Sample Essay Questions for MGT3513 Midterm II
Sample Essay Questions for MGT3513 Midterm II
1. Please describe the similarity and differences between behavioral anchored rating scales (BARS), behavioral expectation scales (BES), and behavioral observations scales (BOS).
A good answer will describe each of the three and contain the following points:
• BARS and BES involve performance assessment scales containing multiple behavioral anchors derived from critical incidents.
• BOS involve separate performance assessment scales for each behavior.
• BOS assess the frequency with which each behavior was observed.
• BES assess the degree to which future performance is expected to occur as defined by the behavioral anchors on the scale.
• BARS asses the degree to which past performance occurred as defined by the behavioral anchors on the scale.
2. Please describe five (5) types of rating error that can occur in job interview ratings or performance appraisals.
o Halo error: one dominant characteristic of the individual overwhelms all others, causing rating on all dimensions to parallel that of the dominant dimension.
o Central Tendency error: failure to use the high and low ranges of the rating scale even though individuals in fact fall in these areas.
o Recency error: when recent events (on the job or in the interview) have an exceedingly high impact on final ratings.
o Primacy error: when early events (on the job or in the interview) have an exceedingly high impact on final ratings.
o Leniency error: when the evaluator consistently adds or subtracts a constant to all ratings (yielding higher or lower than appropriate ratings for everyone).
3. Please describe the characteristics of a structured situational interview.
➢ Same questions are asked of all applicants.
➢ Questions target job characteristics known to exist in the job via job analysis.
➢ Questions ask applicant to describe what they would do in hypothetical situations that give applicants the opportunity to show behaviors, job knowledge, skills, decision making, interpersonal skills, etc. that are required on the target job.
4. Please describe what makes vestibule training different from other types of training programs.
➢ Vestibule training takes place immediately upon an applicant’s entry in to the firm.
➢ Vestibule training typically takes place in a separate facility or room attached to the actual work site.
➢ Vestibule training typically involves use of actual equipment and machinery that exactly parallels what is used on the job.
5. Please describe the kind of information you need to show that a selection interview is content valid.
Content validity is an evaluation of how well the “item content,” or in this case, interview question content, representatively samples the universe of all possible job-related questions that could be asked of a candidate. The selection interview is not content valid when it is deficient, i.e., it fails to cover some important job-related area, or it is contaminated, i.e., questions are asked that are not job-related.
6. Please describe why a concurrent validity study would not yield the same results as a predictive validity study of personnel selection.
➢ Concurrent validity evaluates how well a selection test predicts job performance in some sample of current employees.
➢ Predictive validity evaluates how well a selection test predicts job performance in a sample of applicants hired into a job (where all applicants are hired regardless of qualifications, scores on the test, etc.).
➢ To the extent that a sample of current employees does not contain extremely low performing individual, the sample is said to be range restricted (i.e., not representative of the entire range of test scores that would have been present if low performing individuals were still present on the job).
➢ Range restriction is expected to cause the correlation between test scores and job performance measures to be lower (attenuated) than the correlation would have been if range restriction had not been present.
➢ Range restriction does not exist in the predictive validity study because all applicants were hired. Hence, the validity coefficient (correlation) between selection test scores and job performance measures will typically be higher in predictive validity studies.
6. Please describe which two steps are the “weak links” in training systems and why.
➢ Needs assessment and program evaluation are the weak links.
➢ Two primary reasons contribute to these being weak links.
o First, most HR professional don’t have the skills needed to do needs assessment or evaluation.
o Second, most HR professionals are not motivated to do needs assessment or evaluation, as they may find the training program has little benefit.
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