HR Exam 2 Study Guide Chp 5-8

New mothers gradually increasing their hours at work or choosing to cut their hours for reduced pay is an example of:

flexible scheduling

The steps undertaken by organizations to attract and retain racial and ethnic minorities include all of the following EXCEPT:

holding minority employees accountable for meeting diversity goals

When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity.

internal

The tendency for knowledge or skills to become out of date is:

obsolescence

In the context of older workers, not only must a firm analyze the requirements of jobs better, there must also be improved ways of managing the _____ of workers in those jobs.

performance

Identify an accurate statement about the silent generation.

they have mostly retired but others hold positions of power

Which of the following statements is true about Generation X?

they tend to be independent and cynical

Generation Y was born in a post-September 11 world and considers smartphones to be essential to their living and working.

False

In newly instituted strategic workforce-planning (SWP) systems, evaluation is likely to be more quantitative than qualitative, with more emphasis placed on control.

False

Many members of the silent generation currently hold positions of power.

False

Separating workers from different generations is a good way to solve intergenerational conflict.

False

Today, ethnic minorities make up less than 15 percent of the U.S. workforce.

False

This group is growing by about 10 percent each year.

GLBT

A workforce forecast predicts future people requirements based on an analysis of the future availability of labor and future labor requirements. Each of these is tempered by an analysis of external conditions.

True

Accuracy in forecasting the demand for labor varies considerably by firm and by industry type: roughly from a 5 to 35 percent error factor.

True

Assuming a firm has a choice, it is better to select workers who do not have the skills immediately but who can be trained to perform competently or to select workers who do not have the skills immediately but who can be trained to perform competently.

True

Fifty percent of U.S. managers either resign or are fired within 18 months of a foreign takeover.

True

Hacker hunters face off against increasingly sophisticated hackers to protect critical financial and security information.

True

In the context of mentoring given by managers to their subordinates, mentoring programs tend to make the managerial ranks much more diverse.

True

Managing diversity is an essential part of HR strategy.

True

Structured questionnaires list tasks, behaviors, or both.

True

The formal process that connects business strategy to human resource strategy and practices and ensures that a company has the right people in the right place, at the right time, and at the right cost is known as strategic workforce planning.

True

Which of the following groups will most likely incur a drop in its percentage representation of the labor workforce in the United States by 2024?

White non-Hispanics

Which of the following statements is true about Asian Americans in the United States?

asian americans are better educated than the average american

A key source of problems in mergers, acquisitions, and strategic international alliances is differences in _____.

coporate cultures

Today, husbands married to women in paid jobs equally share the responsibility for family care and housework.

False

Which of the following corporations has been the number 1 financial supporter of gay-rights groups in the United States?

IBM

Culture refers to the characteristic behavior of people in a country or region.

True

Forecasts of workforce demand are often more subjective than quantitative.

True

HR concerns become business concerns and are dealt with only when they affect a line manager's ability to function effectively.

True

HR metrics should reflect the key drivers of individual, team, and organizational performance.

True

Human resource (HR) strategy parallels and facilitates implementation of strategic business plan.

True

Ideally, strategic workforce planning becomes an input to business strategy, not simply driven by business strategy, and provides data, analytics, and insights to inform executive decision making.

True

Persons with disabilities are less likely to be working than any other demographic group under age 65.

True

The danger of strategic planning is that it may lock companies into a particular vision of the future—one that may not come to pass.

True

The most important audience for a mission statement is employees, for it helps build a common understanding of an organization's purpose and the basis of its intended competitive advantage in the marketplace.

True

The number of women attending college has increased in the United States since World War II.

True

The recruiting and hiring of new employees are essential activities for virtually all firms, at least over the long run.

True

Under the Americans with Disabilities Act (ADA) of 1990, it is imperative to distinguish "essential" from "nonessential" functions prior to announcing a job or interviewing applicants.

True

The _____ is a process that evaluates a candidate's potential for management on the basis of multiple assessment techniques, standardized methods of making inferences from such techniques, and pooled judgments from multiple assessors.

assessment-center method

Three-quarters of professional women who quit large companies did so:

because of lack of career progress

Which of the following is a disadvantage of using critical incidents as a job analysis method?

because the incidents describe particularly effective or ineffective behavior, it may be difficult to develop a profile of average job behavior

Benefits of employee referral programs include:

both a source of passive job candidates and assistance in filling specialized positions

A person's disposable income after taxes that allows him or her to make purchases is known as the person's:

buying power

In the context of the assessment methods used in selection, employers are likely to achieve non-biased hiring decisions if they:

concentrate on shaping interviewer behavior

In the context of the Big Five personality dimensions, the degree to which an individual is hard-working and dependable versus lazy and unreliable is known as _____.

conscientiousness

_____ are a tendency among interviewers to evaluate a current candidate's interview performance relative to those that immediately preceded it.

contrast effects

Which of the following activities of a strategic workforce-planning (SWP) system is used to provide feedback on the overall effectiveness of the SWP system by monitoring the degree of attainment of HR objectives?

control and evaluation

Which method of job analysis uses vignettes comprising brief actual reports that illustrate particularly effective or ineffective worker behaviors?

critical incidents

Which of the following job analysis methods can be used for most possible applications of job analysis because the behaviors in question are observable and measurable?

critical incidents

Which of the following methods of job analysis focuses directly on what people do in their jobs, and thus it provides insight into job dynamics?

critical incidents

_____ is defined as shared values and basic assumptions that explain why organizations do what they do and focus on what they focus on.

culture

According to the text, which of the following is the key priority of the most admired companies as compared with average companies?

customer focus

Both internal and external _____ forecasts depend primarily on the behavior of some business factor to which human resource needs can be related.

demand

In the context of the assessment methods used in selection, identify a true statement about assessment centers.

developing and running a high-fidelity assessment center is complex and expensive

All of the following are key steps to take to avoid a future crisis in leadership succession in an organization EXCEPT:

discourage differences of opinion

In the context of the assessment methods used in selection, _____ is defined as the ability to perceive, appraise, and express emotion.

emotional intelligence

_____ can be an excellent source of new hires at all levels.

employee referrals

Identify a true statement about the impact of organizational culture on staffing decisions.

employees whose values are consistent with their organizations values are more likely to be productive than employees whose values are inconsistent with the organization's values

Most major temporary agencies also act as _____, usually with the employer paying the fees.

employment agencies

Which of the following is NOT a feature of high-performance work practices?

ensuring that managers maintain responsibility for organizational goals

They demand interesting work assignments and thrive on open-ended projects that require sophisticated problem solving. This is a computer-literate generation.

generation x

Which generation represents about one-third of the workforce?

generation x

Which of the following are the "true digital natives" who believe that smartphones are essential to living and working?

generation z

Which of the following generations came of age in a post-September 11 world, saturated with news of terrorism, war, and economic distress?

generation z

RJPs administered after hire:

help new hires cope with work demands

Organizations in the _____ stage are concerned with fighting for market share and building excellence.

high-growth

At Hamm and Dastz Designs, Lisa is assessed for her leadership potential. She is told that she is being considered for taking up an executive manager's role and has to deal with all the issues that the executive manager usually deals with. She is told to behave like she really is the executive manager, and she is given an hour to complete as many of the executive manager's tasks as she can. In the context of assessment methods, Lisa is subjected to a(n) _____.

in-basket test

The _____ is a situational test designed to simulate important aspects of a position and assesses an individual's ability to work independently.

in-basket tests

In the context of the assessment methods used in selection, _____ are designed to assess directly a person's attitudes toward dishonest behaviors.

overt integrity tests

Strategic workforce planning focuses on firm-level responses to _____ business issues over multiple time horizons.

people-related

The most important effects on interview outcomes are candidates' _____.

perceived qualifications

_____ is the set of characteristics of a person that account for the consistent way he or she responds to situations.

personality

Which demographic group is less likely to be working than any other group under age 65?

persons with disabilities

When the unrealistically positive expectations of job applicants are lowered to match the reality of the actual work setting _____, job acceptance rates may be lower, but job performance, job satisfaction, and survival are higher for those who receive a realistic job preview.

prior to hire

Which of the following is a concerted effort by an organization to actively expand its pool of applicants so that no one is excluded because of past or present discrimination?

pure diversity-based recruitment

Promotion-from-within policies must _____, coupled with a company philosophy that permits employees to consider available opportunities within the organization.

receive strong top management support

Which of the following is a disadvantage of employee referrals for job candidates?

referrals tends to perpetuate the perspective and the belief systems of the current workforce

Organizations in the high-growth stage focus on:

refining and extending product lines

Employers representing retail stores, nuclear plants, law enforcement, and child-care facilities often use _____ tests.

reliability

Hard quotas:

represent a mandate to hire or promote specific numbers or proportions of women or minority-group members

All of the following are examples that the Americans with Disabilities Act (ADA) of 1990 defines as "reasonable" accommodation efforts EXCEPT:

restructuring a job so that someone else does the essential tasks a person with a disability cannot do

In the context of job analysis methods, which of the following statements is true about observation?

this method is unlikely to reveal any useful information if the work in question is primarily mental

A practical strategy to control the effects of faking is to warn job applicants in advance that distortions can and will be detected.

true

Absenteeism and voluntary turnover are the outcomes that drug testing forecasts most accurately.

true

Alumni networks follow the principle that personal connections transcend corporate boundaries.

true

Among employers, the most prevalent reason for using personality tests is their contribution to improving employee fit and to reducing turnover.

true

As jobs become more complex, individual differences in output also increase.

true

Because each candidate must be tested individually, work-sample tests are probably not cost effective when large numbers of people must be evaluated.

true

Because they are both time-consuming and expensive, large employers are more likely to use university relations and executive search firms.

true

Because thousands of studies have been conducted, validity generalization allows the use of this database to establish reliable values for the average validity of most predictors.

true

Companies should ask if candidates are subject to any post-termination agreements with prior employers to reduce legal liability.

true

Corporate home pages on the Internet are often designed with potential recruits in mind as they are frequently the first place job seekers look when they begin to evaluate companies.

true

Culture is defined as shared values and basic assumptions that explain why organizations do what they do and focus on what they focus on.

true

Employers are likely to achieve non-biased hiring decisions if they concentrate on shaping interviewer behavior.

true

Employers have legal grounds for conducting drug tests because every employer has a legal right to ensure that employees perform their jobs competently and that no employee endangers the safety of other workers.

true

In a tight labor market, demand by employers exceeds the available supply of workers, which tends to exert upward pressure on wages.

true

In an open internal labor market, every available job is advertised throughout the organization via job postings, and anyone can apply.

true

Individuals who choose jobs with organizations that are consistent with their own values, beliefs, and attitudes are more likely to be productive, satisfied employees.

true

Job descriptions should be broadened into role descriptions that reflect the broader and more changeable strategic requirements of an organization.

true

More and more companies are supporting efforts to hire ex-offenders to ensure that there is no discrimination on the basis of criminal records.

true

Most employers (98 percent) verify dates of employment for current or former employees, but 68 percent of employers do not discuss work performance.

true

Most temporary employment agencies operate with the employer paying the fee for placement.

true

One of the thorniest issues confronting internal recruitment is the reluctance of managers to grant permission for their subordinates to be interviewed for potential transfer or promotion.

true

Organizations in the high-growth stage are concerned with fighting for market share and building excellence in their management teams.

true

Originally used in the sports world, signing bonuses are now common among executives, professionals, and middle-level executives.

true

Realistic job previews administered after hire help reduce turnover, help new hires cope with work demands, and signal that the employer is concerned about the well-being of its new hires.

true

Recruitment begins with a clear specification of the number of people needed and when they are needed.

true

Recruitment is an important component of the staffing supply chain.

true

Recruitment policies ultimately depend on what is happening in the internal and external economy.

true

Research reveals that many job applicants have an incomplete or inaccurate understanding of what a job opening involves.

true

Situational-judgment tests consist of a series of job-related situations presented in written, verbal, or visual form.

true

The first thing to note about internal recruitment is that organizational culture becomes more important, while employer brand and reputation become less important.

true

The most admired companies live their cultures every day, and they go out of their way to communicate it to both current employees and to prospective new hires.

true

There should be a fit between the intended strategy of an enterprise and the characteristics of the people who are expected to implement it.

true

Under the Americans with Disabilities Act of 1990, an employer may not ask a general question about disabilities on an application form.

true

RJPs seem to work best when:

used with entry-level positions.

The degree to which evidence supports inferences that are drawn from scores or ratings on a selection procedure is:

validity

_____ have the ability to use video, voice, and text to connect job seekers with recruiters, and to span time zones and continents in the process.

virtual career fairs

"To be the world's best quick-service restaurant" is an example of a(n) _____.

vision statement

Firms have found that only through _____ can they execute newly adopted strategies stressing better quality, innovation, cost control, or speed.

work teams

_____ are standardized measures of behavior whose primary objective is to assess the ability to do rather than the ability to know.

work-sample tests

An inventory of present talent is not particularly useful for planning purposes unless it can be analyzed in terms of future workforce requirements.

True

Recruitment policies ultimately depend on the structure and functioning of internal and external:

labor markets

The purpose of workforce forecasting is to estimate _____ at some future time period.

labor requirements

In terms of recruitment sources among employers, which of the following observations is true?

larger firms are the most frequent users of walk-ins, write-ins, and the internal market

In the context of assessment methods, a(n) _____ is a situational test where a group of participants is given a job-related topic and is asked to carry on a discussion about it for a period of time, after which observers rate the performance of each participant.

leaderless group discussion

The baby-boom generation currently accounts for _____ percent of the workforce.

29

Employees must be notified _____ days before a drug-testing program takes effect.

30

Accuracy in forecasting the demand for labor varies considerably by firm and by industry type, roughly from a _____ percent error factor.

5 to 35

Which of the following statements is true about Asian Americans in the workforce?

50 percent of asian americans aged 25 and over have a bachelor's degree or higher

GLBT employees, as a group, comprise, by some estimates, _____ percent of the population.

6

Roughly _____ percent of U.S. employees work in service-based industries.

80

The share of the workforce comprised by Asian Americans is expected to decline drastically by 2022.

False

"Valuing diversity" essentially means accepting accents or language, dress or food of employees whose race, ethnicity, or gender differs from your own.

False

A single type of job analysis can support any HR activity.

False

A vision statement differs from a mission statement in that it includes both the purpose of the company as well as the basis of competition and competitive advantage.

False

African Americans will make up about 50 percent of the U.S. civilian workforce by the year 2018.

False

As currently practiced, competency modeling can be a substitute for job analysis.

False

At present, the U.S. workforce is populated by three different generations of workers, each with different, often conflicting values and attitudes.

False

Baby-boomer generation represents approximately one-third of the American workforce.

False

Competency modeling is a singular approach to studying work because there is little to no variability in the way it is implemented in actual practice.

False

Which of the following statements is true about women in the United States?

asian american women earn the most, relative to men, whereas hispanic women earn the least

Which of the following occurs when strategic workforce planning (SWP) matures?

SWP incorporates tools from other functions and frameworks

A competency model attempts to identify variables related to overall organizational fit and to identify personality characteristics consistent with the organization's vision and mission.

True

_____ answers the basic question "How will we compete?" and typically considers the external environment, customer trends, competitive positioning, and internal strengths and weaknesses of an organization.

Strategy formulation

Almost 80 percent of couples are dual earners.

True

In the context of the assessment methods used in selection, the most common method of selecting managers, or executives, in an organization is:

a performance/potential review process by higher-level executives and the board of directors

Once individuals acquire minimum qualifications for jobs they develop into _____.

a potential labor pool

Which of the following predicts future people requirements based on an analysis of the future availability of labor and future labor requirements, tempered by an analysis of external conditions?

a workforce forecast

In the context of the assessment methods used in selection, which of the following is an outcome that drug testing most accurately forecasts?

absenteeism

To manage diversity you should replace inflexibility and intolerance with:

adaptability and acceptance

Subconscious expectations about what people can and cannot do at particular times of their lives is termed:

age grading

The top five social-media risks to business identified in a recent study include all of the following EXCEPT:

air gap

Employers should do which of the following when it comes to checking social-networking sites for employment decisions?

all of these

Over the next 25 years, the U.S. workforce will have more:

all of these

Strategic workforce planning becomes an input to business strategy by:

all of these

Which of the following is NOT a high-performance work practice?

all of these

In the context of strategic workforce-planning (SWP) systems, which of the following activities is used to enlarge the pool of people qualified to fill projected vacancies through such actions as recruitment, selection, training, placement, transfer, promotion, development, and compensation?

an action plan

Some individuals will actually apply for jobs and become _____.

applicants

In the context of the Big Five personality dimensions, the degree to which an individual is gregarious, assertive, and sociable versus reserved, timid, and quiet is known as _____.

extroversion

A market research company, which specializes in agriculture research, needs to hire three veterinarians. It should limit its search to a local area because the market is local in scope.

false

A realistic job preview requires recruiters to tell applicants about the unpleasant aspects of the job but prevents them from telling applicants about the nice things the job has to offer.

false

A supply chain for talent acquisition ends with a potential labor pool of individuals who might eventually become applicants.

false

A temporary staffing agency bears no responsibility if it participates in a discriminatory staffing request from a client company.

false

A traditional belief of testing experts is that the validity of findings in one study can be generalized across similar samples elsewhere.

false

Advertising available jobs internally began in the early days of the industrial revolution, as a means of providing equal opportunity for women and minorities to compete.

false

An employer has the legal duty or obligation to provide information to the prospective employers of former employees.

false

By linking staffing decisions to pay rates, companies try to ensure that their employees have internalized the strategic intent and core values of the enterprise.

false

Considerable research evidence indicates that employee referrals result in consistently higher quit rates than other recruitment sources.

false

Decades of research on the peer assessment test indicate that it validly forecasts subsequent job behavior and promotion.

false

Diverse candidates consider limited factors in their decisions to apply or to remain with organizations.

false

Employees who are more sensitive to job-safety issues are more likely to perceive drug screening as unfair.

false

Employers do not face a series of discontinuous, segmented labor markets but, rather, a single, homogeneous market for labor over which supply-and-demand conditions remain constant.

false

Even though work samples are miniature replicas of actual job requirements, they are easy to fake and may lead to charges of discrimination or invasion of privacy.

false

Evidence shows that written recommendations and referrals are very valuable in the employee selection process.

false

Firms are finding that many managers and professionals, men and women alike, are willing to relocate even if their spouse is not guaranteed suitable employment in the new location.

false

If an organization hires a candidate on its own prior to the completion of a search by an executive search firm, it is not required to pay the search firm's fee.

false

In a supply chain for talent acquisition, an available labor pool develops into a potential labor pool once individuals acquire maximum qualifications for jobs.

false

It is possible to define the geographical boundaries of a labor market in a clear-cut manner.

false

Job posting systems that place limits on the bidding process often end up incurring substantial administrative costs.

false

Longitudinal research indicates that delays in the timing of recruitment events are perceived positively by candidates, especially high-quality ones, and often result in job acceptances.

false

Organizations in the high-growth stage are concerned with market share and cost reduction.

false

Realistic job previews are appropriate for all types of jobs.

false

Studies have shown that the use of assessment centers is not cost effective.

false

The goal of any performance review is to identify applicants who score high on measures that purport to assess knowledge, skills, abilities, or other characteristics that are critical for job performance.

false

The recruitment practices of large and small firms are highly similar.

false

There is much consistency among state and national laws for the use of criminal records in hiring.

false

Which of the following is an advantage of using the assessment-center method?

flexibility of form and content

Regular communication and _____ are essential if job posting is to work properly.

follow-up feedback

_____ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.

internal labor markets

Which of the following statements is a key assumption in the recruitment pipeline?

intervals between events in the pipeline proceed as planned

Kevin is the chief architect of a construction company. In order to maintain efficiency, he talks to the workers to understand what they do, why, and how. He ensures that he uses a standard format to record his observations. This technique helps him restrict all questions and responses to job-related topics. More importantly, this technique allows him to compare what different people are saying about the job in question. Which of the following job analysis methods is exemplified in this scenario?

interview

Which of the following is a job analysis method in which the worker is also his or her own observer and can report on activities that would not be observed often?

interview

Which of the following is a method of job analysis in which distortion of information, either as a result of honest misunderstanding or as a result of purposeful misrepresentation, is a real possibility?

interview

How does a supply chain for talent acquisition begin?

it begins with a potential labor pool of individuals who might eventually become applicants

Which of the following statements is true of an aging organization?

it demands extreme cost control through consistency and centralized procedures

Which of the following statements best defines a labor market?

it is a geographical area within the forces of supply (job aspirants) interact with the forces of demand (employers)

Which of the following statements defines the term "job specification"?

it is a written summary of worker requirements for a particular job

In the context of strategic workforce-planning (SWP) systems, which of the following statements is true about talent inventory?

it is used to catalogue the skill, abilities, and potential of the current workforce

Research-based criteria for deciding what information to include in an RJP include all of the following EXCEPT:

it is widely known outside the organization

Which of the following statements about a realistic job preview (RJP) is true?

it requires that recruiters tell applicants the pleasant and unpleasant aspects of the job

_____ is an overall written summary of task requirements.

job description

Which of the following focuses on the processes and outcomes that describe how work is structured, organized, experienced, and enacted?

job design

_____ is the processes and outcomes that describe how work is structured, organized, experienced, and enacted.

job design

Jacob is a newly appointed supervisor in a bottle manufacturing company. In order to understand the physical, social, and environmental demands of making a bottle, he inspects the machinery and tries to get a firsthand experience of how to make a bottle. Which of the following job analysis methods is exemplified in this scenario?

job performance

Which of the following is a method of job analysis in which an analyst actually performs the job under study to get firsthand exposure to what it demands?

job performance

Today _____ is an established practice in many organizations, especially for filling jobs up to the lower executive level.

job posting

The managers at Star Holdings decide to assess the management potential of certain employees in the organization. They gather the employees in a group and ask them to hold a 30-minute discussion about a certain production procedure used by the organization. The managers observe the employees and rate them on their communication skills and problem-solving abilities. In the context of assessment methods, this is an example of a(n) _____.

leaderless group discussion

_____ have forecast managerial performance accurately in virtually all the functional areas of business.

leaderless group discussion ratings

In the context of the organizational considerations in staffing decisions, one of the characteristics of organizations in the start-up stage is:

little or no customer loyalty

Mature organizations emphasize:

more rigid management controls over workers' actions

If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable for:

negligent hiring

Which of the following statements about a company using a passive nondiscrimination posture is true?

no attempts is made by the company to recruit actively among prospective minority applicants

Which of the following is NOT a way in which companies have broadened the scope of their interactions with universities for the purposes of recruiting?

no-cost consulting from experienced company engineers

Harry is a supervisor in a company that manufactures float glass. He notes that the productivity has been dipping and the company has not been able to deliver products to customers on time. In order to understand why this is happening, he decides to watch the whole process of manufacturing float glass. He does not interfere, but records the what, why, and how of the various parts of the job. Harry ensures that he records this information in a standard format. Which of the following job analysis methods is exemplified in this scenario?

observation

In terms of the total fees paid to executive search firms, which of the following statements is FALSE?

one-third is paid 90 days into an assignment

In a(n) _____, every available job is advertised throughout the organization via "job posting," and anyone can apply.

open internal labor market

In the context of the Big Five personality dimensions, _____ concerns the degree to which an individual is creative, curious, and cultured versus practical with narrow interests.

openness to experience

_____ is defined as the way that the values and actions of managers and employees create a unique business environment.

organizational culture

Organizations periodically turn to _____ to meet demands for talent brought about by business growth, a desire for fresh ideas, or to replace employees who leave.

outside labor markets

In a supply chain for talent acquisition, which of the following identifies a small pool of candidates who receive offers?

screening and selection

_____ is an industry term for losses due to employee theft, shoplifting, vendor fraud, and administrative errors.

shrinkage

Organizations that are in the start-up stage are characterized by all of the following EXCEPT:

significant customer loyalty

According to the text, _____, originally used in the sports world, are now common among executives, professionals, and middle-level executives, as companies seek to buttress the eroding bonds between them and their employees.

signing bonuses

_____ have been shown to make the prediction of job performance more accurate above and beyond job knowledge, cognitive ability, job experience, and conscientiousness while showing less adverse impact based on ethnicity as compared with general cognitive-ability tests.

situational-judgement tests

_____ have been shown to make the prediction of job performance more accurate while showing less adverse impact based on ethnicity than general cognitive-ability tests.

situational-judgement tests

Which of the following statements is true of a job search?

social professional networks contribute the most to job search, especially among the young generations

How firms compete with each other and how they attain and sustain competitive advantage are the essence of _____.

strategic management

_____ is the formal process that connects business strategy to human resource strategy and practices, ensuring the right people are in the right place at the right time and cost.

strategic workforce planning

_____ is the final step in the process of strategic planning and makes the intended strategy real.

strategy implementation

In the context of job analysis methods, which of the following statements is true about job performance?

this method is inappropriate for jobs that require extensive training or are hazardous to perform

Which of the following job analysis methods allows analysts to survey large numbers of geographically dispersed job incumbents, in English as well as in other languages?

structured questionnaries

Which of the following methods of job analysis is generally cheaper and quicker to administer than other methods?

structured questionnaries

Which of the following methods of job analysis is often time consuming and expensive to develop and may have adverse effects on respondent cooperation and motivation?

structured questionnaries

Perhaps the simplest type of internal supply forecast is the:

succession plan

A "soft-quota" system:

systematically favors women and minorities in hiring and promotion decisions

Identify the generation that was born between 1946 and 1964.

the baby-boom generation

Which of the following defines reliability?

the consistency or stability of a measurement procedure

Which of the following statements about a tight labor market is true?

the demand by employers exceeds the available supply of workers

Which act requires third-party investigators to secure an applicant's written consent prior to doing a background check?

the fair credit reporting act

Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?

the family educational rights and privacy act

In using an executive search firm, an employer evaluating the search firm should carefully consider all of the following indications that the firm can do competent work EXCEPT:

the firm combines the research and recruiting responsibilities into one function

How does a mission statement differ from a vision statement?

the mission statement includes the purpose of a company as well as the basis of competition and competitive advantage

All of the following statements about competency models are true EXCEPT that:

their level of rigor and documentation are more likely to enable them to withstand the close scrutiny of a legal challenge

Which of the following statements is true of a loose labor market?

there is a download pressure on wages

Which of the following is a reason for retaining executive search firms to recruit for senior-level positions?

there is a need to maintain confidentiality from an incumbent or a competitor

Identify a true statement about employment agencies.

there is great variability in size and quality across agencies

Identify a true statement about structured questionnaires.

they can use a job-oriented approach, a worker-oriented approach, or both

Identify a true statement about realistic job previews (RJPs).

they should enhance overly pessimistic expectations

Which of the following statements is true about job specifications?

they should reflect minimally acceptable qualifications for job incumbents

Identify an advantage of using job performance as a job analysis method.

this method is appropriate for jobs that can be learned in a relatively short period of time

Which of the following are included in the five main reasons diversity has become a key factor in managing an organization's human resources?

All of these

The baby-boom generation:

does not change jobs frequently

Succession plans are developed only for management employees.

False

Mexicans, Puerto Ricans, and Cubans constitute the three largest groups classified as Hispanic.

True

In terms of the types of data actually collected, the most popular method of job analysis today is critical incidents.

False

More than 90 percent of working Americans have access to paid leave, and all working Americans are covered by the Family and Medical Leave Act of FMLA.

False

The Occupational Outlook Handbook, published by the U.S. Department of Education, focuses on macro forecasts of aggregate demand for various occupations.

False

The average American is better educated than Asian Americans.

False

The percentage of white non-Hispanics in the workforce will double by 2024.

False

The proportion of single-parent family groups with children under age 18 has increased dramatically, and today single mothers are more likely than married mothers to be unemployed.

False

To survive, to serve, and to succeed, organizations need to accomplish goals that are defined more narrowly than ever before, which means carrying out strategies that each part of the organization can execute alone.

False

Virtually all of the growth in new jobs will come from manufacturing industries.

False

While women's share of the workforce is expected to increase, men's share is projected to decline slightly over the same time-period.

Fasle

It is important for executives to use an age/experience profile to identify types of jobs where older workers can use their experience and talents most effectively.

True

Job design is the processes and outcomes that describe how work is structured, organized, experienced, and enacted.

True

Quantitative objectives make the control and evaluation process more objective and measure deviations from desired performance more precisely.

True

Racial and ethnic minorities, women, and immigrants will account for increasingly large segments of the U.S. labor force over time.

True

Similarities in culture, dress, and language between service workers and customers create more efficient interactions between them and better business for the firm.

True

Strategic workforce plans must be consistent with the broader human resource (HR) strategy of an organization.

True

To whatever degree management may consider changing older workers' work conditions, it should explore the proposed changes jointly with the workforce.

True

Women also earn about 50 percent of all undergraduate business degrees and 55 percent of all MBAs.

True

Which of the following is an example of obsolescence?

jeff is unable to fix an issue because the training he received when he joined the company is now outdated

Performance at an acceptable but not outstanding level, coupled with little or no effort to improve one's current performance, is termed:

midcareer plateau

Identify an accurate statement about Hispanic Americans in the United States.

most of their business are financed by personal savings

Poll after poll of employers demonstrate that they regard most people with disabilities as good workers, punctual, conscientious, and competent—if given:

reasonable accommodation

Which of the following identifies the crucial elements for a strategy's success?

strategy analysis

Identify an accurate statement about the economy in the United States.

the labor force for the age group 55 and older will continue to increase by 2024

Which generation was born in the middle of the Great Depression?

the silent generation

Which of the following statements is true about the baby-boom generation?

they believe in rights to privacy, due to process, and freedom of speech in the workplace

Identify an accurate statement about Generation Z.

they believe that jobs should have a greater meaning than just earning a paycheck

Which of the following statements is true about Generation Y?

they value what they do for work above all else