2HR3 Quiz 1 PDF

1. Which of the following refers to a collection of corporate performance evaluation criteria that assesses the robustness of a company’s governance mechanisms and its ability to effectively manage its environmental and social impacts? Talent management ESG strategies ✓ Sustainability Corporate gove...

1. Which of the following refers to a collection of corporate performance evaluation criteria that assesses the robustness of a company’s governance mechanisms and its ability to effectively manage its environmental and social impacts? Talent management ESG strategies ✓ Sustainability Corporate governance Organizational effectiveness 2. Use of quantitative tools and scientific methods to analyse data from HR databases and other sources to make evidence-based decisions is called: people (human capital) analytics ✓ productivity improvement. performance management. strategic HRM. self-service. 3. What do you call the process through which an organization seeks applicants for potential employment? Recruitment ✓ Selection Onboarding Job analysis Performance management 4. ________ became the first country to collect and publish gender diversity data by asking a survey question in the 2021 Census that differentiated between “sex at birth” and “gender”—previous census data only asked to identify “sex.” The United States Norway Australia The Netherlands Canada ✓ 5. Statistics Canada reports the Indigenous-identity population of Canada is approximately _______ percent of Canada’s total population. 5 percent ✓ 2.5 percent 15 percent 8 percent 1.5 percent 6. Which of CPHR Canada’s general competencies means forging positive relationships and developing self-awareness in regard to the impact on others? Relational intelligence ✓ Data and sensemaking Business acumen Working digitally Leadership 7. _________ is a technology that simulates human thinking. It works through queries that allow it to learn from data over time so that it can identify trends and patterns that influence future searches and suggestions. Robotics Social network Knowledge work Evidence-based HRM Artificial intelligence ✓ 8. Truth and Reconciliation Commission of Canada: Calls to Action provides directives to: Support diversity, equity, and inclusion in the workplace. Prevent the harassment and exploitation of Canada’s youth. Transition formal workplaces to embrace remote and hybrid work options. Build meaningful and sustainable relationships with Indigenous peoples. ✓ Support employee psychological safety. 9. Arcady views and accesses important HR metrics and other important indicators that are prominently displayed on his computer's desktop and mobile device. This ___________ also provides access to important HR metrics for conducting people analytics. application of artificial intelligence application of robotics HR dashboard ✓ psychological contract cloud 10. Funmi is a marketing analyst who provides highly specialized social marketing expertise to her employer. Funmi is _________. a knowledge worker ✓ a millennial passive talent a data scientist an expatriate 11. As a type of resource, human capital refers to: the wages, benefits, and other costs incurred in support of HR functions within an organization. executive talent within an organization. the tax-deferred value of an employee's pension plan. employee characteristics that can add economic value to the organization. ✓ substitutes for physical assets. 12. Statistics Canada predicts: The number of Canadians in the labour force is projected to decrease between now and 2036. Canada’s overall labour force participation rate is expected to decline. ✓ Canada’s overall labour force participation rate is expected to increase. The Canadian Pension Plan will be depleted by 2036. Canada will not suffer from any labour shortages in the near future. 13. A cluster of competencies related to using the levers available to HR professionals to maximize the performance of organizations, teams, and individuals within the context of executing the organization's strategy refers to what grouping of the HR Professionals' competency framework illustrated in your course materials? Employee and labour relations Total rewards Workforce planning and talent management Professional practices Organizational effectiveness ✓ 14. According to a study from Randstad Canada, non-traditional workers currently make up _______ of the workforce and this number is expected to rise in the next decade. Half 10 percent Three-quarters 60 percent 20 to 30 percent ✓ 15. The employer's duty to accommodate extends to the point of: Inconvenience. employer preference. employee preference. undue adjustment. undue hardship. ✓ 16. Which of the following terms refers to any person who actively promotes and aspires to advance the culture of inclusion to create affirming and welcoming environments for everyone? Ombudsperson Ally ✓ HR Specialist Social convener Socialist 17. Who is responsible to prove the existence of a bona fide occupational requirement (BFOR) if any complaint of discrimination should arise? Employer ✓ Employee Government Lawyers Privacy Commissioner 18. Which of the following is NOT a role of Employment/Labour Standards offices? Ensure that employees are paid fairly Provide tools and online resources for employees and employers Hear complaints Conduct investigations Address allegations of discrimination ✓ 19. Diversity can be calculated, tracked, and reported—it's about: Inclusion. Differences. ✓ Similarities. Safety. strategy. 20. The first step of a technic of operations review analysis of an accident is to: establish the facts surrounding the incident. ✓ identify the basic elements of the job. rate each of the basic job elements for its hazard potential. identify the single, systemic failure that most likely contributed to the incident. identify two or three secondary factors that likely contributed to the incident. 21. Is differential treatment of employees ever legal? Yes, when employing people older than 55 years of age. Yes, when there is a bona fide occupational requirement. ✓ Yes, when employing people with disabilities. Yes, when employees do not file complaints. No, differential treatment of employees is always illegal. 22. _________, especially in safety-sensitive roles, is the top concern for employers as Canada became the first G7 country to legalize and regulate recreational cannabis on a national scale. Data collection Safety ✓ Disclosure Cost Testing 23. Which of the following is NOT a designated employment equity group? Women Members of visible minorities Elderly people ✓ Persons with disabilities Aboriginal peoples 24. Organizations that place a strategic emphasis on corporate wellness achieve all of the following economic benefits, EXCEPT: reduced injury insurance costs. enhanced productivity. reduced costs due to less employee turnover. increased absenteeism. ✓ reduced disability insurance costs. 25. Increasingly, organizations are taking a strategic approach to occupational health and safety by: focusing on legal compliance. avoiding responsibility for worker health and safety. holding employees solely responsible for safe operations. adopting a values-based commitment to safe operations. ✓ both "focusing on legal compliance" and "avoiding responsibility for worker health and safety." 1. A schedule in which full-time workers complete their weekly hours in fewer than five days is termed a: right-to-work workweek. compressed workweek. ✓ substandard workweek. flexible workweek. reduced hours workweek. 2. Through the process of ____________, managers analyze the tasks needed to produce a product or service. business strategy work flow design ✓ HR strategy operational analysisIncorrect organizational structure design 3. One of the largest ergonomic challenges of mobile devices is: Decreased productivity Reduced focus Repetitive strain injuries ✓ Distraction Time management 4. If company XYZ requires its employees to be at work between the hours of 10am and 3pm, but allows employees to decide whether they will work their additional hours before or after this time period, it is using which one of the following? Job sharing Flextime ✓ Compressed workweek Distributed work Dejobbing 5. Job sharing involves two part-time employees carrying out tasks associated with: improving efficiency decreasing costs a single position ✓ several jobs distributed work 6. Which of the following is true of competency models? They help HR professionals ensure that all aspects of talent management are aligned with an organization's strategy. ✓ They identify and describe a few competencies required for success in a particular occupation or set of jobs. They are only applicable to middle managers of an organization. They focus more on tasks and outcomes and not on how people work. They are only applicable to the organization's supervisors and managers. 7. The manager of a local grocery store introduces a short conveyor belt that requires customers to place their items on it prior to checking out. This saves the cashier from the physical strain of bending and reaching into the carts to retrieve the items. This change is an example of the _____ approach to job design. remote work job enrichment Ergonomic ✓ Flextime job sharing 8. Which of the following is NOT a way to simplify a job's mental demands? Limit the amount of information and memorization the job requires. Provide easy-to-understand gauges and displays. Encourage the use of checklists. Provide clear instructions. Encourage employees to juggle information from several sources at once. ✓ 9. The Fleishman Job Analysis System is: the broadest and best-researched instruments for analyzing jobs. a standardized job analysis questionnaire containing 194 items that represent work behaviours, work conditions, and job characteristics that apply to a wide variety of jobs. organized into six sections concerning different aspects of the job: based on 52 categories of abilities, ranging from written comprehension to deductive reasoning, manual dexterity, stamina, and originality. ✓ rated each item on six scales: extent of use, amount of time, importance to the job, possibility of occurrence, applicability, and special code 10. Maxwin Corp., a national logistics company, has announced the opening of a new unit for the manufacturing division. Jaxon, the HR manager, has been asked to help plan for the creation of the new unit. Which of the following relates to the task undertaken by Jaxon, if he is involved in the process of defining the way work will be performed and the tasks associated with the jobs in the new unit? Job rotation Job evaluation Job design ✓ Job enrichment Job extension 11. Which one of the following interventions would NOT be consistent with the motivational approach to job design? Self-managed work teams Task specialization ✓ Job enrichment Flexible work schedules Job enlargement 12. Which one of the following approaches to job design involves seeking the "one best way" to perform a job? Design for motivation Design for mental health and well-being Design for physical health and well-being Design for efficiency ✓ None of the choices are correct. 13. The first stage in work flow analysis is to identify the: outputs of a particular work unit. ✓ work relationships within the work unit. work processes used to generate the outputs of the work unit. inputs used in the development of the work unit's product. job requirements. 14. Which of the following job analysis methods requires subject-matter experts to evaluate a job in terms of abilities required to a perform the job? Work Sampling Technique Participant Observation Technique Fleishman Job Analysis System ✓ Position Analysis Questionnaire Conjoint Analysis Technique 15. All of the following are true of the National Occupational Classification (NOC), EXCEPT? It is maintained by Employment and Social Development Canada, working with Statistics Canada. It uses a numerical code to assigned monetary value to each job classification. ✓ It provides a consistent way to identify and interpret the nature of work. NOC 2021 Version 1.0 is the latest version. It goes through a major review and revision process. 16. To achieve high quality performance, organizations have to understand and match _______ and _________. job requirements; people ✓ job design; work flow job analysis; work flow work flow; people job descriptions; job specifications 17. Which section of the Position Analysis Questionnaire (PAQ) describes the physical and social environments in which the work is performed? Job context ✓ Mental processes Work output Relationships with other persons Information input 18. Which of the following is a category of inputs to work flow analysis? Raw inputs e.g. materials, data, and information. Equipment e.g. special equipment, facilities, and systems. Human resources e.g. competencies needed by those performing the tasks. Raw inputs e.g. materials, data, and information, "equipment e.g. special equipment, facilities, and systems," and "human resources e.g. knowledge, skills, and abilities needed by those performing the tasks." ✓ Only "raw inputs e.g. materials, data, and information" and "equipment e.g. special equipment, facilities, and systems." 19. All of the following accurately describes a job description, EXCEPT? It gives the title of the job It gives an overview of the job It lists the main duties of the job. It describes the knowledge the job holder must have to perform the job ✓ It should follow a consistent format within an organization. 20. Which section of the Position Analysis Questionnaire (PAQ) describes the reasoning, decision making, planning, and information-processing activities involved in performing the job? Job context Mental processes ✓ Work output Relationships with other persons Information input 21. As a manager, you decide to design a job based on the principles of industrial engineering. Which of the following outcomes would NOT likely be achieved? Increased efficiency Reduced complexity Increased meaningfulness ✓ Almost anyone can be trained quickly and easily Boring and repetitive jobs 22. Which one of the following sources of job analysis information generally provides the most accurate information regarding the time spent performing various job tasks? Supervisors Incumbents ✓ Customers and clients Senior managers and executives Human resource specialists 23. If the organization's structure is strongly based on function: workers tend to have low authority. workers tend to work alone at highly specialized jobs. workers tend to have broad responsibility. workers tend to serve a particular group of customers or produce a particular product. workers tend to have low authority AND tend to work alone at highly specialized jobs. ✓ 24. Aki, an HR manager at Synergy Inc. wishes to design jobs that do not exceed the mental capabilities and limitations of employees. To do so, Aki would most likely have to: allow employees to opt for a compressed workweek schedule. limit autonomy and stress error-free work. Increase the amount of reporting requirements and documentation. train employees to multi-task and work in self-managed teams. reduce the information processing requirements of jobs. ✓ 25. Ari wants to set up a manufacturing unit, so he meets with Fatima, a HR manager at his company. Fatima explains that in order to decide on the human resource needs for the unit, they should conduct a work flow analysis. She suggests they start by defining the outputs of the process. To do this, which of the following should Ari define? The processes that will be involved in manufacturing The number of people required for production The type and number of products that will need to be manufactured ✓ The special equipment, facilities, and systems needed for production The data and information needed by the work unit 1. The first step in the workforce planning process is: forecasting. ✓ goal setting. program implementation. program evaluation. strategic planning. Forecasting: involves predicting future workforce needs based on factors such as business growth, industry trends, technology advancements, and organizational changes. This step is crucial as it helps organizations anticipate their talent requirements and develop strategies to address potential gaps in skills, knowledge, and staffing levels. By forecasting workforce demand and supply, companies can make informed decisions about recruitment, training, development, succession planning, and resource allocation 2. Yield ratios express the: output yielded by a new hire in relation to the cost of recruiting the new hire. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. ✓ cost per hire. quality of new hires based on manager feedback. the cost of recruitment expressed as a proportion of training and onboarding costs. 3. All of the following explain why many baby boomers are staying in the workforce after reaching the traditional age of retirement, EXCEPT? Improved health. Jobs are becoming more physically demanding. ✓ Having high levels of debt. Enjoying work. Lack of pensions. 4. Which of the following statements about digital recruiting is FALSE? Employers have shifted using their spending on job ads away from print media to online job advertising or a combination of both. Companies are turning to the use of social media including LinkedIn, Facebook, and Twitter to seek out job candidates. Smaller and less well-known organizations are likely to be more successful that large well-known organizations in using their websites for recruiting. ✓ Niche boards are smaller sites that focus on particular industries, occupations, geographic areas. Most large companies and many smaller ones make career information available on their websites. → The statement is false because it suggests that smaller organizations are generally more successful than larger ones in using their websites for recruiting, which is not typically the case. 5. Downsizing has an immediate effect on costs, and much of the evidence suggests that it: improves communication. strengthens social networks. hurts long-term organizational effectiveness. ✓ increases the motivation of remaining employees. does not work to shrink the size of the internal labour force. Downsizing: The process of reducing the size of a company's workforce, often as a cost-cutting measure or in response to changing business conditions. It can involve layoffs, early retirements, or the elimination of certain positions within the organization. The statement "hurts long-term organizational effectiveness" is correct because downsizing can have negative long-term effects on an organization despite its immediate cost-saving benefits. 1. **Improves communication:** Downsizing can actually hinder communication within an organization. It may lead to increased stress and uncertainty among employees, which can negatively impact communication channels and the flow of information. 2. **Strengthens social networks:** Downsizing can disrupt social networks within the workplace as employees may experience increased job insecurity and decreased morale. This can weaken social connections and trust among employees rather than strengthen them. 3. **Increases the motivation of remaining employees:** While some employees may feel motivated to work harder after downsizing due to increased workload or a desire to prove their value, overall morale and motivation often suffer. Employees may experience decreased job satisfaction, fear of job loss, and decreased trust in management, leading to lower motivation levels. 4. **Does not work to shrink the size of the internal labor force:** Downsizing is specifically aimed at reducing the size of the workforce, so this statement is incorrect. It is a strategy used to cut costs by eliminating positions or reducing the number of employees within an organization. 6. An important source of recruits for entry-level professional and managerial vacancies is: yield ratios. advertisements in newspapers and magazines. nepotism. on-campus interviewing.✓ executive search firms. 7. Cost per hire is: useful in assessing the efficiency of a recruiting source.✓ lower for executive search firms than for newspaper ads. lower for executive recruits than for clerical recruits. a measure of applicant quality. a measure of recruiter quality. Explanation: 1. Lower for executive search firms than for newspaper ads: Describes the cost comparison between two different recruiting methods 2. Lower for executive recruits than for clerical recruits: Refers to the cost comparison between hiring different categories of employees (executive vs. clerical) It relates to the variation in costs based on the position or level of the recruited candidate. 3. A measure of applicant quality: Describes a different metric related to recruitment, focusing on the evaluation of the quality of applicants. Applicant quality metrics may include factors like skills, experience, and fit with the organization's culture. 4. A measure of recruiter quality: This refers to evaluating the performance and effectiveness of recruiters in sourcing, screening, and hiring candidates. It assesses the abilities of recruiters rather than directly measuring the financial cost associated with hiring. 8. All of the following options to reducing a labour surplus are considered quick in terms of results, and cause a high to moderate amount of human suffering, EXCEPT? Downsizing Demotions Pay reductions Reducing hours A hiring freeze ✓ 9. Which of the following is NOT a stage of workforce planning? Strategic planning Goal setting Forecasting Turnover reduction ✓ Program implementation and evaluation Explanation: 1. **Strategic planning:** This is a critical stage in workforce planning where organizations define their long-term goals, objectives, and strategies related to human resources. It involves aligning HR strategies with overall business objectives. 2. **Goal setting:** After strategic planning, organizations set specific, measurable objectives that they aim to achieve in terms of workforce management. These goals are derived from the strategic plan and guide HR activities. 3. **Forecasting:** This stage involves predicting future workforce needs based on factors like business growth, market trends, and internal changes. It helps in determining the demand for talent and planning recruitment, training, and development efforts accordingly. 4. **Turnover reduction:** While reducing turnover is a goal or an outcome of effective workforce planning, it is not a distinct stage within the planning process. Instead, it is an objective that organizations strive to achieve through various workforce planning strategies such as talent retention programs, career development initiatives, and a positive work environment. 5. **Program implementation and evaluation:** After forecasting and setting goals, workforce planning moves into the implementation phase where HR programs and initiatives are put into action. This includes recruitment, training, performance management, and employee development. Evaluation is then conducted to assess the effectiveness of these programs and make data-driven decisions for continuous improvement. 10. Which of the following options for avoiding an expected labour shortage has the benefit of being a fast solution while maintaining a high ability to change later? Overtime ✓ Technological innovation Turnover reductions New external hires Technological innovation Explanation: 1. **Overtime:** This allows existing employees to work additional hours to meet short-term demand. It's a fast solution because it doesn't require hiring new staff immediately, and it can be adjusted quickly based on changing needs. However, it's important to note that relying heavily on overtime can have drawbacks such as increased costs and potential burnout among employees. 2. **Technological innovation:** While technological innovation can be beneficial in the long term for improving efficiency and productivity, it may not provide a fast solution to an immediate labor shortage. Implementing new technologies often requires time for planning, implementation, and training, which may not address an urgent staffing need quickly. 3. **Turnover reductions:** This involves strategies to reduce employee turnover, which is more of a long-term approach rather than a quick solution to an expected labor shortage. It focuses on retaining existing talent through measures like improving work conditions, offering career development opportunities, and enhancing employee satisfaction. 4. **New external hires:** Hiring new employees externally can address a labor shortage but is not necessarily a fast solution, as it involves recruitment, selection, onboarding, and training processes. It also carries the risk of longer-term commitments and potential challenges in finding suitable candidates quickly. 11. Which one of the following is NOT true of a transitional matrix? It shows the proportion (or number) of employees in different job categories at different times. It is useful for charting historical trends in the company's supply of labour. It is useful in predicting external labour market trends. ✓ Under stable conditions, it is useful for developing future strategies to address labour shortages or surpluses. It answers the questions: "Where did people who were in each job category go?" and "Where did people now in each job category come from?" Explanation: The statement that is NOT true of a transitional matrix is "It is useful in predicting external labor market trends." 1. **It shows the proportion (or number) of employees in different job categories at different times:** This is true. A transitional matrix displays the movement of employees between job categories over time, showing how many employees move from one category to another. 2. **It is useful for charting historical trends in the company's supply of labor:** This is true. By tracking employee movements, a transitional matrix can provide insights into historical trends in workforce composition and changes in labor supply within the company. 3. **It is useful in predicting external labor market trends:** This is not true. A transitional matrix primarily focuses on internal movements within an organization and does not directly predict external labor market trends, such as changes in industry demand or supply of labor from outside the organization. 4. **Under stable conditions, it is useful for developing future strategies to address labor shortages or surpluses:** This is true. In stable conditions, a transitional matrix can help organizations plan for future workforce needs by identifying potential shortages or surpluses in specific job categories based on historical data. 5. **It answers the questions: "Where did people who were in each job category go?" and "Where did people now in each job category come from?":** This is true. A transitional matrix provides insights into employee movements by answering questions about where employees in each job category moved to and where employees in each current job category came from. 12. A small company that manufactures special-order wood furniture has kept its employees busy on a 40-hour-a-week schedule for the past two years. The company just received the largest contract in its history from a European company opening offices in the area. There is no expectation of repeat business from the European company. In order to complete the contract in the required three months, additional skilled woodworking employees are needed. Under these circumstances, to avoid an expected labour shortage, the best option would be: overtime. ✓ the use of temporary employees. turnover reduction. new external hires. 13. When a selection method is free from random error we say it is: Reliable. ✓ Valid. Legal. Practical. Inexpensive. 14. To remove unconscious bias that may present barriers or exclude some candidates from consideration some firms are using: physical ability tests personality inventories reference checks blind screening ✓ compensatory models Explanation: 1. **Physical ability tests:** These tests assess a candidate's physical capabilities relevant to the job. While they can be part of a comprehensive assessment process, they do not directly address unconscious bias in candidate selection. Bias can still exist in how physical ability standards are applied or interpreted. 2. **Personality inventories:** These tools assess aspects of a candidate's personality traits and characteristics. While they can provide valuable insights into a candidate's fit for a role, they do not specifically target unconscious bias. Bias can still occur in how personality traits are perceived or valued. 3. **Reference checks:** These involve contacting a candidate's references to gather information about their past performance and qualifications. While reference checks are important for verifying information, they do not directly address unconscious bias in the selection process. Bias can still influence how references are interpreted or weighted. 4. **Blind screening (correct answer):** This method involves removing identifiable information such as name, gender, ethnicity, or age from candidate resumes or applications before they are reviewed. This helps prevent unconscious bias based on these factors and promotes fair evaluation based on qualifications and experience. 5. **Compensatory models:** These models are used in decision-making processes where strengths in one area can compensate for weaknesses in another. While they can be part of a fair selection process, they do not specifically target unconscious bias. Bias can still affect how compensatory factors are assessed or weighted. 15. Recruitment, together with selection, is increasingly referred to as: organizational strategy. hiring decision-making. talent management. employment testing. talent acquisition. ✓ 16. Which dimension of the “Big Five” measures emotional stability? Extroversion Adjustment ✓ Agreeableness Conscientiousness Inquisitiveness Explanation: 1. **Extroversion:** This dimension measures traits related to sociability, assertiveness, and outgoing behavior. How outgoing and social a person is. 2. **Adjustment (Emotional Stability):** This dimension measures traits related to emotional stability, calmness, resilience, and the ability to cope with stress. It is directly associated with managing emotions and maintaining stability in various situations. 3. **Agreeableness:** This dimension measures traits related to cooperation, kindness, empathy, and trust. How pleasant and agreeable a person is in interpersonal interactions. 4. **Conscientiousness:** This dimension measures traits related to organization, responsibility, diligence, and goal-directed behavior. How reliable and organized a person is in their actions and responsibilities. 5. **Inquisitiveness (Openness to Experience):** This dimension measures traits related to curiosity, creativity, openness to new ideas, and intellectual engagement. How open-minded and curious a person is about the world around them. The Big Five personality traits 1. **Extroversion:** Measures sociability, assertiveness, and outgoing behavior. 2. **Adjustment (Emotional Stability):** Measures emotional stability, calmness, and resilience. 3. **Agreeableness:** Measures cooperation, kindness, empathy, and trust. 4. **Conscientiousness:** Measures organization, responsibility, diligence, and goal-directed behavior. 5. **Inquisitiveness (Openness to Experience):** Measures curiosity, creativity, openness to new ideas, and intellectual engagement. 17. Job performance tests have the advantage of being: Job-specific. ✓ commercially available at very minimal cost. Generalizable. Inexpensive. similar to personality tests. 18. Review of resumes is most valid when their content is evaluated in terms of: the elements of a job description and job specifications. ✓ other applicants' qualifications. the incumbent's qualifications. the values and wants of the supervisor rather than the HR professional. their correlation with salary structure. 19. Unlike predictive and concurrent validity, content validity is: based on expert judgment. ✓ measured statistically. more valid. based on correlation coefficients. not legally approved. Explanation: Content validity is based on expert judgment: Content validity assesses whether a measurement instrument, such as a test or questionnaire, adequately covers the content it is supposed to measure. This determination is often made by experts in the field who evaluate the relevance and representativeness of the items in the instrument. Predictive validity: This type of validity assesses how well a measurement predicts future performance or outcomes. For example, a test might be used to predict job performance or academic success. Concurrent validity: This type of validity assesses the relationship between a measurement and a criterion that is measured at the same time. It is used to establish whether a new measurement correlates well with an established measurement or criterion. 20. Social media background checks on sites such as Facebook, Twitter, TikTok, and Instagram are being used by _______ of employers as a hiring tool 10 percent 25 percent 50 percent 70 percent ✓ 85 percent 21. A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called: criterion-related validity. ✓ split-half validity. content validity. construct validity. concurrent validation. Split-half reliability: is a method used to assess the internal consistency of a measurement instrument by splitting it into two halves and comparing the scores obtained from each half. Content validity: assesses whether a measurement instrument adequately covers the content or domain it is supposed to measure. It is based on expert judgment and the relevance of the items in the instrument, not on the association with job performance. Construct validity: Construct validity assesses whether a measurement instrument measures the theoretical construct or concept it is intended to measure. It involves evaluating the relationships between the measurement and other variables to support the existence of the construct. Concurrent validation: is a method used to establish the validity of a measurement instrument by comparing it with an established criterion measured at the same time. It is similar to criterion-related validity but does not specifically focus on job performance as the criterion. 22. Which step of the selection process precedes the actual selection of a candidate? Testing Interviewing candidates Checking references and backgrounds ✓ Screening resumes Reviewing work samples 23. The Public Service Commission of Canada uses a test called the ______ to assess general cognitive abilities required for officer-level positions. GCT1 GCT2 ✓ GCT3 PARE CARES 1. GCT1: This option refers to a hypothetical test or a specific test not mentioned in the context of the Public Service Commission of Canada. There is no widely recognized "GCT1" test specified for assessing general cognitive abilities for officer-level positions. 2. GCT2: The "GCT2," or General Competency Test Level 2, is a standardized test used by the Public Service Commission of Canada to assess general cognitive abilities such as reasoning, problem-solving, and critical thinking skills. It is commonly used for officer-level positions in the Canadian public service. 3. GCT3: Similar to GCT1, GCT3 is a hypothetical or unspecified test in the context of the Public Service Commission of Canada. It is not specifically mentioned or recognized as a test used for assessing general cognitive abilities for officer-level positions. 4. PARE: The Physical Abilities Requirement Evaluation (PARE) is a test used for assessing physical fitness and abilities, not cognitive abilities. It is commonly used in law enforcement and related fields. 5. CARES: There is no widely recognized test called "CARES" specified for assessing general cognitive abilities for officer-level positions in the context of the Public Service Commission of Canada or similar organizations. Without specific information about CARES, it's difficult to provide further details about what it might entail or be used for. 24. All of the following statements about personality inventories are accurate, EXCEPT? Evidence shows that people who score high on conscientiousness tend to excel at work, because they tend to use self-control. The usual way to identify a candidate's personality traits is to administer one of the personality tests that are commercially available. The relevance of personality dimensions may be job specific (e.g. extroverts tend to excel in sales jobs.) Administering commercially available personality tests usually violates employment equity requirements. ✓ One trend in favour of personality tests is the increasing use of teamwork in organizations. Explanation: 1. **Evidence shows that people who score high on conscientiousness tend to excel at work, because they tend to use self-control:** This statement is accurate. Conscientiousness is a personality trait associated with being organized, responsible, and diligent, which are qualities often linked to success in various work roles. 2. **The usual way to identify a candidate's personality traits is to administer one of the personality tests that are commercially available:** This statement is accurate. Many organizations use commercially available personality tests, such as the Big Five personality traits assessment or the Myers-Briggs Type Indicator (MBTI), to assess candidates' personality traits as part of their hiring processes. 3. **The relevance of personality dimensions may be job specific (e.g., extroverts tend to excel in sales jobs):** This statement is accurate. Different personality traits may be more suited to certain job roles. For example, extroversion may be beneficial for sales positions where interpersonal skills and assertiveness are important. 4. **Administering commercially available personality tests usually violates employment equity requirements:** This statement is incorrect. While it's essential to use personality tests in a fair and non-discriminatory manner, administering them itself does not typically violate employment equity requirements. However, using personality tests in a way that discriminates against protected groups or that is not job-related could be considered a violation. 5. **One trend in favor of personality tests is the increasing use of teamwork in organizations:** This statement is accurate. As teamwork becomes more prevalent in many workplaces, personality assessments can help organizations understand how individuals' personalities may complement each other within teams, leading to improved collaboration and productivity. 25. TiaraInc., an international clothing brand, hired 15 people as brand managers. They all took a test as part of the hiring process. Three months after being hired, their test scores were analyzed along with their performance on the job to find a substantial correlation between the two factors. Which of the following methods of research is exemplified in this scenario? content validation. predictive validation. ✓ concurrent validation. construct validation. diagnostic validation.