hrM Ch.4-6
59) ________ represents a tendency to be sociable, assertive, and active. A) Extroversion B) Conscientiousness C) Agreeableness D) Openness to experience
A) Extroversion Explanation: A) Extroversion represents a tendency to be sociable, assertive, and active.
16) Which of the following refers to the human requirements needed for a job, such as education, skills, and personality? A) job specifications B) job analysis C) job placement D) job descriptions
A) Job specifications Explanation: A) Job specifications are the human requirements needed for a particular job like education, skills, and personality.
25) During the job analysis process, the primary purpose of having workers review and modify data collected about their current positions is to ________. A) confirm that the information is correct and complete B) provide a legal benchmark for employer lawsuits C) encourage employees to seek additional job training D) validate the job specification list provided by HR
A) confirm that the information is correct and complete. Explanation: A) Allowing employees to review and modify the information collected about their current positions provides the opportunity to confirm that the data is correct and complete, which may help gain employee acceptance of the job analysis data and conclusions. Job specifications and job descriptions are created after employees review the collected data.
2) A reliable employment test will most likely yield ________. A) consistent scores when a person takes two alternate forms of the test B) improved scores when a person takes the same test more than once in a single day C) high scores when a person takes two alternate forms of the test on different occasions D) similar scores when two different people are administered the test at different times
A) consistent scores when a person takes two alternate forms of the test. Explanation: A) Reliability is a test's first requirement and refers to its consistency: A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.
13) Jennifer, a manager at an engineering firm, has been assigned the task of conducting a job analysis. What should be Jennifer's first step in the process? A) deciding how the gathered information will be used B) collecting data on job activities and working conditions C) selecting representative job positions to assess D) reviewing relevant background information
A) deciding how the gathered information will be used Explanation: A) The first step in performing a job analysis is deciding how the job analysis will be used because this determines the data that will be collected and how it will be collected. Collecting data, selecting which job positions to analyze, reviewing background information like organization charts and process charts, and writing job descriptions are additional steps in the job analysis process.
9) Which of the following most likely depends on a job's required skills, education level, safety hazards, and degree of responsibility? A) employee compensation B) organizational culture C) annual training requirements D) OSHA and EEO compliance
A) employee compensation Explanation: A) Compensation in the form of salaries and bonuses greatly depends upon a job's required skills, education level, safety hazards, and level of responsibility. Managers use the job analysis to determine the relative worth of a specific job and the most appropriate compensation for an employee.
42) A recruiting yield pyramid is the historical arithmetic relationship between all of the following EXCEPT ________. A) internal and external candidates B) offers made and offers accepted C) recruitment leads and invitees D) interviews and offers made
A) internal and external candidates Explanation: A) A recruiting yield pyramid is the historical arithmetic relationship between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted. The ratio of internal and external candidates is not a factor in the recruiting yield pyramid which is used to determine the number of applicants a firm needs to generate in order to hire the required number of new employees.
6) The information resulting from a job analysis is used for writing ________. A) job descriptions B) corporate objectives C) personnel questionnaires D) training requirements
A) job descriptions Explanation: A) A job description is a list of what a job entails, and it is derived from a job analysis. Job analysis is the procedure through which you determine the duties of job positions and the characteristics of the people that should be hired for the positions.
20) According to a survey, most employers who administer tests to applicants are measuring ________. A) job skills B) psychological behaviors C) interpersonal behaviors D) ethical opinions
A) job skills. Explanation: A) About 41% of companies that the American Management Association surveyed tested applicants for basic skills (defined as the ability to read instructions, write reports, and do arithmetic adequate to perform common workplace tasks). About 67% of the respondents required employees to take job skills tests, and 29% required some form of psychological measurement.
52) Carl recently participated in a selection test for a position at Northern Aeronautics. The test measured Carl's finger dexterity and reaction time, so it was most likely a(n) ________ test. A) motor ability B) personality C) cognitive D) interest
A) motor ability Explanation: A) Some jobs require applicants be tested for motor abilities, such as finger dexterity, manual dexterity, and (if hiring pilots) reaction time. For example, the Crawford Small Parts Dexterity Test measures the speed and accuracy of simple judgment as well as the speed of finger, hand, and arm movements.
58) Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility? A) neuroticism B) extroversion C) conscientiousness D) openness to experience
A) neuroticism Explanation: A) Neuroticism relates to anxiety and insecurity and hostility.
Employment planning requires making forecasts of three elements: the supply of inside candidates, the likely supply of outside candidates, and _________________.
A) personnel needs. Explanation: The process of personnel planning requires forecasts or estimates of three things: personnel needs, the supply of inside candidates, and the likely supply of outside candidates. Forecasting personnel needs can be done through a trend analysis of the firm's employment levels over the last few years.
10) Which of the following determines future staff needs by using ratios between a causal factor and the number of employees required? A) ratio analysis B) forecasting ratio C) personnel ratio D) ratio matrix
A) ratio analysis Explanation: A) A ratio analysis is a forecasting technique for determining future staff needs by using ratios between, for example, sales volume and the number of employees required. For example, if a salesperson usually generates $500,000 in sales, and a firm hopes to produce an extra $3 million in sales, then six new salespeople would need to be hired.
18) Qualifications inventories can be tracked and maintained by using all of the following EXCEPT a ________. A) ratio analysis matrix B) personnel replacement chart C) position replacement card D) skills inventory software
A) ratio analysis matrix Explanation: A) Personnel replacement charts, position replacement cards, and skills inventory software are all tools for tracking and maintaining qualifications inventories.
2) Which of the following terms refers to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job? A) selection tools B) job analysis methods C) personnel techniques D) forecasting tools
A) selection tools Explanation: A) Selection tools, such as tests, background investigations, and physical exams, are used by firms to identify viable candidates for a job. After candidates complete applications and undergo initial screening interviews, a firm uses these selection tools before interviewing the candidate more thoroughly or making a job offer.
26) What is the final step in conducting a job analysis? A) writing a job description and job specifications B) validating all of the collected job data C) collecting data on specific job activities D) reviewing relevant background information
A) writing a job description and job specifications. Explanation: A) The final step in the job analysis process involves developing a job description and job specifications, which are the two tangible products of a job analysis. This step occurs after job data has been collected and validated, and background information has been reviewed.
11) Newton Building Supplies hopes to generate an extra $4 million in sales next year. A salesperson traditionally generates $800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire? A) 2 B) 5 C) 10 D) 20
B) 5 Explanation: Ratio analysis is used to make a forecast in this case based on the number of salespeople and sales volume. $4 million in sales divided by the $800,000 generated by each salesperson indicates that 5 extra salespeople should be hired by Newton.
8) A manager uses the information in a job analysis for all of the following EXCEPT ________. A) assessing training requirements B) complying with FCC regulations C) determining appropriate compensation D) providing accurate performance appraisals
B) complying with FCC regulations Explanation: B) Managers use information gathered from a job analysis for many activities including providing performance appraisals, recruiting, determining compensation, and assessing training requirements. Job analysis plays a major role in EEO (Equal Employment Opportunity Commission) compliance but not with FCC (Federal Communications Commission) regulations.
14) Which of the following data collection techniques would be most useful when writing a job description for a software engineer? A) distributing position analysis questionnaires B) interviewing employees C) analyzing organization charts D) developing a job process chart
B) interviewing employees Explanation: B) Interviewing employees to determine what the job entails is an effective method of collecting data for writing a job description. Position analysis questionnaires are useful for compensation purposes rather than for writing job descriptions.
1) Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards? A) employment malpractice B) negligent hiring C) improper hiring D) invalid screening
B) negligent hiring Explanation: B) Negligent hiring means hiring employees with criminal records or other problems who then use access to customers' homes (or similar opportunities) to commit crimes. Employers can be sued for negligent hiring.
57) The Big Five personality dimensions include all of the following EXCEPT ________. A) neuroticism B) optimism C) extroversion D) conscientiousness
B) optimism Explanation: B) Industrial psychologists often focus on the "big five" personality dimensions: extroversion, emotional stability/neuroticism, agreeableness, conscientiousness, and openness to experience. Optimism is not one of the big five.
46) Which of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm? A) lack of knowledge regarding a candidate's strengths B) potential to lose employees who aren't promoted C) questionable commitment of candidates to the firm D) significant training and orientation requirements
B) potential to lose employees who aren't promoted Explanation: B) The primary disadvantage of hiring from within is the potential of losing employees who are not promoted. Employees who apply for jobs and don't get them may become discontented.
19) A(n) ________ shows the flow of inputs to and outputs from a job being analyzed. A) organization chart B) process chart C) job analysis D) job description
B) process chart Explanation: B) A process chart is a work-flow chart that shows the flow of inputs to and outputs from a particular job. In the second step of performing a job analysis, background information such as process charts, organization charts, and job descriptions are reviewed.
15) Which of the following contains data regarding employees' education, career development, and special skills and is used by managers when selecting inside candidates for promotion? A) computerized forecasting tools B) qualifications inventories C) trend records D) scatter plots
B) qualifications inventories Explanation: B) Qualifications or skills inventories are used by managers when determining which employees should be promoted or transferred. A skills inventory contains data on employees' performance records, educational background, and promotability.
53) All of the following are most likely assessed on personality tests EXCEPT ________. A) extraversion B) reasoning C) sensitivity D) emotional stability
B) reasoning Explanation: B) Reasoning skills are tested with aptitude tests. Personality tests measure introversion, sensitivity, motivation, and emotional stability among other qualities.
5) The process of deciding how to fill executive positions at a firm is known as ________. A) internal recruiting B) succession planning C) long-term forecasting D) advanced interviewing
B) succession planning. Explanation: B) Succession planning refers to the process of deciding how to fill executive positions at a firm. The process is also known as workforce (or employment or personnel) planning, although most firms use the term succession planning when determining how to fill top management positions.
8) Which of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs? A) ratio analysis B) trend analysis C) graphical analysis D) computer analysis
B) trend analysis Explanation: B) A trend analysis is the study of a firm's variation of past employment levels over a period of years to predict future needs. The purpose of a trend analysis is to identify trends that might continue into the future. A trend analysis can provide firms with an initial estimate of future staffing needs.
14) The first step in the test validation process is ________. A) creating a test battery B) administering tests C) analyzing the job D) cross-validating
C) analyzing the job. Explanation: C) The first step in validating a test is to analyze the job and write job descriptions and job specifications. The point is to specify the human traits and skills you believe are required for adequate job performance.
23) The fourth step in conducting a job analysis most likely involves collecting data about all of the following EXCEPT ________. A) required employee abilities B) typical working conditions C) employee turnover rates D) specific job activities
C) employee turnover rates Explanation: C) The fourth step in analyzing a job requires collecting data about job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job. Interviews, questionnaires, and observations are the most popular methods for gathering data. It is unlikely that data regarding employee turnover rates would be gathered during a job analysis.
5) Which of the following terms refers to the procedure used to determine the duties associated with job positions and the characteristics of the people to hire for those positions? A) job description B) job specification C) job analysis D) job context
C) job analysis Explanation: C) Job analysis is the process of determining the duties of a specific job and the characteristics of the people who would be most appropriate for the job. A job analysis produces the necessary information to develop job descriptions and job specifications.
11) Allison, a manager at a large clothing retail store, needs to determine essential duties that have not been assigned to specific employees. Which of the following would most likely provide Allison with this information? A) work activities B) job context C) job analysis D) performance standards
C) job analysis Explanation: C) Job analysis can help reveal duties that need to be assigned to a specific employee. Work activities, performance standards, and job context are the types of information that are provided through a job analysis.
15) Which of the following is a written statement that describes the activities, responsibilities, working conditions, and supervisory responsibilities of a job? A) job specification B) job analysis C) job description D) job context
C) job description Explanation: C) A job description is a written list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities, and it is the result of a job analysis.
18) Which of the following indicates the division of work within a firm and the lines of authority and communication? A) process chart B) employee matrix C) organization chart D) corporate overview
C) organization chart Explanation: C) Organization charts show the organization-wide division of work with titles of each position and interconnecting lines that show who reports to and communicates with whom.
51) As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which of the following is most likely being measured by UPS? A) interpersonal skills B) cognitive skills C) physical abilities D) achievements
C) physical abilities Explanation: C) Physical abilities are measured by testing an applicant's static strength (lifting weights), dynamic strength, body coordination (jumping rope), and stamina. A UPS worker needs to have such skills to perform the job.
41) A ________ is used to calculate the number of applicants a firm must generate to hire the required number of new employees. A) trend analysis B) ratio analysis C) recruiting yield pyramid D) scatter plot
C) recruiting yield pyramid Explanation: C) A recruiting yield pyramid is used by employers to calculate the number of applicants a firm must generate in order to hire the required number of new employees. A recruiting yield pyramid is the historical arithmetic relationship between recruitment leads and invitees, invitees and interviews, interviews and offers made, and offers made and offers accepted.
13) A ________ is a graphical method used to help identify how two variables are related. A) trend analysis B) ratio analysis C) scatter plot D) productivity chart
C) scatter plot Explanation: C) A scatter plot graphically illustrates the relationship between two variables such as sales and your firm's staffing levels.
22) During the job analysis process, it is important to ________ before collecting data about specific job duties and working conditions. A) test job questionnaires on a small group of workers B) confirm the job activity list with employees C) select a sample of similar jobs to analyze D) assemble the job specifications list
C) select a sample of similar jobs to analyze Explanation: C) The third step of the job analysis process involves selecting representative positions to analyze. If there are too many similar jobs in a firm, it is best to select a representative sample. After representative positions have been chosen, analysis of the job can occur, which may include interviewing employees or using questionnaires. Job specifications are not developed until the final step of the job analysis process.
50) All of the following are measured by aptitude tests EXCEPT ________. A) deductive reasoning B) numerical ability C) temperament D) memory
C) temperament Explanation: C) Temperament and other interpersonal skills are measured by personality tests. Aptitude tests measure deductive and inductive reasoning, verbal comprehension, numerical ability, and memory.
19) According to the American Psychological Association, all of the following are rights of test takers EXCEPT the right to expect ________. A) informed consent regarding the use of test results B) scores to be interpreted by qualified individuals C) tests to be the only selection tools for a job D) fairness of the test for all who take it
C) tests to be the only selection tools for a job Explanation: C) Tests should be used as supplements and not be the only selection tool. Under the American Psychological Association's (APA) standard for educational and psychological tests, test takers have the right to the confidentiality of test results, the right to informed consent regarding use of these results, the right to expect that only people qualified to interpret the scores will have access to them, and the right to expect the test is fair to all.
48) ________ tests include assessments of general reasoning ability and of specific mental abilities like memory and inductive reasoning. A) Motor ability B) Personality C) Achievement D) Cognitive
D) Cognitive Explanation: D) Cognitive tests include tests of general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning. Employers may also use tests to measure an applicant's motor and physical abilities. Achievement tests measure what someone has learned, and personality tests measure aspects of an applicant's personality, such as stability, motivation, and introversion.
3) ________ is the process of deciding what positions the firm will have to fill and how to fill them. A) Recruitment B) Selection C) Job analysis D) Workforce planning
D) Workforce planning Explanation: D) Workforce (or employment or personnel) planning is the process of deciding what positions the firm will have to fill and how to fill them. The process embraces all future positions from maintenance workers to CEO, and flows from the firm's strategic plans.
1) What is the first step in the recruitment and selection process? A) performing initial screening interviews B) building a pool of candidates C) performing candidate background checks D) deciding what positions to fill
D) deciding what positions to fill Explanation: D) The first step of the recruitment and selection process is deciding what positions to fill through personnel planning and forecasting.
18) The process of cross-validating a test involves all of the following EXCEPT ________. A) using a new sample of employees B) administering additional tests C) evaluating the relationship between scores and performance D) developing and analyzing a scatter plot of scores versus performance
D) developing and analyzing a scatter plot of scores versus performance Explanation: D) Cross-validating involves administering additional tests to a new sample of employees. This final step also requires an assessment of predictive validation and an evaluation of the relationship between scores and job performance. An expectancy chart might be developed but not a scatter plot.
7) All of the following types of information will most likely be collected by a human resources specialist through a job analysis EXCEPT ________. A) work activities B) human behaviors C) performance standards D) employee benefits options
D) employee benefits options Explanation: D) Work activities, human behaviors, performance standards, job context, and human requirements are the types of information typically collected through a job analysis. Information gathered through a job analysis is used to develop job descriptions and job specifications. Managers use job analysis for the purpose of recruitment, compensation, training, and performance appraisal but not for assessing employee benefits options.
15) Which of the following is a graph that shows the relationship between test scores and job performance for a group of people? A) performance standard B) digital dashboard C) competency model D) expectancy chart
D) expectancy chart. Explanation: D) If there is a correlation between test and job performance, you can develop an expectancy chart during the process of validating an employment test. An expectancy chart presents the relationship between test scores and job performance graphically.
12) The ________ lists a job's specific duties as well as the skills and training needed to perform a particular job. A) organization chart B) job analysis C) work aid D) job description
D) job description Explanation: D) Job descriptions list the specific duties, skills, and training related to a particular job. Organization charts show the distribution of work within a company but not specific duties. A job description is created after a job analysis has been performed.
1) Which term refers to the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees? A) job analysis B) HR alignment C) strategic planning D) talent management
D) talent management Explanation: D) Talent management is the holistic, integrated and results and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees Talent management means getting the right people (in terms of competencies) in the right jobs, at the right time, doing their jobs correctly.
3) If a person scores a 70 on an intelligence test on one day and scores 110 when retested on another day, you would most likely conclude that this test is ________. A) valid B) invalid C) reliable D) unreliable
D) unreliable. Explanation: D) Reliability is a test's first requirement and refers to its consistency: A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions. If a person scores 70 on an intelligence test on a Monday and 110 when retested on Tuesday, you probably wouldn't have much faith in the test.
24) While performing the fifth step of a job analysis, it is essential to confirm the validity of collected data with the ________. A) EEOC representative B) HR manager C) legal department D) worker
D) worker. Explanation: D) According to the fifth step of a job analysis, collected data should be confirmed with the worker performing the job and his/her immediate supervisor. Although HR managers play a role in the job analysis process by observing workers, it is the worker and his/her immediate supervisor that provide direct knowledge of the duties involved in a specific job.
Which of the following is a recommended method for HR departments to protect employee data?
Performing random background checks on employees with HR database access.