HR Chapter 3 Questions

A policy of promoting people from within the company does all but which of the following? -Increases satisfaction -Creates greater motivation -Stimulates greater company loyalty -Contributes greater insight and fresh ideas

-Contributes greater insight and fresh ideas

Which of the following statements is FALSE? -Job analysis information can be used to identify acceptable performance standards for purposes of employee discipline. -Job specifications are especially helpful in recruiting new employees. -The EEOC guidelines require employers to prepare written job descriptions of the essential functions of each job. -Job analysis information should be used in conducting a training needs assessment.

-The EEOC guidelines require employers to prepare written job descriptions of the essential functions of each job. The EEOC does not require job descriptions; however, the EEOC guidelines encourage employers to prepare written job descriptions listing the essential functions of each job.

Which of the following statements BEST describes how private employment agencies operate? -They are financially supported by the Department of Labor. -All fees are charged to the new employees who are placed in a job. -The fees may be charged to either the employer or the employee. -All fees are charged to the employers.

-The fees may be charged to either the employer or the employee. If an employer requests job applicants, the employer typically pays the fee. If an individual asks for assistance in obtaining employment, the fee is paid by him or her.

The concept that describes what a company has to offer relative to what is offered by other places of employment is... -contributions-inducements balance. -employer competitiveness ratio. -employment value proposition. -workplace incentive index.

-employment value proposition. Employment value proposition is a statement that describes what a company has to offer its employees relative to the rewards offered by other places of employment.

The greatest disadvantage of relying on observations when conducting a job analysis is... -observations cannot be objectively categorized or recorded. -many vital job functions are not visible on some jobs. -observations are an invasion of employee privacy. -employees know they are being observed and they feel embarrassed.

-many vital job functions are not visible on some jobs. A problem with using observation is that some jobs cannot be easily observed. Jobs that primarily involve thinking and problem-solving activities, such as professional and technical occupations, may not provide much overt behavior to observe.

The problem of nepotism in recruiting refers to... -hiring applicants who do not pass the company's health or physical fitness standards. -showing favoritism by hiring friends or family members of present employees. -hiring teenagers and other youth below the legal age. -hiring minorities and females when more qualified candidates are available.

-showing favoritism by hiring friends or family members of present employees.

Employee requisitions are normally prepared by... -the accounting department, who makes sure adequate funds are available. -supervisors, who see that they need more people to fill their human resource needs. -corporate planning committees, after strategic plans have been prepared. -human resource managers, after the annual planning cycle.

-supervisors, who see that they need more people to fill their human resource needs.

A yield ratio of 12:1 for recruiting college engineering graduates means that... -for every twelve new hires only one remains. -to replace five retiring engineers will require 60 job interviews with graduating engineering students. -for every twelve new engineering students recruited, one is rejected. -twelve graduates get jobs for each one who doesn't.

-to replace five retiring engineers will require 60 job interviews with graduating engineering students.

Which of the following is the most important consideration in evaluating the effectiveness of a recruitment program? -incidence rate -learning curves -yield ratio -comparatio

-yield ratio Yield ratios show the number of applicants at one stage of the recruiting process who move to the next stage, so an organization can significantly reduce its recruiting costs by achieving favorable yield ratios.

The three major elements of a job description include identification, job summary, and... -duties and responsibilities. -supervision given or received. -training required. -knowledge and skills.

duties and responsibilities.