SHRM Exam Prep - The Common Trap Candidates Fall Into
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SHRM-CP Competencies Questions - Part 52
1. Statistical Principles HR seeks employee volunteers to compare twoΒ possible wellness programs. Their responses will be aggregated and analyzed to make a recommendation to senior management. How would you assess this critical analysis?
A) The assessment tools the volunteers use will be unreliable.
B) The sample group is too small.
C) The program assessment tools cannot be validated.
D) The sampling approach is flawed.Β
2. Which is the most important aspect of a selection test that successfully measures essential job-related skills and abilities?
A) Reliability
B) Validity
C) Cultural compliance
D) Statistical significance
3. Which feature should HR incorporate into a pre-employment test for a position that requires a high degree of accuracy, with any mistakes by the incumbent being dangerous?
A) High reliability
B) Fairness evidence
C) High validity
D) Environmental factors
4. Refer to the following scenario for the next 4 questions. An HR manager is asked by the vice presidentΒ of HR to define and implement a simulation-based assessment center that uses specially trained observers to rate each candidate's performance. The need is to assess which employees have potential for promotion into management. The VP of HR is familiar with this practice, having used the technique in a prior company, and she sees the assessment center as a best practice innovation. The VP of HR is new and comes from a large but entirely domestic organization with an aging workforce. Her new company is a global organization with eight operations located around the world. It is highly diverse in terms of ethnicity, and the average worker is probably 15 to 20 years younger than the VP of HR is used to. In researching methodologies, the HR manager stumbles onto an online assessment system that requires no trainers and raters, takes 75% less time to complete thanΒ the assessment center process, and has higher validity and reliability as an assessment technique. What should the HR manager do with the information he has uncovered?
A) A. Create a business case including cost-benefit analyses of both options.
B) B. Forward materials about the online option to the VP of HR and let her make her own decision.
C) C. Put it aside as an option that is not viable now but should be researched further and possibly tested.
D) D. Move forward with option thatΒ he deems to be the best.
5. Given that the VP of HR has already indicated a preference for the assessment center approach, what would be the most effective way to reopen the options for this project?
A) A. The HR manager should lobby the other VPs to convince the VP of HR to consider other options.
B) B. The HR manager should emphasize business needs met by the online assessment option that are not provided by the traditional method.
C) C. The HR manager should urge the VP of HR to experience the online option by completing an online assessment herself.
D) D. The HR manager should conduct a small pilot study on his own and present actual company-related data rather than the manufacturer's claims.
A) The assessment tools the volunteers use will be unreliable.
B) The sample group is too small.
C) The program assessment tools cannot be validated.
D) The sampling approach is flawed.Β
2. Which is the most important aspect of a selection test that successfully measures essential job-related skills and abilities?
A) Reliability
B) Validity
C) Cultural compliance
D) Statistical significance
3. Which feature should HR incorporate into a pre-employment test for a position that requires a high degree of accuracy, with any mistakes by the incumbent being dangerous?
A) High reliability
B) Fairness evidence
C) High validity
D) Environmental factors
4. Refer to the following scenario for the next 4 questions. An HR manager is asked by the vice presidentΒ of HR to define and implement a simulation-based assessment center that uses specially trained observers to rate each candidate's performance. The need is to assess which employees have potential for promotion into management. The VP of HR is familiar with this practice, having used the technique in a prior company, and she sees the assessment center as a best practice innovation. The VP of HR is new and comes from a large but entirely domestic organization with an aging workforce. Her new company is a global organization with eight operations located around the world. It is highly diverse in terms of ethnicity, and the average worker is probably 15 to 20 years younger than the VP of HR is used to. In researching methodologies, the HR manager stumbles onto an online assessment system that requires no trainers and raters, takes 75% less time to complete thanΒ the assessment center process, and has higher validity and reliability as an assessment technique. What should the HR manager do with the information he has uncovered?
A) A. Create a business case including cost-benefit analyses of both options.
B) B. Forward materials about the online option to the VP of HR and let her make her own decision.
C) C. Put it aside as an option that is not viable now but should be researched further and possibly tested.
D) D. Move forward with option thatΒ he deems to be the best.
5. Given that the VP of HR has already indicated a preference for the assessment center approach, what would be the most effective way to reopen the options for this project?
A) A. The HR manager should lobby the other VPs to convince the VP of HR to consider other options.
B) B. The HR manager should emphasize business needs met by the online assessment option that are not provided by the traditional method.
C) C. The HR manager should urge the VP of HR to experience the online option by completing an online assessment herself.
D) D. The HR manager should conduct a small pilot study on his own and present actual company-related data rather than the manufacturer's claims.
1. Right Answer: D
Explanation: The problem with this approach is that employees have volunteered. This may attract participants who are not neutral about the program. A better approach would be to invite a randomly selected group of employees to participate and offer some nominal reward. Sample size would depend on the size of the workforce, which is not indicated here. Assessment tools and training in using them can improve reliabilityΒ in ratings. The tools themselves can be validated by experienced HR staff.
2. Right Answer: B
Explanation: A valid test accurately reflects the content of the job. The skills and aptitudes required for successful test performance are aligned with the skills and aptitudes required for successful job performance.
3. Right Answer: C
Explanation: Validity indicates that there is linkage between test performance and job performanceβthat the test is measuring what it is intended to measure. A selection tool that offers high validity is important, because hiring an unqualified worker for this position would present a risk and the potential for a costly situation.
4. Right Answer: A
Explanation: A is the best answer. The HR manager can add value to the VP of HR's decision making by analyzing and comparing the economic and noneconomic costs and benefits of the two approaches. B is incorrect. This is essentially expecting the VP of HR to perform the analysis herself and adding no value to the situation, HR, or the organization. C is incorrect. It shows little leadership and could be depriving the organization of a real opportunity. D is incorrect. The HR manager should present both options since the VP of HR is the decision maker.
5. Right Answer: B
Explanation: B is the best answer. It is objective and focuses on business needs. A is incorrect. This would undermine the VP of HR and could have a negative impact on her working relationship with the HR manager. C is incorrect. This approach may put the VP of HR on uncomfortable and unfamiliar ground and damage trust. D is incorrect. This usurps the VP of HR's authority and could be seen as a challenge to the VP's authority, especially as the VP is new to the organization.
Explanation: The problem with this approach is that employees have volunteered. This may attract participants who are not neutral about the program. A better approach would be to invite a randomly selected group of employees to participate and offer some nominal reward. Sample size would depend on the size of the workforce, which is not indicated here. Assessment tools and training in using them can improve reliabilityΒ in ratings. The tools themselves can be validated by experienced HR staff.
2. Right Answer: B
Explanation: A valid test accurately reflects the content of the job. The skills and aptitudes required for successful test performance are aligned with the skills and aptitudes required for successful job performance.
3. Right Answer: C
Explanation: Validity indicates that there is linkage between test performance and job performanceβthat the test is measuring what it is intended to measure. A selection tool that offers high validity is important, because hiring an unqualified worker for this position would present a risk and the potential for a costly situation.
4. Right Answer: A
Explanation: A is the best answer. The HR manager can add value to the VP of HR's decision making by analyzing and comparing the economic and noneconomic costs and benefits of the two approaches. B is incorrect. This is essentially expecting the VP of HR to perform the analysis herself and adding no value to the situation, HR, or the organization. C is incorrect. It shows little leadership and could be depriving the organization of a real opportunity. D is incorrect. The HR manager should present both options since the VP of HR is the decision maker.
5. Right Answer: B
Explanation: B is the best answer. It is objective and focuses on business needs. A is incorrect. This would undermine the VP of HR and could have a negative impact on her working relationship with the HR manager. C is incorrect. This approach may put the VP of HR on uncomfortable and unfamiliar ground and damage trust. D is incorrect. This usurps the VP of HR's authority and could be seen as a challenge to the VP's authority, especially as the VP is new to the organization.
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