MHR 305 Midterm II
Based on the "Top 15 Recruitment Videos" website, we watched examples of three companies and their recruiting strategies. In terms of the KPMG recruiting video, what is one thing that was done that would be especially appealing to recruiting Millennials? a. It profiled opportunities that employees have to engage in meaningful community service work. b. It played music by Taylor Swift throughout the video. c. It discussed the firm's innovative incentive pay practices. d. It discussed its college loan forgiveness benefit program. e. It discussed the firm's telecommuting program for employees.
a.
Based on the "Top 15 Recruitment Videos" website, we watched examples of three companies and their recruiting strategies. In terms of the Sephora recruiting video, which of the following is true? a. One strength was that it used a lot of upbeat music and colorful, dynamic visuals that were appealing to its target audience. b. One strength was that it included testimonials from external customers and suppliers. c. One weakness was that it made it clear that it was only interested in recruiting young, attractive females. d. One weakness was that there was no information provided about what the company actually does. e. One strength was that showed famous runway supermodels and celebrities shopping at their stores.
a.
Based on the Individual Job Choice-Organizational Recruitment Process, job choice is influenced by which of the following factors? a. Personnel policies b. External competitors c. Corporate culture d. Leadership style of senior executives e. All of the above
a.
Based on the recruiting process model presented in lecture, the first step in the process is to engage in _________. a. human resource planning b. training need analysis c. job evaluation d. corporate strategic planning e. person-job fit analysis
a.
Important characteristic of adult learners in terms of how they learn include . a. Adult learners want to be challenged during the learning process. b. Adult learners tend to learn in the same basic manner. c. Adult learners do not want to be involved in the training process very much as they would prefer to have a trainer lecture to them about issues that pertain to their jobs. d. Adult learners do not want to be treated as equals with the trainer as they want the trainer to be the expert. e. All of the above
a.
The measure of effectiveness for the performance appraisal process that must be interpreted with great care due to its potential for subjectivity, bias, and distortion of information is the _________. a. average performance ratings by dimension and overall b. percentage of performance appraisals completed c. percentage of performance appraisals that generate improvement action plans for the next year d. percentage of performance improvement goals specified in action plans that are achieved by the next employee's performance appraisal e. cost of implementing the performance appraisal system.
a.
The method of conveying both positive and negative job information to an applicant in an unbiased manner is called a(n) __________. a. realistic job preview b. job description c. onboarding process d. employment contract e. job requisition
a.
The reasons why downsizing initiatives in organizations fail include _________. a. Survivors of the downsizing become narrow-minded, self-absorbed, and risk averse. b. Management takes too long to execute the downsizing. c. Management fails to allocate sufficient financial resources to support the downsizing. d. Employees who are laid off file wrongful discharge lawsuits that wipe out the cost savings associated with the downsizing. e. The company cannot recruit qualified workers in then future after the downsizing.
a.
The training and development department at the Ashley Rice Corporation is attempting to conduct a needs assessment of the person level in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis? a. Performance appraisal ratings b. Corporate annual report c. Industry analysis d. Corporate strategic plan e. Job descriptions
a.
The training and development department at the Gotham Corporation is attempting to conduct a needs assessment of the person level in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis? a. Performance appraisal ratings b. Corporate annual report c. Industry analysis d. Corporate strategic plan e. Job descriptions
a.
Which of the following is an assessment tool contains dozens of questions that elicit an individual's preferences for how they would behave in different situations? a. Myers-Briggs Type Indicator b. Strength/Weakness Balance Sheet c. Free Agent d. Dual-Career Path e. Career Key
a.
Which of the following practices should a good corporate career Web site follow? a. Provide a feeling of the corporate culture b. Provide contact information for hiring managers c. Limit the number of job postings d. Identify career paths e. Indicate the pay and benefits available for positions
a.
Which of the following yield ratios for the recruiting process would indicate that recruiting is ineffective? a. Q/A = % Minimally Qualified out of Total Number of Applicants = 10% b. I/A = % Interviews out of Total Number of Applicants = 70% c. R/I = % Referrals out of Total Number Interviewed = 65% d. H/R = % Hires out of Total Number of Referrals = 50% e. All of the above.
a.
A major managerial implication related to the action planning section of a performance appraisal form is ___________. a. set up another meeting during the year to complete this part of the process with the employee b. work with the employee to develop specific goals that are put in the action plan and then use the action plan to guide the management of the employee during the year c. set no more than two developmental goals for the employee for the coming year d. ask the employee to develop his/her own action plan and approve whatever he/she comes up with e. do not fill out this section of the appraisal form - the quantitative performance ratings are sufficient for completing the process.
b.
A matrix that shows the proportion of employees in different job categories and how They move from one job category or state to another each year is called a_________ matrix. a. decision making criteria b. transitional c. strategic HR d. yield ratio e. strategic integration matrix
b.
An interviewer from the HR Department at the Santa Anna Company consistently rated a job candidate very positively across a variety of dimensions (e.g., interpersonal skills, attitude, maturity) primarily because the candidate graduated from Stanford University. This is an example of the interviewer displaying a(n) ________. a. Stereotype b. Halo error (effect) c. Recency error d. Memory effect e. First impression error (primacy
b.
An interviewer from the HR Department at the XLA Corporation consistently rated a job candidate very negatively across a variety of dimensions (e.g., interpersonal skills, attitude, maturity) primarily because the candidate had been terminated from his last job at another company. This is an example of the interviewer displaying a(n) __________. a. Stereotype b. Horn effect c. Recency error d. Memory effect e. First impression error
b.
Based on our discussion of this issue in class, which of the following statements is true regarding the relationship GPA and job performance? a. The overall correlation between college GPA and job performance across a variety of jobs is approximately +.70 and it is statistically significant. b. The overall correlation between college GPA and job performance across a variety of jobs is approximately +.30, and it is statistically significant. c. College GPA is a valid predictor of job performance despite institutional differences in GPA. d. College GPA has become a more valid predictor of job performance due to grade inflation. e. College GPA and SAT scores together are an even better predictor of job performance than just using GPA alone.
b.
Based on the "15 Best Recruitment Videos" that were shown in lecture, one of the most effective elements of the British Airways pilot recruitment video was that it_________________. a. Included customer testimonials about why they fly with British Airways b. Included pilot testimonials about personal experiences with British Airways and the recruiting process c. Discussed the history of British Airways as a company d. Presented examples of cutting edge technologies that are integrated into British Airway jets e. All of the above
b.
Based on the "Top 15 Recruitment Videos" website, we watched examples of three companies and their recruiting strategies. In terms of the KPMG recruiting video, what is one thing that was done that would be especially appealing to recruiting Millennials? a. It profiled opportunities that employees have to engage in meaningful accounting projects working with clients. b. It focused on how its location in New York city made it a great environment for young professionals. c. It discussed the firm's innovative incentive pay practices. d. It discussed its college loan forgiveness benefit program. e. It discussed the firm's telecommuting program for employees
b.
In the Incident entitled, "Training at Keller-Globe," it was stated that the manufacturer was going to send a trainer to the company to conduct classroom-based training and then work with the employees on the line to help them learn how to use the new machine." This is an example of the application of the ___________. a. general training process model b. strategic transfer of training model c. training evaluation model d. decision making criterion matrix e. training needs analysis model
b.
In the Incident entitled, "Training at Keller-Globe," it was stated that the manufacturer was going to send a trainer to the company to conduct classroom-based training and then work with the employees on the line to help them learn how to use the new machine." This is an example of the application of the ___________. a. general training process model b. strategic transfer of training model c. training evaluation model d. decision making criterion matrix e. training needs analysis model
b.
Jill Benetton, Vice-President of HR at the Miller Corporation, needs to evaluate the effectiveness of the overall corporate training and development area from a "results" level. Given this, which of the following outcomes should she focus on in terms of supporting her evaluation of the training function? a. Employee mastery of the content taught to them in training programs. b. Improvements in customer satisfaction and retention based on the training. c. Employee perceptions of the value and relevance of training programs. d. Whether employees would recommend the training programs offered to other employees in the organization. e. Improvements in employee job performance after the training
b.
The most appropriate measure of recruiting effectiveness to use if an organization wants to assess its ability to hire, develop, and retain high performing workers is a. Time-to-Fill (RR-OD) b. Quality of Hire (PR+HP+HS/N) c. Hit Rate (OA/OE) d. I/A (Number of interviews out of total number of applicants) e. Cost Per Hire
b.
The performance appraisal method that is especially effective when an employer wants to obtain performance appraisal ratings of employees that are as precise as possible is (are)a __________. a. 360 degree feedback system b. BARS system c. results-oriented appraisal system d. management by objectives (MBO) e. All of the above
b.
The trainer is developing a training program on leadership skills. She wants to create a program that will maximize participants' long-term retention of what is learned in the training program. Given this, which of the following training methods should she used? a. Demonstration b. Practice by Doing c. Discussion d. Case Study e. Group Activities
b.
The training and development system that takes place away from the production area on equipment that closely resembles equipment actually used on the line is called _________. a. in-basket training b. vestibule training c. on-the-job training d. simulation training e. role playing-based learning
b.
Which of the following results for recruiting measures of effectiveness provides the strongest evidence that the recruiting process is not effective in some way? a. Hit ratio = 80% b. H/R (% of hires out of referrals) = 10% c. Q/A (% of applicants minimally qualified out of total applicants = 70% d. I/A (% of applicants interviewed out of total applicants) = 50% e. Time to Fill = 7.0 days
b.
Which of the following yield ratios for the recruiting process would indicate that recruiting is ineffective? a. Q/A = % Minimally Qualified out of Total Number of Applicants = 90% b. I/A = % Interviews out of Total Number of Applicants = 10% c. R/I = % Referrals out of Total Number Interviewed = 85% d. H/R = % Hires out of Total Number of Referrals = 50% e. H/A = % Hires out of Total Number of Applicants = 25%
b.
Which type of performance appraisal is commonly used to overcome the problem with inflated ratings that is seen with the use of some performance appraisal methods? a. Behavior-based scale b. Forced distribution scale c. Management by Objectives d. 360 degree feedback systems e. All of the above
b.
. Based on the second and third video clips from "Top Gun" that were shown in class (on training methods used), which of the following is (are true)? a. The use of daily combat simulations was a costly and ineffective training method. b. The use of studying written case studies from famous combat situations in the past was highly effective. c. The use of class seminars was highly effective in supporting the learning of all pilots since combat tactics that were used during the simulations were critically evaluated and discussed. d. The use of Xbox Ones and the Ace Combat 6 video was not effective because pilots stayed up all night playing the game and partying and were falling asleep during the daily simulations. e. All of the above
c.
A matrix that shows the proportion of employees in different job categories and how They move from one job category or state to another each year is called a_________ matrix. a. decision making criteria b. work flow c. transitional d. yield ratio e. HR planning
c.
Amber Jones, college recruiter for the PMA Corporation, is interested in conducting oncampus job interviews with graduating seniors at a number of universities around the U.S. The challenge she is facing is that she isn't sure which information she should obtain to help him to make good hiring decisions. Based on our discussion of the reliability and validity of selection methods, which selection method should she utilize if she needs a predictor with high validity? a. Grade point average b. SAT scores c. Performance tests and work samples d. Interest, value, and preference inventories e. Unstructured interviews
c.
An employer uses a selection process that sets minimum standards for each stage of the process. First, all job applicants must have at least a 3.5/4.0 GPA in order to receive an initial interview. Next, candidates who participate in an initial interview must receive at least a good or excellent rating from the interviewer in order to advance to the next stage of consideration. Finally, job candidates must receive good or excellent ratings from all of their job references in order to receive a job offer. This is an example of which approach to making selection decisions? a. Additive b. Compensatory c. Multiple-Hurdle d. Single Criterion e. Criterion-Related
c.
Based on the "We are Marshall" video clip shown in lecture, the importance of being creative in the recruiting process was best illustrated when Coach Lengyl said what? a. "Shit." b. "West Virginia looks to be very competitive this year." c. "We need to change where we look, who you look for, and how we look." d. "I'll bet you didn't ask your wife to marry you over the phone." e. "Go get us a quarterback, Red."
c.
Based on the Incident entitled, "These Things are a Pain," which of the following is (are) true regarding the effectiveness of the performance appraisals conducted by the manager? a. He was ineffective in that he used a forced distribution rating system. b. He was effective in that he created detailed action plans for enhancing the performance of each of his employees. c. He was ineffective in that he demonstrated a leniency with one of his employees and a recency bias with another one of his employees when completing their performance appraisals. d. He was effective in that he worked hard to put his workers at ease when meeting with them to conduct their performance appraisals. e. All of the above.
c.
Based on the Kinaxis case study that you analyzed in discussion section, which of the following is (are) true about Bob Dolan's hiring practices for salespeople? a. He reviewed resumes against the company's strategic plan. b. He refused to use personality testing as he believed that they lacked validity. c. He developed a benchmark of traits for success on the jobs for which he was hiring. d. He requested a list of five work references from former employers. e. All of the above.
c.
Renee Kar-Johnson, a project manager at a website development firm, manages teams of workers who work on a project-to-project basis. The work load of employees is highly variable over the course of the year. Renee is attempting to identify an appropriate strategy which will enable her to get extra help when the company's work load is at its peak, but will not result in overstaffing during the slow periods. Which of the following strategies could Renee use to address her problem? a. Furlough days b. Pay freezes c. Student interns d. Hiring more full-time employees e. All of the above
c.
Sam Malone, Director of Information Technology at the Landau Corporation, conducted a performance appraisal of the ten members of his staff. Although the true performance level of his staff ranges from marginal to outstanding, he gives them all average performance ratings. Sam is demonstrating a(n) in this situation. a. leniency bias b. severity bias c. central tendency bias d. halo error e. measurement contamination error
c.
Selection methods that tend to possess high validity include ________. a. reference checks b. unstructured interviews c. work sample tests d. personality inventories e. all of the above
c.
The Optimus Prime Corporation hires new employees through a process in which all job candidates are assessed using a variety of job interviews, simulations, assessment centers, and background checks. Once this information is collected for all job applicants, management makes an overall evaluation of each job candidate based on considering his/her relative strengths and weaknesses. The final hiring decision is based on the overall evaluations of job candidates. The Optimus Prime Corporation uses a(n) ________ approach to making selection decisions. a. Data Analytics b. Additive c. Compensatory d. Multiple-Hurdle e. Weighted Criteria
c.
The PBX Company hires new employees through a process in which all job candidates are assessed using a variety of job interviews, simulations, assessment centers, and background checks. Once this information is collected for all job applicants, management makes an overall evaluation of each job candidate based on considering his/her relative strengths and weaknesses. The final hiring decision is based on the overall evaluations of job candidates. The PBX Company used a __________ approach to making selection decisions. a. single criterion b. additive approach c. compensatory d. multiple-hurdle e. all of the above
c.
The PBX Company hires new employees through a process in which all job candidates are assessed using a variety of job interviews, simulations, assessment centers, and background checks. Once this information is collected for all job applicants, management makes an overall evaluation of each job candidate based on considering his/her relative strengths and weaknesses. The final hiring decision is based on the overall evaluations of job candidates. The PBX Company used a(n) approach to making selection decisions. a. single criterion b. additive approach c. compensatory d. multiple-hurdle e. decision making criteria matrix
c.
The career path that involves career progression that contains both a vertical sequence of jobs and a series of horizontal opportunities is called a(n)__________ career path. a. traditional b. hybrid c. network d. dual career e. non-traditional
c.
The degree to which the validity of a selection method established in one context extends to other contexts is called ___________. a. Test-Retest Reliability b. Content Validity c. Generalizability d. Internal Consistency Validity e. Predictive Validity
c.
The dimensions of the Big Five personality assessment include _________. a. Critical Thinking b. Empathy c. Openness to Experience d. Resilience e. All of the above
c.
The organizational development method that involves groups of employees who voluntarily meet with supervisors to discuss problems, investigate causes, recommend solutions. And take corrective actions is called __________. a. team-building b. focus groups c. quality circles d. task force e. committee
c.
The performance appraisal method that is appropriate to use when an employer wants a very basic performance appraisal method where one form can be used to evaluate the performance of employees in all jobs in an organization is a_______________. a. 360-degree feedback b. BARS c. graphic rating scale d. forced distribution e. team-based evaluation
c.
The test validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sampling of the kinds o situations or problems that occur on a job is called _________. a. reliability b. concurrent validity c. content validity d. predictive validity e. criterion-related validity
c.
What is the test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job? a. Reliability b. Concurrent Validity c. Content Validity d. Predictive Validity e. Adverse Impact
c.
Which of the following is true regarding the relationship between performance appraisal and performance management? a. They are two different names for the same basic process. b. Performance appraisals are more informal than performance management. c. Performance appraisals are conducted once a year and performance management takes place throughout the year. d. Performance appraisals are more general while performance management is more detail-oriented. e. All of the above.
c.
Which of the following results for recruiting measures of effectiveness provides the strongest evidence that the recruiting process is not effective in some way? a. Hit ratio = 70% b. H/R (% of hires out of referrals) = 50% c. Q/A (% of applicants minimally qualified out of total applicants = 20% d. I/A (% of applicants interviewed out of total applicants) = 40% e. Time to Fill = 7.0 days
c.
Which option for avoiding an expected labor shortage would be best if you need fast speed and high revocability? a. New external hires b. Inbreeding c. Overtime d. Retrained transfers e. Turnover reductions
c.
Which option for avoiding an expected labor shortage would be best if you need fast speed and high revocability? a. New external hires b. Technological innovations c. Outsourcing d. Retrained transfers e. Turnover reductions
c.
The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations is called _________. a. Legality b. Concurrent Validity c. Effectiveness d. Utility e. Impact
d
A consumer products company conducted an assessment of content validity for the job knowledge test it created for the sales representative position in the company. Based on a sample of 1,000 sales representatives at the company, a correlation for the items on the exam was .19 which was statistically significant. HR concluded that the test possessed a high degree of content validity. An evaluation of this conclusion is that _________. a. it is the correct conclusion b. there is actually only a moderate degree of content validity c. the test also possesses high predictive validity d. the statistically significant correlation in this case does not mean that the test possesses high content validity because of the sample size e. the test also possesses concurrent validity
d.
An HR representative at the Equinox Corporation has a full day of interviews set up for a customer service specialist position. The first candidate who is interviewed is a disaster. First, he was 20 minutes late for the interview. He then proceeded to throw up on the interviewer's desk and pretend like nothing had happened. Finally, he refused to leave the interviewing room until the HR rep offered him a job. Security had to be called to remove the individual. The next job candidate is a solid candidate in terms of personality, education and experience, but the interviewer viewed her as being an exceptional job candidate because of the individual who had been interviewed just before her. This is an example of a(n . a. halo error b. stereotype c. central tendency bias d. contrast error e. first impression bias
d.
An employer may be vulnerable to if an employee who continually receives unsatisfactory ratings in safety practices, as one example, is kept on the payroll and causes injury to a third party. a. a predetermined norms claim b. an adverse impact claim c. illegal discrimination d. a negligent retention claim e. a negative impact claim
d.
Based on the "Conducting a Performance Appraisal" exercise completed in discussion section, which of the following is(are) true about the performance evaluation form and process that was used? a. The performance data that was used to support the evaluation was not valid as it was all subjective observations. b. There was tremendous measurement contamination associated with the performance appraisal form that was used in the process. c. The performance appraisal form that was used represented an effective 360-degree feedback process. d. The performance appraisal form was effective in that it included a structured action planning section. e. All of the above.
d.
Based on the "We are Marshall" video clip shown in lecture, key practical takeaways regarding the recruiting process include________. a. monitor recruiting costs closely as they tend to increase significantly over time b. only the top leaders of a company should be involved in recruiting new employees c. only HR professionals should be involved in recruiting new employees d. effective recruiting oftentimes requires looking in unconventional sources of workers e. All of the above
d.
Based on the "We are Marshall" video clip shown in lecture, the importance of "having an angle" in the recruiting process, was best illustrated when Coach Lengyl was able to do what? a. Offer more scholarships to players than any other football program in the country. b. Recruit players from other countries. c. Recruit players who were not students at Marshall University. d. Offer substantial playing time to players as freshman. e. Offer a salary to players.
d.
Based on the strategies for using social media to support the recruiting process, a recommended application for sharing images showing the culture of the work environment to prospective employees is ___________. a. Tinder (Note: If you select this alternative, please drop the class. LOL.) b. Facebook c. Skype d. Instagram e. LinkedIn
d.
Bass and Associates, a management consulting firm, hired a group of 10 recent college graduates who possessed exceptional academic records (average GPA of 3.9/4.0) and internship experience during their college careers. These students clearly had the ability to excel at all aspects of the business analyst positions they had been hired into. However, after six months, all 10 recent graduates had either decided to leave the organization voluntarily or they had been terminated for poor performance. The reason for this was that although they were qualified for their jobs, they found the excessive formality, bureaucracy and mentality that emphasized maintaining the status quo to be incompatible with their work styles and personalities. The cause of the problem in this situation was __________. a. high person-job fit b. high person-organization fit c. low person-job fit d. low person-organization fit e. all of the above
d.
Important characteristic of adult learners in terms of how they learn include __________. a. Adult learners do not want to be challenged during the learning process. b. Adult learners tend to learn in the same basic manner. c. Adult learners do not want to be treated as equals with the trainer as they want the trainer to be the expert. d. Adult learners tend to want training that provides solutions to specific problems they are experiencing in their jobs. e. All of the above.
d.
In the Incident entitled, "Training at Keller-Globe," it was stated that the manufacturer was going to send a trainer to the company to work with the employees on the line to help them learn how to use the new machine." This is an example of the application of which step in the strategic transfer of training model? a. Demonstration b. Theory c. Background Research d. Practice on the Job with Coaching e. Practice or Simulation
d.
The Indigo Corporation is experiencing great demand for production supervisors. Based on this situation, management decides that the first thing it wants to do is to see if there are current employees who are qualified for these positions. Given this, which recruiting method would be most appropriate? a. Leased workers b. Employment agencies c. Outsourcing d. Skill inventories e. All of the above
d.
The WLS Corporation was hiring 70 recent college graduates from a variety of majors for business analyst positions at its offices in Milwaukee. Here is a summary of their selection process: Stage/Selection Method/Minimum Criterion to Advance to Next Stage Weighted Application Blank Score of 70/100 Initial Interview Score of 3/5 Job Knowledge Test Score of 80/100 Structured Interview Score of 4/5 Reference Checks Score of 9/10 Based on the selection process show in the table above, this would be best described as a _________ selection process. a. Additive b. Compensatory c. Single Criterion d. Multiple Hurdles e. All of the above
d.
The basis of the HR planning process model is (are) ___________. a. the company's strategic plan b. economic conditions in the external environment c. customer demographics d. forecasts of labor demand and supply e. forecasts of consumer discretionary income
d.
The performance evaluation form used to evaluate the job performance of production employees for a manufacturing company includes teamwork, effort, flexibility, efficiency and sense of humor. The use of "sense of humor" in the definition of performance for the job is an example of . a. lack of predictive validity b. performance deficiency c. measurement deficiency d. measurement contamination e. performance contamination
d.
The trainer is developing a training program on leadership skills. She wants to create a program that will maximize participants' long-term retention of what is learned in the training program. Given this, which of the following training methods should she used? a. Demonstration b. Discussion c. Case study analysis d. Immediate use of learning e. Lecture
d.
The training and development department at the LCM Corporation is attempting to conduct a needs assessment of the organizational level in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis? a. Performance appraisal ratings b. Corporate annual report c. Industry analysis d. Corporate strategic plan e. Job descriptions
d.
The use of hiring freezes as a strategy for dealing with an expected surplus of labor is characterized by having _____ speed and _________ human suffering. a. fast; high b. slow; high c. fast; low d. slow; low e. moderate; moderate
d.
Which of the following recruiting outcomes suggests that the problem with the recruiting process is not about finding qualified candidates for jobs, but rather making job offers attractive enough to get job candidates to accept them? a. Time to fill = 4 weeks b. Referrals out of interviews (R/I) = 20% c. =Number of qualified applicants/total applicants = 10% d. Hit rate = 30% e. Hires out of total applicants (H/A) = 50%
d.
Which option for reducing an expected labor surplus would be best if you need fast speed and moderate suffering? a. Downsizing b. Pay reductions c. Retraining d. Work sharing e. Natural attrition
d.
Which section of an application states that that either the employer or the employee can terminate employment at any time for any reason? a. The work experience section b. The resume c. The background check permission d. The employment-at-will policy e. The skills and abilities section
d.
. Based on the "Making a Selection Decision" exercise conducted in discussion section, the key practical takeaways include . a. Effective selection decisions must be based on a systematic approach using clearly defined evaluation criteria. b. Selection criteria must be applied consistently across all candidates to ensure a more effective evaluation process. c. The decision making criteria matrix is a basic tool that can be used to enhance the effectiveness of selection decisions by making the process more explicit and systematic. This also makes the process more transparent which enhance the credibility of the process. d. When achieving diversity objectives is a desired end, a compensatory approach to making decisions is often needed in order to support a more holistic evaluation of candidates. e. All of the above.
e.
. Based on the recruiting model presented in lecture, the HR planning step of the process focuses on ___________. a. conducting a job analysis b. conducting a training needs analysis c. determine the targeted cost per hire d. develop a corporate strategic plan e. determining the number and type of positions that need to be filled
e.
. Eva Rodriguez, President of Pacifica Apparel Company, is hiring management trainees for her new designer boutiques in Chicago, Illinois. In evaluating job candidates, she is trying to assess job candidates' decision making skills. Given our discussion of interview question formats, which of the following interview questions on decision making skills would NOT tend to possess a high level of validity? a. Tell me about a situation in which had to make a decision under time constraints. b. Suppose that two employees came to you with very different stories about a confrontation they had with each other at work. What would you do to handle this situation? c. Tell me about a time when you had to make a decision using imperfect information. d. Tell me about a time when you had to make a decision where building consensus was critical. How did you make your decision and what was the outcome? e. Describe your decision making style.
e.
Angela, a project manager at a telemarketing firm, manages teams of workers who work on a project-to-project basis. The work load of employees is highly variable over the course of the year. Angela is attempting to identify an appropriate strategy which will enable her to get extra help when the company's work load is at its peak, but will not result in overstaffing during the slow periods. Which of the following could Angela use to address her problem? a. Temporary workers b. Leased workers c. Student interns d. Outsourcing e. All of the above
e.
Based on the "Matter of Priorities" incident covered in lecture, what steps in the selection process were missed? a. Sheila did not have time to pre-screen documents (e.g., resume) prior to the interview. b. Sheila did not have time to adequately prepare for the interview in terms of formulating appropriate questions. c. There was no sense of proper closure to the interview given its abrupt ending. d. Allen (the job applicant) may not have formed a favorable impression of the position, Sheila, and/or the company and he may not be interested in the position any longer. e. All of the above.
e.
Based on the "Top 15 Recruitment Videos" website, we watched examples of three companies and their recruiting strategies. In terms of the HubSpot recruiting video, which of the following is true? a. One weakness was that it used "elevator music" that was not appealing to its target Audience. b. One strength was that it included testimonials from external customers. c. One strength was that it provided detailed information about employee compensation. d. One weakness was that there was absolutely no workforce diversity shown in the video. e. One strength was that it talked about the purpose of the company and how it was having a positive impact on the world.
e.
Based on the "Top 15 Recruitment Videos" website, we watched examples of three companies and their recruiting strategies. In terms of the Sephora recruiting video, which of the following is true? a. One strength was that it included excerpts from interviews with senior executives of the company. b. One strength was that it included testimonials from external customers and suppliers. c. One weakness was that it made it clear that it was only interested in recruiting young, attractive females. d. One weakness was that there was no information provided about what the company actually does. e. One strength was that it showed diversity in its workforce in terms of gender and race.
e.
Based on the "Top 15 Recruitment Videos" website, we watched examples of two companies and their recruiting strategies. In terms of the Rackspace recruiting video, one of the major opportunities for improvement was that it _______________. a. used music that was not appealing to its target audience b. it only showed the company's building, offices, and other facilities, but it did not show any people c. did not provide any information about employee compensation and benefits d. was slow and boring e. did not explain what the company did
e.
Based on the Farmer's Insurance case study that you analyzed in discussion section, what did the company do to take a strategic approach to training? a. Learning professionals in the company are rewarded for providing training than changes the behavior of workers and contributes to achieving company objectives such as customer experience, distribution, product excellence b. The company uses blended training methods so that knowledge-based learning can be supported with online learning methods and skill-based learning can be supported with live instructor training. c. The company broke down the delivery of training content into smaller segments that were timed so that agents received the training when they were going to actually use it. d. The company supports informal learning using technology and social media. e. All of the above.
e.
Based on the Individual Job Choice-Organizational Recruitment Process, job choice is influenced by which of the following factors? a. Personnel Policies b. Recruitment Sources c. Recruiter Traits and Behaviors d. Vacancy Characteristics e. All of the above
e.
Based on the performance appraisal process model discussed in lecture and presented in your textbook, which steps in the process is (are) often not addressed effectively by managers who perform performance evaluations of their direct reports? a. Establishing performance criteria and communicating them to employees b. Examining work performed by their direct reports c. Appraising the performance of direct reports d. Discussing the appraisal with direct reports e. All of the above
e.
Based on the recruiting model presented in lecture, the HR planning step of the process focuses on ___________. a. conducting a job analysis b. conducting a training needs analysis c. determine the targeted cost per hire d. develop a corporate strategic plan e. determining the number and type of positions that need to be filled
e.
Brad Pitt, the regional sales director at a telecommunications firm called 10-9-876, assesses the performance of his sales staff solely in terms of monthly sales figures. Many of his employees are very dissatisfied with this practice as they feel that effort and quality of sales practices are equally important. This is an example of . a. measurement contamination b. halo error c. central tendency bias d. severity bias e. measurement deficiency
e.
Dennis Rodman, President of Bad Boy, Inc., is hiring management trainees for his new World Wrestling Federation-themed restaurant in Chicago, Illinois. In evaluating job candidates, he is trying to assess job candidates' decision making skills. Given our discussion of interview question formats, which of the following interview questions on decision making skills would tend to possess a high level of validity? a. Tell me about a situation in which had to make a decision under time constraints. b. Suppose that two employees came to you with very different stories about a confrontation they had with each other at work. What would you do to handle this situation c. Tell me about a time when you had to make a decision using imperfect information d. Tell me about a time when you had to make a decision where building consensus was critical. How did you make your decision and what was the outcome? e. All of the above
e.
In the clip from "Armageddon," when Colonel Sharp looks at the team of oil riggers who have been selected to become astronauts and says, "Talk about the wrong stuff," he is saying that the selection process achieved _________. a. high person-job fit b. high person-organization fit c. low employee engagement d. a small and unqualified pool of applicants e. low person-job and person-organization fit
e.
Jill Benetton, Vice-President of HR at the Miller Corporation, needs to evaluate the effectiveness of the overall corporate training and development area from a "behavioral" level. Given this, which of the following outcomes should she focus on in terms of supporting her evaluation of the training function? a. Employee mastery of the content taught to them in training programs. b. Improvements in customer satisfaction and retention based on the training. c. Employee perceptions of the value and relevance of training programs. d. Whether employees would recommend the training programs offered to other employees in the organization. e. Improvements in employee job performance after the training.
e.
Liz Koenig, college recruiter for the Jesper Corporation, is interested in conducting on-campus job interviews with graduating seniors as a number of universities around the US. The challenge she is facing is that she isn't sure which information she should obtain to help him make good hiring decisions. Based on our discussion of the reliability of selection methods, which selection method should she utilize if she needs a predictor with at least moderate validity? a. grade point average b. quality of the school c. letters of recommendation d. literacy testing e. extracurricular activities
e.
Renee Kar-Johnson, a project manager at a website development firm, manages teams of workers who work on a project-to-project basis. The work load of employees is highly variable over the course of the year. Renee is attempting to identify an appropriate strategy which will enable her to get extra help when the company's work load is at its peak, but will not result in overstaffing during the slow periods. Which of the following strategies could Renee use to address her problem? a. Furlough days b. Pay freezes c. Part-time volunteers d. Hiring more full-time employees e. Retraining and reassignment of existing employees
e.
The dimensions of the Big Five personality assessment include _________. a. Extraversion b. Agreeableness c. Openness to Experience d. Adjustment e. All of the above
e.
The four steps of the onboarding process include _________. a. compliance b. clarification c. culture d. connection e. all of the above
e.
The key points from the "Developing a Strategic Recruiting Plan" exercise conducted in discussion section include . a. The most critical objective of a strategic recruiting plan is to generate a large pool of qualified applicants b. An effective recruiting plan should be based on an updated and accurate job description c. A recruiting plan should reflect an understanding of the job specification component of a job description in identifying the appropriate recruitment sources and methods to be deployed in support of the plan. d. Deployment of a recruiting plan should be assigned to those who will represent the company well (i.e., who possess superior people skills), who understand the job (e.g., job incumbents, managers of the job) and who can effectively respond to questions from jo applicants. Oftentimes, this is a combination of line managers and HR professionals. e. All of the above.
e.
Which of the following is an option for reducing an expected labor surplus that is slow in speed but also low on human suffering? a. Downsizing b. Pay reductions c. Demotions d. Transfers e. Natural Attrition
e.
Which of the following is the term for a document that specifies job title, department, the date the employee is needed for work, and other details and that is initiated at the start of recruitment for a position? a. List of preferred recruitment sources b. Job description c. Preferred recruitment methods d. Job posting e. Employee requisition
e.
Wingman Corporation uses a selection process where each job candidate is evaluated based on their SAT score (range from 600-2400), weighted application blank score (range from 0-5), initial interview rating (range 0-5), second round interview rating (range 10- 20), and job reference ratings (range 1-3). Based on the scores obtained by each applicant, the employer calculates a total score index and hires the person who has the highest total score index. This is an example of which type of selection process? a. single criterion b. multiple hurdle c. compensatory d. judgmental e. additive
e.
