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NEW QUESTION: 1
If X3Y = 24, what is the value of (X3Y3 - X2Y2)?
(1) X2Y2 = 36.
(2) X3Y2 = 72.
A. Statement (2) BY ITSELF is sufficient to answer the question, but statement (1) by itself is not.
B. Statement (1) BY ITSELF is sufficient to answer the question, but statement (2) by itself is not.
C. Either statement BY ITSELF is sufficient to answer the question.
D. Statements (1) and (2) TAKEN TOGETHER are NOT sufficient to answer the question, requiring more data pertaining to the problem.
E. Statements (1) and (2) TAKEN TOGETHER are sufficient to answer the question, even though NEITHER statement BY ITSELF is sufficient.
Statement (1) is insufficient since the expression given is only one of two needed.
Statement (2) by itself is sufficient since X3Y2 = (X3Y)Y = 24Y = 72 Y = 3.
If Y=3 then X3=8 and so X=2.
The expression required is a combination of X and Y and is then calculable.
The correct answer is B.
NEW QUESTION: 2
You are an HR Professional for your organization and you're preparing your team for a series of interviews.
You want the team to be familiar with the validity types you'll use and encourage in the series of interviews.
During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
A. Predictive validity
B. Content validity
C. Criterion-related validity
D. Construct-related validity
Answer option A is correct.
Construct-related validity determines whether a test measures the connection between candidate characteristics and successful performance on the job. According to the DOL, construct validity is a method of testing that measures an applicant's abstract future behaviors. In order for a test to be legally defensible, it must show that it measured the proper characteristic, and that it accurately predicted future success on the job.
Answer option C is incorrect. Content validity is evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job.
Answer option D is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position.
Answer option B is incorrect. Predictive validity is a confirmation that the characteristics the candidate tested for during the interview process hold true in the actual performance of the candidate once they've been hired.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs