MGMT 4020:  Hiring & Retaining Critical Human Resources
Professor Joseph Rosse

Tips and Guidelines for Exams

General

My exams are not much different than most you've experienced in the School of Business. Below I've described the types of questions, and tried to give you some idea where the content is drawn from. Other than that, the basic ground rules are:

  • You have the full 75 minutes if you need it
  • The multiple choice part of the exam is scored by computer, so bring a #2 pencil with you
  • Once you are seated for the exam, you may not leave the room. (So be sure to take care of bio-breaks beforehand. Also, if you're feeling ill, you may be better off to simply not take the exam and do the paper alternative instead. Once you've started the exam, you're "stuck" with whatever grade you receive.)
  • Obviously, I expect you to comply with all university policies on cheating, etc.  Cheating will result in at least a failing grade for that exam.

Structure

Exams consist of a mix of four types of questions: usually 15-20 multiple choice questions (worth 1 pt. each), 2-4 identification questions (2 pts. each), 2-3 short answer questions (3 pts each); occasionally (usually for the final exam when there's more time) there is also an essay question (worth 5 points). -

Multiple choice
Just what you're probably used to, with one twist. I allow you to provide an explanation of any of the questions for which you're not sure how to answer. For example, suppose you can't decide between "A" and "C" for a particular question; your choice might hinge on how you interpret my question. In that case, you can write a short explanation IN THE TEST BOOKLET (not the answer sheet). If you do so, BE SURE TO INDICATE ON THE COVER OF THE TEST BOOKLET WHICH QUESTIONS HAVE EXPLANATIONS (I normally don't look through that part of the test booklet, so I won't know the explanation is there if you don't tell me).

One of the disadvantages of employee referrals as a recruitment technique is:

    1. High cost
    2. Lower credibility to applicants
    3. Higher turnover of new hires
    4. Potential for reduced workplace diversity

Which of the following does NOT involve correlation coefficients?

    1. Test-retest reliability
    2. Predictive criterion-related validation
    3. Content validation
    4. Validity generalization

Job analysis results in:

    1. a succession plan
    2. yield ratios
    3. being an employer of choice
    4. a sound basis for identifying performance attributes

Identification questions
Explain a concept in about one sentence. You will usually have a choice (e.g., 2 out of 3) of questions to answer.

RJPs [note that for acronyms you need to both indicate what it stands for, and provide a definition]
Warm-body hiring

Short answer questions
Describe a somewhat more complex concept, or perhaps contrast two concepts. For these your answer can be a couple sentences in length, although sometimes I’ll ask for a bullet list of points (e.g., "List three key principles of x"). You will usually have a choice of questions to answer.

What are the primary differences between predictive and concurrent criterion-related validity?
What distinguishes high-impact hiring approaches from lower-impact approaches?

Essay questions
These require about a half-page answer and involve a bit more thinking. I'm looking for specific substance, not length in your answers. In many cases an outline answer is fine; it makes it easier for both you and me to scan your answer for the critical content and it saves you writing time. You will usually have a choice of questions to answer.

Explain the logic underlying validity generalization. How does it differ from prior ways of thinking about validity? How did thinking change in order to come to this view?

Explain the concept of talent flow, and how it integrates(“ties together”) the concepts included in both textbooks.

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