The bank compiled selection data on three racial groups during the past year:\u00a0Caucasians, African Americans and Latinos. The data is as follows:<\/p>\n
Number applied<\/p>\n
Number hired<\/p>\n
Caucasians<\/p>\n
90<\/p>\n
27<\/p>\n
African Americans<\/p>\n
50<\/p>\n
10<\/p>\n
Latinos<\/p>\n
40<\/p>\n
10<\/p>\n
Answer the following:<\/p>\n
a. What are the selection ratios for each of the three groups? (2 points)<\/p>\n
b. Does adverse impact exist when you compare the African American applicant pool with the Caucasian applicant pool? Show your work. (4 points)<\/p>\n
c. Does adverse impact exist when you compare the Latino applicant pool with the Caucasian applicant pool? Show your work. (4 points)<\/p>\n","protected":false},"excerpt":{"rendered":"
FINAL EXAM \u2013 HRMD 630,\u00a0Fall 2022 This is an open book exam that must be completed as an individual assignment. There are 20 multiple-choice questions (2 points each = 40 points) and\u00a03 essay questions (20 points each = 60\u00a0points). Please submit\u00a0your\u00a0test paper\u00a0through\u00a0the Assignment module.\u00a0The exam\u00a0responses must be in\u00a0Word. Due date:\u00a0November 6, 2022 Multiple Choice\u00a0Questions Prepare […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[10],"class_list":["post-105940","post","type-post","status-publish","format-standard","hentry","category-research-paper-writing","tag-writing"],"_links":{"self":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/posts\/105940","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/comments?post=105940"}],"version-history":[{"count":0,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/posts\/105940\/revisions"}],"wp:attachment":[{"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/media?parent=105940"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/categories?post=105940"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/papersspot.com\/blog\/wp-json\/wp\/v2\/tags?post=105940"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}