hrm chapter 7

Which of the following involves looking to sources outside an organization for prospective employees? a. External recruiting b. Onboarding c. Job posting d. Homesourcing

a. External recruiting

Which of the following statements is true of word-of-mouth recruiting? a. It involves encouraging the employees of a company to refer friends and family members to apply for vacant positions in the company. b. It involves informing the managers of all teams within a company about positions available in the company and asking them to spot potential candidates from their teams. c. It is an expensive way to generate a large number of applicants. d. It creates a ripple effect in an organization.

a. It involves encouraging the employees of a company to refer friends and family members to apply for vacant positions in the company.

Which of the following statements is true of hiring for fit? a. It involves hiring individuals who are a good match for the overall organization based on their personality and values. b. People with the best set of job-specific knowledge, abilities, and skills are considered the best fit for an organization. c. Assessing organizational fit is highly objective. d. It involves hiring the most educated person from among the pool of qualified applicants identified during recruitment. Hide Feedback C

a. It involves hiring individuals who are a good match for the overall organization based on their personality and values.

In the context of popular selection techniques, the extent to which a particular selection technique can accurately predict one or more elements of performance is referred to as _____. a. criterion-related validity b. translation validity c. reproducibility d. reliability

a. criterion-related validity

The most basic and fundamental goal of an organization's recruiting effort is to: a. develop a pool of qualified applicants. b. promote the organizational culture. c. match the work philosophy of the applicants with that of the organization. d. reduce the unemployment rate of the country in which the organization operates.

a. develop a pool of qualified applicants.

If an organization faces a prima facie case of hiring discrimination, it must prove that the basis for the selection decision was job related. This can be done by: a. establishing the validity of the selection instrument used in the selection process. b. reconducting the employee selection test using the same selection instrument that was used in the original selection process. c. conducting a study to validate the ethics and culture of the organization. d. demonstrating that the selection decis

a. establishing the validity of the selection instrument used in the selection process.

After the recruiting process has identified a pool of qualified applicants, it is time to begin the employee selection process. The first step in the selection process involves: a. gathering information about the members of the pool of qualified recruits regarding the levels of education possessed by each applicant. b. evaluating the qualifications of each applicant from among the pool of qualified recruits. c. making the decision about which candidate or candidates will be offered employment. d

a. gathering information about the members of the pool of qualified recruits regarding the levels of education possessed by each applicant.

A first-impression error occurs when an interviewer: a. makes a decision too early in the interview process. b. gives the same rating to all interviewees, regardless of their performance in the interview. c. is unduly influenced by an interviewee's similarity to the interviewer in one or more important ways. d. is unduly influenced by other people who have been interviewed.

a. makes a decision too early in the interview process.

An attempt to determine the extent to which an organization's employee selection system provides real benefit to the organization is known as _____. a. utility analysis b. a meta-analysis c. predictive analysis d. a self-report inventory

a. utility analysis

In the context of selection errors, which of the following is an error that occurs when an applicant who is predicted to be successful is hired but who ultimately fails? a. A nonrelevancy error b. A false positive error c. A first-impression error d. A contrast error

b. A false positive error

In the context of popular selection techniques, which of the following documents asks individuals for various facts and information pertaining to their personal background? a. A prospecting letter b. An employment application c. A business testimonial d. An appraisal form

b. An employment application

Harris, a recent law school graduate, went for a job interview at a law firm in Iowa. As opposed to his preconceived notions, the interview was spontaneous and relatively casual in nature. The interviewer did not ask Harris any of the conventional questions but instead asked him about his interests and talked about various topics in law and authority among other things. Which of the following types of interviews did the interviewer conduct in the given scenario? a. A semistructured employment in

b. An unstructured employment interview

In the context of employee training, which of the following statements is true of computer-assisted instruction? a. It is the most common method of work-based training. b. It allows self-paced learning. c. It seldom provides feedback to trainees. d. It can help a firm gain a return on the labor cost of an employee immediately.

b. It allows self-paced learning.

Which of the following statements is true of an assessment center? a. It is a physical location set aside for evaluation purposes. b. It is a selection technique that is used only for the selection of managers. c. Individuals participating in an assessment center apply for entry-level job positions. d. A normal assessment-center schedule lasts 6 to 10 days.

b. It is a selection technique that is used only for the selection of managers.

Marie, a new employee at Glaxnic Inc., was nominated by her manager to attend a few sessions on content development. The sessions included lessons on grammar, idea creation, vocabulary, and so forth. Marie was asked to implement her learning from these sessions in the project that she was working on. After a review of the dispatched file, her manager concluded that the sessions were productive. Which of the following statements is most likely true of the given scenario? a. Marie received trainin

b. Marie was part of a work-based program.

Which of the following statements is true of recommendation letters? a. They usually provide subjective information about a candidate and therefore make it difficult to verify the candidate's work history. b. There is a growing concern about legal liability in the preparation of recommendation letters. c. They are of the highest value in assessing an applicant's performance, capabilities, or the likelihood for success in a new setting. d. Most organizations have a policy of not providing recomme

b. There is a growing concern about legal liability in the preparation of recommendation letters.

Which of the following is a difference between training and development? a. Unlike training, development represents a fundamental investment in the employees who work for an organization. b. Training is an attempt to facilitate employee learning of specific job-related skills, whereas development refers to teaching managers the skills needed for both present and future jobs. c. Training is considered an HR function in most organizations, whereas development is considered a finance management fun

b. Training is an attempt to facilitate employee learning of specific job-related skills, whereas development refers to teaching managers the skills needed for both present and future jobs.

Which of the following involves a work-simulation situation in which a job is performed under a condition that closely simulates the real work environment? a. Computer-assisted instruction b. Vestibule training c. On-the-job training d. An in-basket exercise

b. Vestibule training

A contrast error occurs when an interviewer: a. has limited knowledge about the job for which an interviewee has applied. b. is unduly influenced by other people who have been interviewed. c. is unduly influenced by an interviewee's similarity to the interviewer in one or more important ways. d. is inappropriately influenced by an interviewee's posture, dress, or appearance.

b. is unduly influenced by other people who have been interviewed.

A system-wide effort, managed from the top of an organization, to increase the organization's overall performance through planned interventions is known as _____. a. organizational socialization b. organizational development c. organizational commitment d. organizational throughput

b. organizational development

Danish had applied for a job at an insurance company. During the interview, the interviewer asked Danish to provide a document from his previous employer that confirmed the fact that he worked at the organization and stated his previous job profile. In this scenario, Danish was asked to produce a(n) _____. a. no objection certificate b. recommendation letter c. employee declaration certificate d. cover letter

b. recommendation letter

In the context of the measures of personality, which of the following is a paper-and-pencil measure in which an applicant responds to a series of statements that might or might not apply to that applicant? a. The projective technique b. The logistic regression technique c. A self-report inventory d. A cognitive ability test

c. A self-report inventory

Which of the following statements is true of a realistic job preview? a. It helps an employee understand how his or her job profile will still be relevant in the future. b. It aggravates the employee turnover rate of a company. c. It is a technique for ensuring that job seekers understand the actual nature of the jobs available to them. d. It can be provided to employees either through job shadowing or after they begin working on a live task. Hide Feedback Correct

c. It is a technique for ensuring that job seekers understand the actual nature of the jobs available to them.

In the context of employment tests, which of the following tests measure traits, or tendencies to act, that are relatively unchanging in an individual? a. Cognitive ability tests b. Psychomotor ability tests c. Personality tests d. Aptitude tests

c. Personality tests

In the context of personality measures, which of the following involves showing an individual an ambiguous stimulus such as an inkblot or a fuzzy picture and then asking what he or she sees? a. A psychomotor ability test b. A self-report inventory c. The projective technique d. The logistic regression technique

c. The projective technique

Which of the following statements is true of false negatives? a. They are performance review errors made by managers during employee appraisals. b. They are employee benefits that are claimed by an organization but not provided to the employees. c. They are applicants who are predicted to fail and are not hired, but if they had been hired, they would have been successful. d. They are training techniques that are predicted to be successful and reliable but that ultimately fail to provide results.

c. They are applicants who are predicted to fail and are not hired, but if they had been hired, they would have been successful.

Which of the following statements is true of false positives? a. They are applicants who are predicted to fail and are not hired but who would have been successful. b. They are performance review errors made by managers during employee appraisals. c. They can be minimized by using more rigorous tests to make selection decisions. d. They are employee benefits that are claimed by an organization but not provided to the employees.

c. They can be minimized by using more rigorous tests to make selection decisions.

Danesha, a manager at Aberlin Inc., had enrolled for a two-day selection process organized by her firm for the position of supervising manager. During the process, Danesha, along with 12 other candidates, had to go through several tests and exercises, including group decision-making tasks, case analyses, and role-playing exercises. These tasks were then assessed by one of the senior managers at Aberlin Inc. In this scenario, Danesha was part of: a. an outbound training program. b. vestibule trai

c. an assessment center.

Nadira, a freelance journalist, interviewed for a job at Rotland Media after reading the job specifications advertised by the company in a newspaper. Her impressive portfolio and her skills helped her get the job. In the given scenario, Nadira was hired through _____. a. outsourcing b. homesourcing c. external recruiting d. job posting

c. external recruiting

Arthur, an employee at Scorsec Inc., was recently promoted to the post of Chief Technical Officer on the basis of his consistent high-quality performance over the past 5 years in the company. The management of the company filled the position vacated by Arthur by hiring a new employee who fit the job profile. In this scenario, Arthur was promoted to a higher-level position through _____. a. homesourcing b. onshoring c. internal recruiting d. word-of-mouth recruiting

c. internal recruiting

A mechanism for internal recruiting in which vacancies in an organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm's intranet is known as _____. a. onboarding b. headhunting c. job posting d. word-of-mouth recruiting

c. job posting

The process of developing a pool of qualified applicants who are interested in working for an organization and from which the organization might reasonably select the best individual or individuals to hire for employment is known as _____. a. onboarding b. vetting c. recruiting d. coaching

c. recruiting

Jonita, a new employee at an investment firm, is being mentored by Dave, her supervisor. When Dave assigns a task to Jonita, he explains the work requirements and does a live demonstration of the work procedure for her. She then applies what she learned in her work. In this scenario, Jonita is: a. part of computer-assisted instruction. b. undergoing outbound training. c. undergoing on-the-job-training. d. part of an induction program.

c. undergoing on-the-job-training.

In the context of popular selection techniques, which of the following relies on numerical indexes to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively? a. A biodata application blank b. A prospecting letter c. A self-report inventory d. A weighted application blank

d. A weighted application blank

In the context of popular selection techniques, which of the following focus on the same type of information that is found in regular applications but go into more complex and detailed assessments about that background? a. Employee declarations b. Weighted application blanks c. Self-report inventories d. Biodata application blanks

d. Biodata application blanks

Which of the following statements is true of a weighted application blank? a. It relies on qualitative techniques to predict a person's job performance. b. It goes into more complex and detailed assessments about a person's personal background than a regular application blank. c. It is a time-consuming and an expensive mechanism for gathering objective information about an individual. d. It can determine if a relationship exists between a person's level of education and his or her ability to per

d. It can determine if a relationship exists between a person's level of education and his or her ability to perform a job effectively.

Which of the following statements is true of an internship? a. A firm is required to provide a job to the intern at the end of the internship. b. In an internship, interns are required to work for at least 3 months. c. It is an expensive method of internal recruiting. d. It helps an organization respond to work demands in the short term.

d. It helps an organization respond to work demands in the short term.

When Drew & Barry Co., an information technology firm, opened an office in another city, it wanted to give its current employees the opportunity to move up the career ladder. Hence, it publicized all the job openings on the office bulletin board and in its monthly newsletter so that interested candidates could apply for the available positions. In this scenario, which of the following recruiting methods did Drew & Barry Co. use? a. Digital recruiting b. Word-of-mouth recruiting c. Headhunting d.

d. Job posting

In the context of the selection process, which of the following is part of the big five personality traits that are used to assess applicants? a. Misanthropy b. Narcissism c. Altruism d. Neuroticism

d. Neuroticism

Which of the following statements is true of employment agencies? a. Public employment agencies charge a fee for their services. b. The Social Security Act of 1935 states that individuals can avail state aid through public agencies even if they have a permanent job. c. Companies rely on these agencies for internal as well as external recruitment. d. Private employment agencies are more likely to serve the white-collar labor market than public employment agencies.

d. Private employment agencies are more likely to serve the white-collar labor market than public employment agencies.

Which of the following statements is true of organizational development (OD)? a. It is a system-wide effort, managed from the bottom of an organization. b. Two techniques exclusively used for OD are in-basket and leaderless group exercises. c. Survey feedback is an OD tool that is used solely for resolving interpersonal conflicts. d. This technique relies heavily on behavioral science technology.

d. This technique relies heavily on behavioral science technology.

Evaluating management development programs is most likely problematic because: a. these programs target only simple types of behaviors that are easy to change. b. it may be difficult to find qualified individuals to evaluate the employees at managerial positions. c. the training is solely geared at helping managers prepare for present jobs. d. it may take a long period of time and outcome measurement to evaluate these programs.

d. it may take a long period of time and outcome measurement to evaluate these programs.

The third step in the employee selection process involves: a. collecting information about each applicant's experience and attitude. b. evaluating the qualifications of each applicant from among the pool of qualified recruits identified during the recruiting process. c. gathering information about each applicant's levels of requisite knowledge, skills, and abilities. d. making the actual decision about which candidate or candidates will be offered employment.

d. making the actual decision about which candidate or candidates will be offered employment.

In the context of the selection decision, the consistency of a particular selection device is referred to as _____. a. utility b. accuracy c. validity d. reliability

d. reliability

Raza, an employee at Prycom Corporation, was nominated by his supervisor to attend a seven-day program on accounting and data entry tools and software. The program involved daily sessions that were intended to widen the participants' scope of work and to train them on performing basic accounting tasks more efficiently. In this scenario, Raza was part of a(n) _____. a. induction program b. leaderless group exercise c. assessment center d. training program

d. training program