Title IOP EVAL EXAM. DR. DIOLA.pdf ✅

TOP RANK REVIEW ACADEMY, INC. Page 1 | 6 INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY EVALUATIVE TEST SEPTEMBER 2025 BOARD LICENSURE EXAMINATION OF PSYCHOMETRICIAN Prepared by: Dr. Darwin Diola, CHRA, CSIOP Directions: Answer the following questions with all HONESTY. Know that it’s okay if you’ll struggle with some items. You’re here to learn. 1. Cynthia, a 58-year-old woman, has been accusing her employer in firing her without due process. This has caused her to experience symptoms of depression. Which legal basis would you recommend as applicable to this situation? A. Magna Carta of Women B. Philippine Labor Law, particularly on labor relations C. Philippine Labor Law, particularly on labor standards D. International Labor Organization – C190 2. Gab is motivated by jobs in which he can help others. Gab has a high need for __________? A. Power B. Affiliation C. Achievement D. Power and Affiliation 3. The Philippine Labor Law states that the standard workweek is typically 8 hours per day, 40 hours per week. However, a private firm is working 48 hours per week. Will the private firm constitute unfair labor conditions? A. Yes, they violate the labor laws B. No, labor law only states that the minimum working hours is only 40 hours C. Not applicable, the Philippine Labor Law is not applicable to this situation D. Refer the matter to the Revised Penal Code 4. This document serves as one of the written products of a job analysis: A. Performance commitment B. Job description C. Competency tables D. Performance targets 5. Your manager tasked you to conduct a job analysis for all employees within your organization. As an IO psychologist, the first thing you’ll do is: A. Write tasks statements B. Gather existing job descriptions as reference C. Identify the necessary competency titles D. Consult with SMEs to rate task Statements 6. In writing job descriptions, the following should be included, except for: A. Tools and equipments to be used B. Information about compensation, even if its confidential C. Competency set D. Ethical standards 7. You are writing the essential competency sets for an HR manager position. Which of the following should be a major element in the position’s competency-based job description? A. The local laws that the position should strictly follow B. The international laws that the position should strictly follow C. Should possess an advanced level of technical appreciation of HR Management and Organizational Development D. All are essential elements 8. As an HR Manager, you will eliminate the following task statements of an HR Assistant position because you think it’s poorly written: A. Assist the HR Manager in conducting initial interview to both external and internal applicants B. Performs other tasks that may be assigned from time to time C. Be good at Recruitment, Selection, and Placement, Learning and Development, and Performance Management D. Scores and interpret psychological test as screening methods during the selection process 9. You’re done doing the job analysis, your next step is to determine how much employees should be paid. The process you’ll do is: A. Performance Evaluation B. Coaching and Mentoring C. Job Evaluation D. All are essential 10. An organization has difficulty getting enough qualified applicants from its existing employees. As a result, the organization seeks applicants from outside the organization. Which of the following it not a method they can use? A. Job Fair B. Promotion C. News Paper Ads D. Employment Agencies 11. A co-employee filed a complaint against a co-worker within their own division due to work-related issues. Your company wants to address this without going to court. The following would be your options, except for: A. Address the complaint through a grievance machinery B. Hire a mediator or arbitrator C. Let the immediate supervisor address the complaint D. Forward the complaint to the top management for action 12. The objective of this process is to attract people with the right qualifications for the job. A. Recruitment B. Selection C. Placement D. Onboarding 13. As a Recruitment Officer, you’re tasked to screen applicants for a receptionist position urgently. The most appropriate technique you’ll do is: A. Call them B. E-mail them C. Schedule a virtual interview D. Text them to send a voice sample 14. This type of recruitment is frequently used by certain organizations because they want to manage avalanche of CVs from unqualified applicants, or they fear that no one will apply if they know the name of the company: A. Talent Lottery B. Resume Roulette C. Blind Box D. Blind Capsule Technique 15. The following are the reasons why headhunters differ from employment agencies, except for: a. Jobs in headhunting firms tend to be high-paying jobs b. These firms charge 20% of the applicant’s first-year salary * NLE * NCLEX * HAAD * PROMETRICS * DHA * MIDWIFERY * LET * RAD TECH * CRIMINOLOGY * DENTISTRY * PHARMACY * MED TECH
TOP RANK REVIEW ACADEMY, INC. Page 2 | 6 c. These firms always charge their fees to organizations than to applicants d. These forms charge about 30% of the applicant’s first salary 16. You’re the recruiter and you want your applicant to stay with their job and not be surprised about what’s going inside. One of the best things to do is: A. Tell the truth B. Present all positive elements in the workplace, as to entice the applicant to stay C. Both a and b D. Neither a and b 17. Rody, applied for a managerial position. After initial interview, the recruiter informed him that there will be another round of interview to be scheduled, which is the final interview. This technique is also known as: A. Serial interview B. Serial-panel interview C. Return interview D. Behavioral Event Interviewing 18. From a legal standpoint, this type of interview is viewed as more favorable: A. Unstructured interview B. Structured interview C. Panel interview D. Behavioral Event Interviewing 19. Below are the examples of BEI questions, except for:= A. Can you tell us a time wherein you exhibit integrity? B. Tell me about a time where you had to report a violation of company policy? C. What was the outcome? D. Who is your role model on exhibiting integrity at work? 20. Unstructured interviews are generally not recommended. Which of the following explains why? A. Lack of job relatedness B. Contrast effects C. Both a and b D. Neither all 21. The following are effective approaches in predicting applicant performance, except: A. Work samples B. Behavioral Event Interview C. Business games D. IQ tests 22. Performance evaluation is a good basis for the following, except: A. Salary increases B. Job analysis C. Promotion D. Termination 23. Cite the performance management cycle: A. Planning, Commitment, Appraisal, Reward B. Commitment, Appraisal, Planning Reward C. Reward, Planning, Commitment, Appraisal D. Planning, Commitment, Reward, Appraisal 24. Gianna, who is told by her boss Regine, that she isn't expecting much from her performance due to her poor in presentation skills. This is attributed to the: A. Golem Effect B. Halo Effect C. Galatea Effect D. Pygmalion Effect 25. Your executive wants to revise your performance management system. They want each manager to rate their direct reports, and vice versa. As IO psychologist, you mention that this an example of: A. 360 degree B. 180 degree C. 90 degree D. 120 degree 26. The most common type of performance appraisal: A. 360 degree B. 180 degree C. Competency-based performance rating D. Supervisor’s rating 27. Rain, as HR Practitioner his duties focuses more on issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change and group process within an organization. Rain’s job focuses on what field of study? A. Personnel Psychology B. Organizational Psychology C. Industrial Psychology D. Human Factors / Ergonomics 28. These objective criteria help raters to measure performance A. Quantity B. Quality C. Efficiency D. All of the above 29. During performance appraisal, you rated your subordinate with poor performance. He backfires and don’t accept the results. The best thing you can do is A. Provide immediate mentoring B. Present critical incident forms and communicate such C. Change performance rating as appraisal should always be mutual D. Don’t mind – he has to accept the reality 30. A manager, believing in their subordinate's creative ability, gave an excellent performance appraisal rating, despite evidence to the contrary. You provided feedback to that manager, because you’re bida-bida. You would tell that manager that: A. It’s an example of horn effect B. It’s an example of halo effect C. It’s a prime example of proximity error D. Contrast error 31. Your manager assessed your performance as unsatisfactory, notwithstanding a quality completion of all semester work outputs. This rating, in your view, stems from a single error made in one task. Do you think that this is fair? A. Yes, absolutely fair B. Yes, because it’s the company’s performance management system C. No, it’s not an objective judgement D. Both B and C 32. This type of performance rating can be influenced by the performance of a previously evaluated person A. Horn B. Halo C. Contrast D. Recency 33. Which of the following is not true? A. Just because an employee’s behavior is observed does not guarantee that it will be properly remembered or recalled during appraisal B. Observed behavior of an employee is always remembered during appraisal C. Both A and B D. Neither A and B 34. Christian's manager has confidence and believes in his ability to select high quality applicants from the talent pool. Because of this, Christian’s self-esteem increased, and was able to select employees who were of high quality based on the company’s standards. The situation above accurately describes____________. A. Galatea effect B. Pygmalion Effect C. Golem Effect D. Halo effect 35. Despite exhausting all kinds of interventions, the employee's performance is persistently poor. As the manager, your recommendation is