ch 5 hr
117) Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills. :
FALSE
94) Labor demand is the number of employees who are seeking employment.:
FALSE
95) A firm that terminates employees during a laborer surplus suffers no consequences under federal law.:
FALSE
96) Quantitative forecasting techniques are especially useful for new organizations that lack historical staffing information.:
FALSE
97) To forecast labor demand and supply, a firm must have historical staffing data.:
TRUE
114) In an interview, worker-requirement questions assess whether a candidate has the basic knowledge needed to perform the job. :
FALSE
53) Which of the following is the LEAST effective predictor of job performance: A) application questionnaires B) recommendation letters C) personality tests D) honesty tests
B
11) In the hiring process, generating a pool of qualified candidates for a job constitutes the ________ phase. : A) recruitment
A
18) Most of the measures used in hiring decisions focus on an applicant's: A) ability.
A
3) If labor demand exceeds labor supply, HR needs can best be met through: A) worker training.
A
75) Most state courts have upheld that employers have a qualified privilege to discuss an employee's past performance. Which of the following is NOT one of the rules a firm must follow to have this privilege: A) Applicant must receive a copy of any information released by a former employer. B) Inquirer must exhibit a job-related need to know the information. C) Former employers must release only truthful information. D) EEO-related information should not be released.
A
58) Which of the following is an example of a direct performance test: A) A general cognitive ability test B) A work sample test C) A physical ability test D) The Meyers-Brigg Type Indicator
B
12) The process of making hire- or no-hire decisions describes the ________ step of the hiring process. B) selection
B
9) Qualitative forecasts are best described as: B) more flexible than quantitative forecasts.
B
125) ________ is consistency of measurement, usually across time but also across judges.:
Reliability
126) The extent to which the technique measures the intended knowledge, skill, or ability is known as ________.:
validity
43) The selection process can help a firm contain costs as demonstrated by the ________ per year savings the federal government enjoys via ability testing for entry-level employees.: A) $500,000 B) $1 million C) $1.5 billion D) $15 billion
D
48) An employment selection tool that has content validity: A) reports consistent results across time. B) results in consistency among evaluators. C) contains a high correlation to job performance. D) accurately measures knowledge required for the job.
D
64) Questions developed from the critical incident technique for the purpose of discovering how job candidates would respond to work-related events are called: A) unstructured questions. B) job knowledge questions. C) worker requirement questions. D) situational questions.
D
104) Richard has a very high motivation to perform a job well but is somewhat inept. He should be hired because his motivation will offset his lack of ability.:
FALSE
108) Federal employment laws prevent employers from viewing applicants' Facebook pages. :
FALSE
120) ________ is how many workers the organization will need in the future.:
Labor demanD
123) ________ is the process of making a "hire" or "no-hire" decision regarding each applicant for a job.:
Selection
24) If a firm is concerned about changing EEO-related balances among its employee base, it should NOT use: A) referrals from current employees. B) college campus recruiting. C) employment agencies. D) advertisements.
A
28) The recruiting pool that most likely contains people who already enjoy the firm's product is: A) current customers. B) contingent workers. C) temporary workers. D) incumbent employees.
A
63) Which of the following is NOT a criticism related to traditional interviews: A) Lack of flexibility B) Poor reliability C) Low validity D) Interviewer bias
A
66) Which of the following is the most likely advantage of traditional interviews: A) Predicting a candidate's fit with the organization B) Making the hiring decision a team process C) Limiting questions to job-related issues D) Accurately predicting job performance
A
69) You are considering three candidates for a manager's job. Each candidate's experience and education are quite similar. You want to know how each candidate will perform, given certain tasks or situations. Your best selection tool for predicting this is: A) an assessment center. B) personality testing. C) psychological testing. D) an unstructured interview.
A
10) Which of the following is a quantitative technique for forecasting labor supply: : C) Markov analysis
C
36) Which of the following is most likely a true statement about recruiting employees in a protected class: A) The recruiting message should be targeted to specific minority groups. B) All private sector firms are legally required to have an affirmative action policy. C) Using media that focuses on minorities is an effective way to recruit protected group members. D) Intense minority competition for jobs ensures a large pool of qualified and motivated applicants.
C
39) The offer-to-acceptance ratio at Central Manufacturing is 6:1. How many offers will the firm need to make in order to fill 80 positions: A) 120 B) 240 C) 480 D) 540
C
41) According to your text, which mechanism determines the overall quality of a firm's human resources: A) Socialization B) Recruiting C) Selection D) Job analysis
C
49) An employment selection tool that has empirical validity: A) reports consistent results across time. B) results in consistency among evaluators. C) correlates with job performance. D) measures unwanted influences.
C
50) In response to a lawsuit by an unsuccessful job applicant, your HRM department has compared previous applicants' scores on the test to their rates of success in the job; a high correlation arises, demonstrating that the test: A) is reliable. B) has content validity. C) has empirical validity. D) contains a contamination error.
C
56) Which of the following would be most appropriate to measure a job candidate's math and verbal skills: A) honesty test B) application form C) cognitive ability test D) work sample test
C
4) If labor demand equals labor supply, HR needs can best be met by: B) transferring employees internally.
B
45) Which term refers to the extent to which a technique measures an intended skill: A) reliability B) validity C) accuracy D) predictability
B
46) Damen is reviewing the results of an employment test his company has been using. The scores do not relate well to applicants' actual job performance once hired. This test is most likely subject to a: A) reliability error. B) validity error. C) contamination error. D) deficiency error.
B
47) An unsuccessful job applicant has filed suit against your company, alleging that a test she was given does not measure performance required on the actual job. Her suit is about the ________ of the test.: A) reliability B) validity C) accuracy D) disparate impact
B
23) Which recruitment source has been linked to the most loyal and satisfied hires: A) Referrals from current employees B) Referrals from customers C) Employment agencies D) Online job postings
A
44) Which term refers to the consistency of measurement across time: A) reliability B) validity C) accuracy D) predictability
A
62) Which of the following is the most common selection tool: A) Work sample tests B) Personal interviews C) Personality tests D) Assessment centers
B
7) An accounting firm plans to open 3 new branches. The firm currently has 4 branches with 4 accountants each. Each new branch will also need 4 accountants. The firm experiences a yearly 30% turnover among accountants. The firm's projected need for accountants will be: (Round your answer up to the next full position.) : B) 20.
B
79) Which selection strategy is most appropriate when a large number of applicants are being considered for a position: A) single-variant B) multiple-hurdle C) statistical D) clinical
B
14) ________ involves familiarizing new employees with company policies and procedures and orienting them to the company in general.: C) Socialization
C
2) If labor supply exceeds labor demand, HR needs can best be met by: C) reducing wages.
C
55) Which of the following subjects is appropriate to address on an application form: A) age B) race C) education D) national origin
C
74) Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job. The courts have held that employers have a "qualified privilege" if the employer: A) only discusses EEO-related information. B) has selection test information to support the reference. C) only gives information to an inquirer who has a job-related need to know. D) qualifies the information as "his/her opinion" and not necessarily factual.
C
- 91) Refer to Case 5.3. Given the nature of the firm, which of the following laws is most relevant at this time: A) Vocational Rehabilitation Act B) Americans with Disabilities Act C) Equal Pay Act D) Executive Order 11246
D
16) Which of the following is LEAST relevant to determining the characteristics necessary for job performance:: D) Labor market
D
17) Determining the characteristics necessary for good job performance is most likely difficult because of the: D) changing nature of most jobs.
D
19) Which of the following is most likely a true statement about job motivation: D) Motivation depends heavily on the work environment.
D
78) A manager wants to combine selection tools to help him make a staffing decision. He wants to make a preliminary selection after administering each instrument. He is most likely using a ________ strategy.: A) clinical B) statistical C) centralized D) multiple hurdle
D
8) A quantitative forecast: D) relies primarily on past data.
D
83) Refer to Case 5.1. Based on Jeff's performance, it is most likely that the employer failed to properly assess Jeff's: A) abilities. B) cognitive skills. C) general knowledge of the publishing business. D) motivation for doing the job for which he was hired.
D
100) Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.:
FALSE
101) The hiring process begins with deciding who should make selection decisions.:
FALSE
112) Letters of recommendation are among the best predictors of future job performance.:
FALSE
102) Cut scores are used to make final decisions regarding employee selection.:
TRUE
106) A firm's current customers are a convenient and cost-effective employee source.:
TRUE
115) Unstructured interviews are more effective than structured interviews at screening out unsuitable job candidates who don't fit with the organization. :
TRUE
122) The process of generating a pool of qualified candidates for a particular job is called ________.:
recruitment
127) A job interview based on a thorough job analysis, applying job-related questions with predetermined answers consistently across all interviews for a job is called a(n) ________.:
structured interview
13) You are part of a team selecting employees at Helping Hands, Inc. All applicants will take a cognitive test and participate in a structured interview. The selection process would most likely be more efficient if the team: B) established a cut score for the cognitive test.
B
21) What is the primary reason for a firm to have its HR department manage the staffing process: A) HR is most familiar with the position. B) HR can ensure that employment practices are legal. C) HR is most knowledgeable about the organization. D) HR can minimize conflicts between applicants and co-workers.
B
29) According to research, why do firms experience lower turnover rates when they fill positions with current and former employees: A) Effective socialization skills among workers B) Realistic job expectations of workers C) Applicable training in college D) Flexible demands at the firm
B
111) Selection tools should be reliable and valid. By reliable, we mean that the tool measures consistently across time and evaluators. By valid, we mean that scores from the tools correspond to actual job performance.:
TRUE
30) Managers primarily evaluate the effectiveness of recruiting sources based on: A) how long new employees stay. B) how much time is needed for training. C) the diversity levels within management. D) the bonuses required to minimize turnover.
A
34) Tatiana needs to hire a line manager and has a very small recruiting budget. The firm's current employees don't feel they have many advancement opportunities. It would be best for Tatiana to recruit: A) internally. B) externally. C) former military members. D) nontraditional workers.
A
31) Steve, an HR supervisor at APEX construction, has recently noticed a shortage of skilled workers due to a building boom in the area. He must find new workers quickly because it is uncertain how long the boom will last. He decides to hire nontraditional laborers. The most likely disadvantage of using nontraditional laborers is the: A) high costs of making reasonable accommodations. B) additional training that will be necessary. C) extensive involvement of the EEOC. D) high advertising costs.
B
20) Recent studies of MBA graduates have found that the early career success of these graduates seems to be a function of: D) motivation and ability.
D
99) Qualitative forecasting techniques tend to be less accurate than quantitative forecasting techniques.:
TRUE
42) All of the following are associated with poor employee selection EXCEPT: A) affirmative action mandates B) employee resentment C) dissatisfied customers D) decreased productivity
A
5) A restaurant chain is forecasting next year's labor needs. Ten restaurants have their own managers, and the firm experiences 45% manager turnover each year. The firm plans to open 4 more restaurants next year. The firm's projected need for managers for the upcoming year will be (Round your answer up to the next full position.) : A) 9.
A
60) Which personality trait is most related to job performance: A) Conscientiousness B) Emotional stability C) Agreeableness D) Extroversion
A
68) Which of the following is an inappropriate question to ask during a job interview: A) "What is your maiden name:" B) "Have you ever been convicted of a crime:" C) "Are you willing to take a physical exam as a condition of your employment:" D) "Have you ever applied for a job with our company before and been turned down:"
A
72) A study conducted by the U.S. Postal Service regarding drug testing: A) showed that drug testing is a valid predictor of job performance. B) showed that drug testing does not correlate with on-the-job performance. C) revealed that most job candidates can "beat" a drug test. D) has been struck down by the Supreme Court.
A
77) It is generally held in the U.S. that graphology is: A) an invalid predictor of job performance. B) an unreliable but valid predictor of job performance. C) a valid selection tool when combined with psychological testing. D) associated with creating disparate impact among minority groups.
A
86) Refer to Case 5.2. The first-line supervisor jobs would best be filled by: A) current employees. B) employee referrals. C) employment agencies. D) college recruiting.
A
87) Refer to Case 5.2. What is your best choice of selection tool to assess your number one criterion: A) Unstructured interview B) Cognitive ability testing C) An assessment center D) Reference checking
A
90) Refer to Case 5.3. To meet your second criterion, your best selection tool would be: A) structured interviews. B) psychological testing. C) reference checking. D) an assessment center.
A
Case 5.1 About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors. Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor. This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited. 81) Refer to Case 5.1. The firm most likely made a poor selection decision because of an inability to: A) agree on important job characteristics. B) attract an adequate pool of qualified applicants. C) decide who would make the selection decision. D) decide what recruiting source was best to use.
A
Case 5.2 You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire. The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs. An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first. 85) Refer to Case 5.2. The best recruiting source of candidates for the newly created computer programming jobs would most likely be obtained through: A) university job placement offices. B) private employment agencies. C) temporary employee agencies. D) former employee networks.
A
1) Carmen is involved in the process of ensuring that her firm has the right number of people with the right skills to meet customer demand for the firm's products. Carmen is most likely engaged in: B) HR planning.
B
26) Cora's new fabric and textiles business is looking for its first employees. She hopes to open within the next two weeks and needs an inexpensive, timely recruitment method that will reach a large pool of applicants for long-term work. Her best option is to: A) create a radio ad. B) use online career sites. C) use print advertisements. D) contact a local headhunter.
B
27) Kyle has been hired by a staffing agency and put to work at Columbus Enterprises as a data analyst. After 90 days, Kyle will learn if he will be hired as a permanent employee. Which of the following terms best describes this recruiting method: A) Offshoring B) Evaluation hiring C) Temporary orientation D) Applicant-driven selection
B
32) Which of the following is primarily associated with hiring external candidates: A) Lowers training costs B) Provides new ideas and perspectives C) Decreases recruitment time and expense D) Motivates other workers to strive for advancement
B
37) Which of the following must have written affirmative action plans: A) Non-profit groups B) Government contractors C) Privately-held corporations D) Publicly-held corporations
B
38) In human resource planning the answer to the question, "How many candidates should we recruit:": A) is based on the firm's affirmative action plan. B) comes from the yield ratio calculated in the forecast. C) is directed by EEO consideration and the size of the labor pool. D) depends on the state of the labor pool and the current economy.
B
51) Tyrese has just measured Cambridge Corporation's workforce. He is now trying to determine whether the tests he used are valid by comparing them to performance appraisals that supervisors have completed on the workers. He is attempting to find the: A) predictive validity of the tests. B) concurrent validity of the tests. C) content validity of the tests. D) reliability of the tests.
B
59) Which activity would most likely be required of job applicants taking a work sample test: A) Participating in an in-basket exercise B) Assembling and disassembling a small motor C) Discussing ethical situations with a manager D) Answering questions about engineering processes
B
82) Refer to Case 5.1.Which of the following is most likely true given the problems associated with Jeff: A) HR should have administered a personality test as part of the selection process. B) Line personnel should have been more involved in the final selection decision. C) HR should have conducted more thorough reference and background checks. D) The firm should have taken an applicant-centered approach to recruiting.
B
15) According to research, employees who perform their jobs at above-average levels are: C) worth 40% of their salary more to the organization than average employees.:
C
22) An applicant-centered approach to recruiting would most likely: A) give applicants personality tests. B) introduce applicants to co-workers. C) accommodate the schedules of applicants. D) offer applicants the highest industry wages.
C
25) DF Enterprises often recruits former employees when positions become available. What is the most likely benefit of this strategy: A) Compliance with EEO guidelines B) Minimal worker demands for benefits C) Worker familiarity with company values D) Highest degree of worker loyalty and satisfaction
C
35) Which of the following is most likely a true statement about recruiting: A) Internal recruiting enhances organizational communication. B) External recruiting fills positions quickly and inexpensively. C) External recruiting promotes innovation and new perspectives. D) Internal recruiting requires developing new organizational policies.
C
57) Which of the following is important for an employer to remember when reading letters of recommendation about job applicants: A) The more positive a letter is, the better the candidate. B) A poor letter of recommendation should be ignored. C) The content of the letter is more important than its positivity. D) Letters of recommendation are highly related to job performance.
C
6) A restaurant chain is forecasting next year's labor needs. The firm employs 90 workers as wait staff at ten restaurants. The firm experiences 100% turnover each year among wait staff. The firm plans to open 4 more restaurants next year. The firm will need ________ wait staff next year. (Round your answer up to the next full position.) : C) 126
C
61) Which selection tool would most likely be appropriate for a firm that has a significant problem with employee theft: A) psychological test B) personality test C) honesty test D) structured interview
C
65) Which of the following is an example of a work requirement question: A) Tell me about a time when you disagreed with a supervisor. B) What is the procedure for handling a customer complaint: C) Are you willing to work overtime to meet customer demands: D) Tell me what you know about our company and product line.
C
67) Which of the following is NOT a characteristic of a structured interview: A) Questions are limited to job-related factors. B) Answers are scored in the same manner. C) Applicants are interviewed by one manager. D) Applicants are asked the same questions.
C
71) In a study conducted by the U.S. Postal Service regarding drug testing, applicants who had positive drug tests were fired nearly ________ % more often than those who did not. A) 10 B) 25 C) 40 D) 55
C
76) Which screening method is most commonly used to help firms avoid negligent hiring lawsuits: A) Recommendation letters B) Assessment centers C) Background checks D) Honesty tests
C
80) One of your employees, a member of a protected class, loses his temper and assaults and injures a customer. The customer is also a member of a protected class. During the investigation, the police discover that the employee has a long history of such behavior and served jail time for assault and battery. As the employer, you are most likely: A) not liable for any injuries because the employee was a member of a protected class. B) not liable for negligent hiring because you had an affirmative action plan. C) liable for negligent hiring because you did not conduct a background check. D) liable for injuries under Executive Order 11246.
C
84) Refer to Case 5.1. The best selection tool for helping Powley Publishing to identify organizational fit as well as job skill and knowledge, would most likely be: A) ability tests. B) personality tests. C) unstructured interviews. D) assessment centers.
C
89) Refer to Case 5.3. The best selection tool for assessing your number one criterion is: A) structured interviews. B) psychological testing. C) cognitive ability testing. D) reference checking.
C
Case 5.3 You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates. The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence. 88) Refer to Case 5.3. The best way to combine predictors used in the selection process would be a: A) statistical strategy. B) clinical strategy. C) multiple hurdle strategy. D) differentiated strategy.
C
33) One of the advantages of promoting internal candidates is: A) rejuvenating work units. B) reducing training costs. C) fostering innovative ideas. D) reducing employee turnover.
D
40) After an extensive recruiting effort, your company has contacted 225 interested individuals. At the application deadline, you have received 75 applications. What is your contact-to-applicant ratio: A) 1:2 B) 2:3 C) 1:3 D) 3:1
D
52) Sebastian is concerned about his most recent hires at Anderson Brothers Company. He believed that by basing his selection on job-knowledge tests administered during the interview, he would have few problems with inept hires and would find the best employee for each position. He has found though, that the eight employees who were hired during the last hiring period each have had complaints about lack of competence and job knowledge. This most likely indicates that the tests lack: A) reliability. B) internal validity. C) external validity. D) predictive validity.
D
54) A biodata form is a type of: A) ability test. B) psychological test. C) reference check. D) application form.
D
70) Assessment centers are useful in evaluating a candidate's: A) interpersonal skills. B) mechanical abilities. C) organizational fit. D) managerial skills.
D
73) An employer's best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools: A) Structured interviews B) Honesty tests C) Personality tests D) Reference checks
D
92) Refer to Case 5.3. Which of the following would most likely help the firm avoid liability for negligent hiring: A) Instituting a sexual harassment policy B) Strictly using structured interview methods C) Administering personality tests to screen for violent personalities D) Developing hiring policies that require employee background checks
D
103) The HR department should take sole responsibility to recruit, select, and socialize new employees.:
FALSE
105) Former employees are generally a poor choice for re-hiring due to strong resentment against the employer.:
FALSE
110) The best way to recruit protected-class job applicants is to target those individuals with a recruiting message designed specifically for them.:
FALSE
113) Personality tests, while valid and reliable, are not generally accepted as legally defensible in the selection process.:
FALSE
121) ________ is the process an organization uses to ensure that it has the right amount and the right kind of people to deliver a particular level of output or services in the future.:
Human resource planning (HRP)
129) What is human resource planning: How can effective selection procedures improve the HR planning process:
Human resource planning is the process used to ensure the right amount and kinds of employees to deliver a specified level of service. Firms that do not conduct HRP may not be able to meet their future labor needs (a labor shortage) or may have to resort to layoffs (in the case of a labor surplus). Selection determines the overall quality of an organization's human resources. Hiring the wrong person can cause friction among staff, managerial problems, and customer dissatisfaction. Inappropriate hires may even lead better employees to seek employment elsewhere. Effective selection procedures can aid the HR planning process by improving an employer's chances of hiring the right people for the right positions.
131) What is the difference between labor supply and labor demand: When labor demand exceeds labor supply, what employee recruitment sources are available: What are the advantages and disadvantages of each source:
Labor supply is the availability of workers who possess the required skills that an employer might need. Labor demand is the number of workers an organization needs. Estimating future labor supply and demand and taking steps to balance the two require planning. Summary of recruitment sources. • current employees strength - employees see opportunities for promotion weakness - automatically creates another job opening to fill • referrals strength - referrals tend to stay with a company longer and display greater loyalty and job satisfaction than employees recruited by other means. weakness - may decrease diversity as employees tend to refer people who are demographically similar to themselves. • former employees strength - they already have experience with the business and tend to be safe hires. weakness - they may harbor some resentment against the business if their employment was involuntarily terminated. • advertisements strength - can be used for local and distant searches and can reach large pools of potential applicants. • employment agencies strength - often find candidates who are not looking for a new job and whose current employer is pleased with their performance weakness - a fee is owed to the agency • temporary workers strength - can find temporary help in a time of neeD • college recruiting strength - a large pool of educated potential applicants • customers strength - customers are generally pleased with the organization's performance and service and may have insight into how the organization could be improved.
133) The selection process may involve a significant amount of testing. Describe the various tests HR professionals have to choose from, why they use each, and the importance of the validity and reliability of the tests used.:
Summary of suggested answer - • Ability tests measure cognitive and physical ability to perform the actual job. Work sample tests are the most common and most valid. • Personality tests measure traits and are rarely used in selection anymore due to questions of validity and reliability. • Psychological testing measures job applicants' work ethic, ability to deal with challenges and other job-related factors. They are extensively used by large companies. • Drug testing is a preemployment test and is used to eliminate problem employees before they begin work. • Honesty tests are controversial. • Paper and pencil tests have replaced polygraph tests, which were virtually eliminated by the Employee Polygraph Protection Act in 1988. Reliability is the consistency of measurement across time and users. Validity is the extent to which the tests measure job performance. Validity is the key for legal defensibility.
132) What is the difference between reliability and validity in testing: How can valid selection methods protect a firm from employment lawsuits:
Summary of suggested answer - • Reliability refers to the consistency of measurement, usually across time, but also across judges. It is a measure of how much error there may be in a test. One example is the job interview- different interviewers may judge the same candidate differently, etc. • Validity is the extent to which scores on a test accurately determine the test-taker's abilities and performance. A test that is not valid does not test what it is supposed to test, or does not do it accurately. A test may be reliable and yet not be valid, but a test that is not reliable is not valid. To decrease the chances of lawsuits claiming discrimination, firms should ensure that selection techniques are job related. In other words, the best defense is evidence of the validity of the selection process. For example, if a minority group member turned down for a job claims discrimination, the organization should have ample evidence to document the job relatedness of its selection process. This evidence should include job analysis information and evidence that test scores are valid predictors of performance.
130) Explain the role of forecasting in human resource planning, the choices of forecasting techniques a planner has, and why an HR manager would choose one technique over another.:
Summary of suggested answer - There are two groups of forecasting techniques, quantitative and qualitative. Quantitative techniques project past history into the future. They offer more precision and accuracy than qualitative techniques but they require historical data. The relationships that affected past performance may not exist in the present or future. Also, quantitative techniques are most appropriate for large firms in relatively stable work environments. Qualitative techniques rely on expert subjective judgment. They may include any factor or condition that researchers feel may affect the labor pool. The subjective nature of these techniques results in less accurate estimates.
134) What are the advantages and disadvantages of traditional interviews and structured interviews when making staffing decisions: What topics should be avoided to ensure that interviews are legal:
Summary of suggested answer - Traditionally, interviews have been the most common selection tool. Often interviewers, however, disagree among themselves on a candidate. They make decisions in the first few minutes of the interview, and the experience varies widely from interviewee to interviewee. These problems led to the development of the structured interview which uses situational questions - to assess responses to specific incidences, job-knowledge questions - to assess basic knowledge, and worker-requirement questions - to assess candidates' willingness to perform under given circumstances. Structured interviews are quite valid and have been used successfully. However, many companies stay with the traditional unstructured interview because it seems to work better at screening out unsuitable job applicants. Regardless of type, the questions asked must be legal. Legal questions avoid asking applicants about their age, race, religion, citizenship, and health.
107) An applicant-centered approach to recruitment would most likely involve connecting with potential applicants on LinkedIn. :
TRUE
109) Workers who make up nontraditional labor pools typically lack the experience, education, and social experience found in traditional labor pools.:
TRUE
116) John is subjectively evaluating all applicant information prior to making a hiring decision. He is using a clinical approach in the selection process.:
TRUE
118) If an employer does not thoroughly check information provided by a potential employee who later commits a crime while an employee, the company can be held liable for a negligent hiring.:
TRUE
93) The labor supply for an organization is how many workers are available with the required skills to meet company needs.:
TRUE
98) Qualitative forecasting techniques permit the firms to incorporate any factors or conditions the forecaster wishes to consider.:
TRUE
128) A(n) ________ is a set of simulated tasks or exercises that candidates are asked to perform.:
assessment center
119) The availability of workers with the required skills to meet the firm's labor demand is referred to as ________.:
labor supply
124) The process of orienting new employees to the organization, or the unit in which they will be working, is referred to as ________.:
socialization
