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IPMA-HR PUBLIC SECTOR ESSENTIALS (ACTUAL / )
EXAM QUESTIONS AND VERIFIED CORRECT ANSWERS
attraction-selection-attrition (ASA) theory - ----Answers---- job candidates are attracted to, selected by firms where similar types of individuals are employed and individual who are different quit their jobs to work elsewhere
compilational fit - ----Answers----occurs when several lower level factors (work group, personal lives, or work site teamwork) prompt increase in higher-level congruence
compositional fit - ----Answers----when people involved in creating fit are doing so at different levels of a firm
spillover - ----Answers----good/bad fit spills over into beliefs about organization
spiraling - ----Answers----positive/negative perceptions about fit impact feelings about a work place
selection criterion - ----Answers----characteristic that a person must posses to successfully perform work
predictors of selection criteria - ----Answers----measurable of visible indicators of selection criteria
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correlation coefficient - ----Answers----index number that gives relationship between a predictor variable and a criterion variable
concurrent validity - ----Answers----measured when an employer tests current employees and correlates the scores with their performance ratings
predictive validity - ----Answers----measured when test results of applicants are compared with subsequent job performance, favored by EEOC
cognitive ability tests - ----Answers----tests that measure an individuals thinking, memory, reasoning, verbal and mathematical abilities
structured interview - ----Answers----interview that uses a set of prepared, job-related questions that are asked of all applicants, comparisons made easily
behavioral interview - ----Answers----applicants give specific examples of how they have performed a certain task or handled a problem in the past
competency interview - ----Answers----questions are designed to provide interviewer with benchmark against which to measure an applicant's response
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