Human Resource Management & Talent Development Flashcards
7 cards from real SIOP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Human Resource Management & Talent Development flashcards as text
Which type of validity evidence is gathered when a selection test is administered to current employees and their scores are correlated with existing performance ratings?
Answer: Concurrent validity
Concurrent validity is established by correlating test scores with criterion measures collected at the same time, typically using incumbent employees.
In talent analytics, a 'flight risk' model is designed primarily to predict which outcome?
Answer: Voluntary employee turnover
Flight risk models use machine learning and historical HR data to identify employees most likely to voluntarily leave the organization.
A company implements a 360-degree feedback process for development purposes. What is the MOST critical design consideration to maximize its effectiveness?
Answer: Ensuring anonymity of raters to promote honest feedback
Anonymity is critical in 360-degree feedback because it encourages honest, candid responses from peers, subordinates, and supervisors without fear of retaliation.
Which legal doctrine holds that an employer can be automatically liable for a supervisor's harassment if the harassment results in a tangible employment action against the victim?
Answer: Vicarious liability
Under vicarious liability (as established in Burlington Industries v. Ellerth), employers are automatically liable for supervisory harassment that results in a tangible employment action such as demotion or termination.
The 'four-fifths rule' (80% rule) is used by the EEOC to assess evidence of:
Answer: Adverse impact in selection procedures
The four-fifths rule states that adverse impact is indicated when the selection rate for a protected group is less than 80% of the rate for the highest-selecting group.
In the context of competency modeling, what distinguishes a 'threshold competency' from a 'differentiating competency'?
Answer: Threshold competencies are needed for minimal job performance; differentiating ones distinguish superior from average performers
Threshold competencies are the minimum requirements to perform a job adequately, while differentiating competencies distinguish high performers from average performers.
An organization uses a structured behavioral interview for selecting managers. Which response evaluation technique is MOST aligned with I-O psychology best practices?
Answer: Behaviorally Anchored Rating Scales (BARS) for each competency
BARS provide specific behavioral examples for each rating level, reducing subjectivity and improving inter-rater reliability in structured interviews.