HRIR 3021 Exam 2
A risk of diversity training programs is that they may alienate minorities. Select one: True False
False A risk of diversity training programs—especially when they define diversity mainly in terms of race, ethnicity, and sex—is that they may alienate white male employees, who conclude that if the company values diversity more, it values them less
In a nondirective interview, the interviewer asks questions from an established set of questions. Select one: True False
False In a nondirective interview, the interviewer has great discretion in choosing questions. The candidate's reply to one question may suggest other questions to ask.
The use of temporary workers might burden the organization with additional administrative tasks. Select one: True False
False In addition to flexibility, temporary employment offers lower costs. Using temporary workers frees the employer from many administrative tasks and financial burdens associated with being the "employer of record."
In the case of performance appraisal, validity refers to whether the appraisal measures all aspects of performance, both relevant and irrelevant. Select one: True False
False In the case of performance appraisal, validity refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.
The most accurate way to assess training effectiveness is to conduct pretests and posttests and then train all the employees. Select one: True False
False The most accurate but most costly way to evaluate the training program is to measure performance, knowledge, or attitudes among all employees before the training and then train only part of the employees.
What is trend analysis?
examines past employment levels against business variables to predict future staffing requirements
What is regression analysis?
form of predictive modeling technique which investigates the relationship between a dependent (target) and independent variable (s) (predictor).
What is forecasting?
Determines supply and demand to predict areas within the organization where there will be labor shortages or surpluses
Why is recruitment a strategic imperative?
Recruitment is a form of business contest and it is highly competitive. The goal is to identify, attract, and hire the most qualified people.
Which of the following is an example of an on-the-job training method? Select one: a. Bumping b. Benchmarking c. Apprenticeship d. Adventure learning e. Action learning
c. Apprenticeship Apprenticeship is an example of an on-the-job training method.
What types of questions should you avoid in the interview process?
1.Age 2. Marriage 3. Children 4. Religion 5. Any protected class
What is the compensatory model?
All applicants go all the way through the hiring process with points assigned to each step. The highest score gets the job. This is common within the government
What are the steps in the instructional design/planning process?
1. Assess needs for training. 2. Ensure readiness for training 3. Plan training program- Objectives, trainers, methods 4. Implement training program- Principles of learning, transfer of training 5. Evaluate results of training *Organization, person, task*
What are some options for reducing a surplus?
1. Downsizing 2. Pay reductions 3. Demotions 4. Transfers 5. Work sharing 6. Hiring freeze 7. Natural attrition 8. Early retirement 9. Retraining
What are some external considerations that affect workforce planning?
1. Economy 2. Competitors 3. Threat of substitution 4. Legislation 5. Labor market 6. Globalization 7. Technology 8. Suppliers 9. Customer demands 10. Geography 11. Societal changes
What did we discuss about Delta airlines?
1. Economy => business travel/vacation, the airline industry is less profitable 2. Competitors=> competing for the same employees, downsizing based on demand, other cultures 3. Threat of subsitution=> train system 4. Legislation=> TSA check-in, FAA flight rules 5. Labor market 6. Globalization=> International flights (different language and cultures) 7. Suppliers=> Delta bought an oil refinery (vertical integration) 8. Customer demands=> people who can handle conflict or stress 9. Geography=> Hub is in Atlanta, largest workforce, cost of living 10. Societal changes
What are the four purposes for workforce planning?
1. Identifies workforce requirements needed for strategic plan 2. Discovers where/if competency gaps exist 3. Plans for internal and external factors 4. Implements workforce shortage and reduction strategies
What are the three steps in creating a screening assessment tool?
1. Make list of KSAOs required for job 2. For each KSAO, decide if it needs to be assessed in the selection process (how critical is it?) 3. Determine method of assessment to be used for each critical KSAO.
What are options for avoiding a shortage?
1. Overtime 2. Temporary employees 3. Outsourcing 4. Retrained transfers 5. Turnover reductions 6. New external hires 7. Technological innovation
What are the four main objectives of downsizing?
1. Reducing costs 2. Replacing labor with technology 3. Mergers and acquisitions 4. Moving to more economical locations
What is the order of the process of employee selection?
1. Screening applications 2. Testing and reviewing work samples 3. Interviewing candidates 4. Checking references 5. Making a selection and offer 6. Acceptance and background check
What are some different types of background check tools?
1. Substance abuse (drug screen) 2. Employment history 3. References 4. Credit History 5. Education 6. Driving record 7. Criminal history
What are some internal considerations that affect workforce planning?
1. Turnover 2. Employee development 3. Current workforce profile 4. Engagement 5. Performance 6. Operations
What is an FTE and how is it calculated?
An FTE is a full time equivalent, reported how many hours are worked not how many employees do the work. FTE is calculated by dividing the amount of work hours by the amount of pay periods.
What is Ban the Box?
Ban the Box does not require employers to hire someone with a criminal record however makes them wait until the interview stage before they ask the applicant about their criminal record or conducting a criminal background check
What is going on with Boeing?
Boeing has an aging workforce and is struggling to recruit the young engineers that they need. They are relying mainly on promotions and transfers from within their own company and is now trying to relocate to somewhere with cheaper real estate which is making the state of Washington angry.
What is the multiple hurdle model?
Every step of the hiring process is a hurdle Private companies tend to use this
What is the difference between internal and external candidates?
Internal candidates already have a feel of what the work environment may be like and require a lot less work to train and a lot less money.
What are P/O and P/J fit?
Person organization fit is when someone understands and supports the core values of the organization as a whole. Person job fit is when the candidate has the right KSAOs and is interested in the work and rewards.
What are RJPs?
Realistic job previews- a day in the life: a look into the company showing demands, challenges, expectations, advantages, disadvantages
What is negligent hiring?
The employer knew of risk within the hiring process yet did not do anything about it.
For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries. Select one: True False
True To be effective, OJT programs should include several characteristics, one of them being that the organization should review OJT practices at companies in similar industries.
Legally defensible performance management systems are based on valid job analyses. Select one: True False
True To protect against lawsuits, it is important to have a legally defensible performance management system. Such a system would be based on valid job analyses, with the requirements for job success clearly communicated to employees.
A reliable test would be one for which scores by people with similar attributes have a correlation close to _____. Select one: a. 1.0 b. 0 c. -1.0. d. -10.0 e. ∞ Feedback
a. 1.0 A reliable test would be one for which scores by the same person (or people with similar attributes) have a correlation close to 1.0.
Which of the following information does NOT need to be included in a job offer? Select one: a. Employment history of the candidate b. Job responsibilities c. Work schedule d. Rate of pay e. Starting date
a. Employment history of the candidate When a candidate has been selected, the organization should communicate the offer to the candidate. The offer should include the job responsibilities, work schedule, rate of pay, starting date, and other relevant details.
Which of the following is an on-the-job training program that is generally sponsored by an educational institution as a component of an academic program? Select one: a. Internship. b. Coordination training. c. Apprenticeship. d. Experiential training. e. Simulation training.
a. Internship. An internship is on-the-job learning sponsored by an educational institution as a component of an academic program. The sponsoring school works with local employers to place students in positions where they can gain experience related to their area of study.
Which of the following defines needs assessment in the context of training? Select one: a. It is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary. b. It is a combination of employee characteristics and positive work environment that permit training. c. It is a process that evaluates the monetary needs of employees that can motivate them to undertake a training program. d. It is an application that automates the administration and delivery of a company's training program. e. It is the process to determine employees' characteristics to ensure their readiness for training.
a. It is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary. Needs assessment is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary.
The paired-comparison method of measuring employee performance: Select one: a. involves comparing each employee with each other employee to establish rankings. b. is also known as the alternation ranking method. c. rates everyone favorably or near the center of the scale. d. assigns a certain percentage of employees to each category in a set of categories. e. requires managers to rank employees in their group from the highest performer to the poorest performer.
a. involves comparing each employee with each other employee to establish rankings. This approach involves comparing each employee with each other employee to establish rankings. It is time consuming if a group has more than a handful of employees.
Temporary employment is popular with employers because: Select one: a. it gives them flexibility in operations. b. it allows them to comply with the requirement of affirmative action imposed by the government. c. the quality of work is usually far superior. d. it is most effective for key customer service jobs. e. the temporary workers are more committed to the organization.
a. it gives them flexibility in operations. Temporary employment is popular with employers because it gives them flexibility they need to operate efficiently when demand for their products changes rapidly.
In-basket tests are an example of _____ tests. Select one: a. job performance b. physical ability c. honesty d. personality e. cognitive ability
a. job performance Job performance testing may involve a simulated work environment, a difficult team project, or a complex computer programming puzzle. Examples of job performance tests include tests of keyboarding speed and in-basket tests. An in-basket test measures the ability to juggle a variety of demands, as in a manager's job.
Companies that use "lead-the-market" pay strategy: Select one: a. would pay more than the current market wages for a job. b. have a recruiting disadvantage. c. would recruit lesser number of employees than needed and depend on overtime. d. provide relatively better working conditions to employees compared to competitors. e. usually have low pay, coupled with overtime and flex-time.
a. would pay more than the current market wages for a job. Pay is an important job characteristic for almost all applicants. Organizations have a recruiting advantage if their policy is to take a "lead-the-market" approach to pay—that is, pay more than the current market wages for a job.
What is race norming? Select one: a. Treating a range of scores as being similar b. Establishing different norms for hiring members of different racial groups c. A legal quota system that protects interests of people with disabilities d. Basing selection decisions on a common norm for all races, regardless of impact e. Use of cognitive tests that discriminate against women and people with disabilities
b. Establishing different norms for hiring members of different racial groups Race norming means establishing different norms for hiring members of different racial groups. The Civil Rights Act of 1991 forbids the use of race or sex norming.
Which rater error leads employees to believe that no aspects of their performance need improvement? Select one: a. Contrast error b. Halo error c. Horn error d. Strictness error e. Central tendency error
b. Halo error Raters often let their opinion of one quality color their opinion of others. When the bias is in a favorable direction, this is called the halo error. Halo error can mistakenly tell employees they don't need to improve in any area.
What is the disadvantage of peers as a source of performance information? Select one: a. Peers do not have expert knowledge of job requirements. b. Peers are uncomfortable with rating employees for decisions that may affect themselves. c. Assessments of performance by peers generally lack validity. d. Peers are generally less favorable toward participating in reviews to be used for employee development. e. Peers are poor sources of performance information in any job.
b. Peers are uncomfortable with rating employees for decisions that may affect themselves. Peer evaluations have some potential disadvantages. When the evaluations are done to support administrative decisions, peers are uncomfortable with rating employees for decisions that may affect themselves.
Which of the following processes identifies the knowledge, skills, and behaviors that training should emphasize? Select one: a. Person analysis b. Task analysis c. Transactional analysis d. Trend analysis e. Regression analysis
b. Task analysis Task analysis is the process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize. Usually, task analysis is conducted along with person analysis.
Trainees are likely to respond more positively to which of the following approaches of diversity training? Select one: a. Increasing participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities. b. Teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that arise when different people try to work together. c. Sending participants directly into communities where they interact with persons from different cultures, races, and nationalities. d. A program that clearly demonstrates that it values diversity and minorities over the average white male employee. e. Making people aware of cultural differences and their stereotypes about those differences to avoid letting stereotypes influence their interactions with people.
b. Teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that arise when different people try to work together. One approach to diversity training starts with the assumption that all individuals differ in various ways and teaches skills for constructively handling the communication barriers, conflicts, and misunderstandings that necessarily arise when different people try to work together. Trainees may be more positive about receiving this type of training than other kinds of diversity training.
Which of the following is a fast option that can be used to avoid a labor surplus with only a moderate amount of suffering caused to the employees? Select one: a. Pay reductions b. Transfers c. Demotions d. Early retirement e. Retraining
b. Transfers Transfers can be used as a strategy to avoid labor surplus. It is a relatively fast option, with moderate human suffering.
Which of the following is an advantage of statistical forecasting methods? Select one: a. They are particularly useful in dynamic environments. b. Under the right conditions, they provide predictions that are much more precise than judgmental methods. c. They are particularly useful in predicting important events that have no historical precedent. d. They are invariably better than the "best guesses" of experts. e. They can be used to reduce dependence on secondary data for making forecasts and predictions.
b. Under the right conditions, they provide predictions that are much more precise than judgmental methods. Statistical methods capture historic trends in a company's demand for labor. Under the right conditions, these methods predict demand and supply more precisely than a human forecaster can using subjective judgment. But many important events in the labor market have no precedent. When such events occur, statistical methods are of little use.
The first step in the instructional design process is: Select one: a. implementing a training program. b. conducting a needs assessment. c. selecting training methods. d. ensuring employees' readiness for training. e. planning a training program.
b. conducting a needs assessment. An instructional design process begins with an assessment of the needs for training—what the organization requires that its people learn.
You manage a car dealership. Given the increasing complexity and variety of today's automobiles, it is impossible to train your mechanics on the details of every potential repair problem. So you provide the mechanics a training program to familiarize them with the basics of engine, emission, and other types of repair, and in case of a particular problem, seek expert advice through an online computer application program. This learning approach is known as aNo: Select one: a. e-learning simulation b. electronic performance support system. c. experiential behavior modeling program. d. virtual reality-based simulation program. e. online help.
b. electronic performance support system. Electronic performance support systems (EPSSs) provide access to skills training, information, and expert advice when a problem occurs on the job.
The most widespread methods for eliminating labor shortages are: Select one: a. outsourcing work and work sharing. b. hiring temporary workers and outsourcing work. c. retrained transfers and turnover reduction. d. overtime and new external hires. e. overtime and retrained transfers.
b. hiring temporary workers and outsourcing work. The most widespread methods for eliminating a labor shortage are hiring temporary and contract workers and outsourcing work.
Consistency of results when more than one person measures performance is known as: Select one: a. test-retest specificity. b. interrater reliability. c. interrater validity. d. test-retest reliability. e. test-retest validity.
b. interrater reliability. Interrater reliability is consistency of results when more than one person measures performance.
If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his/her previous employment, the new employer may sue the former for _____. Select one: a. negligence b. misrepresentation c. defamation d. misappropriation e. libel Feedback
b. misrepresentation If the person who is a reference gives a glowing statement about a candidate, and the new employer later learns of misdeeds such as sexual misconduct or workplace violence, the new employer might sue the former employer for misrepresentation.
What is the difference between a behaviorally anchored rating scale (BARS) and a behavioral observation scale (BOS)? Select one: a. A BARS asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period. b. A BOS discards many items in creating the rating scale. c. A BOS uses many examples to define all behaviors necessary for effective performance. d. Managers and employees prefer BARS compared to BOS for ease of use and maintaining objectivity. e. A major drawback of BARS is the amount of information required as compared to BOS.
c. A BOS uses many examples to define all behaviors necessary for effective performance. While BARS discards many examples in creating the rating scale, a BOS uses many of them to define all behaviors necessary for effective performance. A BOS asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period.
What is a learning management system? Select one: a. A team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization. b. The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary. c. A software application that automates the administration, development, and delivery of training programs. d. A process for determining the appropriateness of training by evaluating the characteristics of the organization. e. The process of determining individuals' needs and readiness for training.
c. A software application that automates the administration, development, and delivery of training programs. To carry out an instructional design process more efficiently and effectively, a growing number of organizations are using a learning management system (LMS), a computer application that automates the administration, development, and delivery of a company's training programs.
Which of the following is a difference between apprenticeship and internship? Select one: a. Apprenticeship is on-the-job training, whereas internship is a classroom-based training method. b. Apprenticeship is a unstructured training method, whereas internship is a structured training method. c. Apprenticeship is sponsored by employee unions, whereas internship is sponsored by educational institutions. d. Most apprenticeship programs are for professions like accountants and lawyers, whereas most internship programs are in blue-collar jobs. e. Apprenticeship does not provide an income, whereas internship provides an income while teaching a trade.
c. Apprenticeship is sponsored by employee unions, whereas internship is sponsored by educational institutions. Some apprenticeships are sponsored by individual companies, others by employee unions. Internships are sponsored by an educational institution as a component of an academic program.
Which of the following best describes content validity? Select one: a. It is the extent to which something provides economic value greater than its cost. b. It is the extent to which a measurement is free from random error. c. It is the consistency between the test items or problems and the kinds of situations or problems that occur on the job. d. It is the consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job. e. It is the measure of validity based on showing a substantial correlation between test scores and job performance scores.
c. It is the consistency between the test items or problems and the kinds of situations or problems that occur on the job. Content validity is the consistency between the test items or problems and the kinds of situations or problems that occur on the job. A test that is "content valid" exposes the job applicant to situations that are likely to occur on the job. It tests whether the applicant has the knowledge, skills, or ability to handle such situations.
Coaching, frequent performance feedback, goal setting, and restructured job assignments are effective ways to improve performance for which category of employees? Select one: a. Solid performers b. Underutilizers c. Misdirected effort d. Deadwood e. Nonessential
c. Misdirected effort Employees under the "misdirected effort" category are motivated but lack ability. When a motivated employee lacks knowledge, skills, or abilities in some area, the manager may offer coaching, training, and more detailed feedback. Sometimes it is appropriate to restructure the job so the employee can handle it.
Which of the following training methods uses techniques like lectures, workbooks, video clips, podcasts, and Web sites? Select one: a. Group building methods b. Hands-on methods c. Presentation methods d. Object class methods e. Experiential programs
c. Presentation methods Trainees receive information provided by others by presentation methods. The different techniques used include lectures, workbooks, CD-ROMs, DVDs, podcasts, or Web sites.
Which of the following is a challenge associated with outsourcing strategy? Select one: a. Labor shortage b. Increased cost c. Quality-control problems d. Lack of necessary technology e. Diseconomies of scale Feedback
c. Quality-control problems Outsourcing may be a necessary way to operate as efficiently as competitors, but it does pose challenges. Quality-control problems, security violations, and poor customer service have sometimes wiped out the cost savings attributed to lower wages.
Which of the following is most likely to be an advantage of relying on internal recruitment sources? Select one: a. They are likely to promote diversity in terms of race and sex. b. They minimize the impact of political considerations in the hiring decision. c. They are generally cheaper and faster than other means. d. They expose the organization to new ideas or new ways of doing business. e. They are well-suited to recruit specialized upper-level positions.
c. They are generally cheaper and faster than other means. Filling vacancies through internal recruiting is generally cheaper and faster than looking outside the organization.
How does an organization specify the aspects of performance that are relevant to the organization? Select one: a. Based on the job analysis b. By conducting performance appraisals c. Through performance feedback sessions d. By adjusting behavior to meet the organization's goal e. By identifying the underlying problem
c. Through performance feedback sessions The organization specifies which aspects of performance are relevant to the organization. These decisions are based on the job analysis.
Trend analysis refers to: Select one: a. a pooling of the "best guesses," or subjective judgments, of experts to predict labor demand and supply. b. the use of subjective judgments to understand relationships among variables during fluctuating and unstable conditions. c. a process that accurately predicts labor demand for the next year using leading indicators. d. a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market. e. a statistical method of forecasting that uses the proportion of employees in various job categories for making predictions.
c. a process that accurately predicts labor demand for the next year using leading indicators. Trend analysis refers to constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. These statistics are called leading indicators.
otal quality management differs from traditional performance measurement in that it: Select one: a. has an external, rather than an internal, focus. b. is a top-down review process. c. assesses both individual performance and the system within which the individual works. d. focuses exclusively on support decisions about work assignments, training, and compensation. e. provides only subjective feedback based on the work process.
c. assesses both individual performance and the system within which the individual works. Total quality management (TQM) differs from traditional performance measurement in that it assesses both individual performance and the system within which the individual works. This assessment is a process through which employees and their customers work together to set standards and measure performance, with the overall goal being to improve customer satisfaction.
Many problems with downsizing can be reduced by: Select one: a. slashing jobs across the board. b. allowing workers to choose a buyout package in exchange for leaving. c. engaging in better human resources planning. d. avoiding unionization in the organization. e. laying off only the older workers in the organization.
c. engaging in better human resources planning Many problems with downsizing can be reduced with better planning. Instead of slashing jobs across the board, successful downsizing makes surgical strategic cuts that improve the company's competitive position.
If a manager considers one employee at a time and circles a number/word to signify the degree to which that employee demonstrates a particular trait, he/she is using a: Select one: a. mixed-standard scale. b. critical-incident approach. c. graphic rating scale. d. behavioral observation scale. e. behaviorally anchored rating scale.
c. graphic rating scale. The graphic rating scale method lists traits and provides a rating scale for each trait. The employer uses the scale to indicate the extent to which the employee being rated displays the traits. The rating scale may provide points to circle (as on a scale going from 1 for poor to 5 for excellent), or it may provide a line representing a range of scores, with the manager marking a place along the line.
Planners need to combine statistical forecasts of labor supply with expert judgments because: Select one: a. it would motivate the experts in the organization. b. subjective judgments are always more reliable than historical data. c. historical data may not always reliably indicate future trends. d. statistical methods fail to account for historical trends. e. statistical forecasts work well only in a dynamic environment.
c. historical data may not always reliably indicate future trends. Planners need to combine statistical forecasts of labor supply with expert judgments since historical data may not always reliably indicate future trends.
Martha Stevens is the HR manager of C-Soft Inc., a software company located in New York. She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy. According to this validation, Martha must administer the test to _____. Select one: a. at least half the present computer technicians in C-Soft b. people doing similar jobs in other companies c. people applying for computer technician jobs in C-Soft d. only current computer technicians in C-Soft who are performing at acceptable levels e. a random selection of computer technicians currently employed at C-Soft
c. people applying for computer technician jobs in C-Soft Predictive validation research uses the test scores of all applicants and looks for a relationship between the scores and future performance. The researcher administers the tests, waits a set period of time, and then measures the performance of the applicants who were hired.
For most companies, the first step in the personnel selection process is _____. Select one: a. verifying the applicants' qualifications through reference and background checks b. negotiating with the employee regarding salary and benefits c. screening the applications to see who meet the basic requirements for the job d. administering tests and reviewing work samples to rate the candidates' abilities e. inviting candidates with the best abilities to the organization for one or more interviews
c. screening the applications to see who meet the basic requirements for the job The process of selecting employees varies considerably from organization to organization and from job to job. At most organizations, however, first, a human resource professional reviews the applications received to see which meet the basic requirements of the job.
A correlation coefficient of -1.0 between two sets of numbers indicates _____. Select one: a. a complete lack of any correlation between the two sets b. that when one set of numbers goes up, so does the other set c. that when one set of numbers goes up, the other set goes down d. a partial correlation between the two sets e. an indefinite relationship between the two sets
c. that when one set of numbers goes up, the other set goes down Correlation coefficients measure the degree to which two sets of numbers are related. At one extreme, a correlation coefficient of 1.0 means a perfect positive relationship—as one set of numbers goes up, so does the other. At the other extreme, a correlation of −1.0 means a perfect negative correlation—when one set of numbers goes up, the other goes down.
Predictive validation is more accurate than concurrent validation because _____. Select one: a. the research administers tests to people who currently hold the job b. test performance is influenced by firsthand experience with the job c. the group is more likely to include people who perform poorly on the test d. it is less time-consuming and relatively simple e. test takers tend to be less motivated to do well on the tests
c. the group is more likely to include people who perform poorly on the test Predictive validation involves using the test scores of all applicants and looking for a relationship between the scores and future performance. Thus, the group studied in this method is more likely to include people who perform poorly on the test—a necessary ingredient to accurately validate a test.
Sharon wants to apply for a job vacancy. She calls the recruiter who had advertised this vacancy to know more about the job. The recruiter gives some background information to Sharon about the positive and negative qualities of the job. Which of the following terms refers to the job information given by the recruiter? Select one: a. Vacancy Analysis b. Substantive Job Criticism c. Pragmatic job survey d. Realistic Job Preview e. Role Examination
d. Realistic Job Preview Realistic job previews provide background information about jobs' positive and negative qualities.
Identify a criticism against electronic monitoring systems. Select one: a. They can store records of employee performance, work-rule violations, and disciplinary actions. b. The systems prevent employees from exaggerating the number of hours they worked. c. They cannot monitor performance measures electronically. d. They threaten to make the workplace an electronic sweatshop, robbing employees of their dignity. e. They do not increase productivity.
d. They threaten to make the workplace an electronic sweatshop, robbing employees of their dignity. Although electronic monitoring can improve productivity, it also generates privacy concerns. Critics point out that an employer should not monitor employees when it has no reason to believe anything is wrong. They complain that monitoring systems threaten to make the workplace an electronic sweatshop in which employees are treated as robots, robbing them of dignity.
Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place is referred to as: Select one: a. coordination training. b. experiential training. c. behavior modeling. d. cross-training. e. action learning.
d. cross-training. In cross-training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place.
Evan Smith is the HR manager of a publishing company. He wants to know if a certain test of cognitive ability, used in the advertising industry, can be successfully used in his organization. In other words, he wants to know if this test is aNo _____ method of personnel selection. Select one: a. substitutable b. evaluative c. practical d. generalizable e. nondirective
d. generalizable A generalizable method applies not only to the conditions in which the method was originally developed—job, organization, people, time period, and so on. It also applies to other organizations, jobs, applicants, and so on. In other words, a generalizable method is a selection method that was valid in one context and is also valid in other contexts.
Managers can improve employee satisfaction with the feedback process by: Select one: a. keeping the feedback session short and concentrating on only the positive aspects of performance. b. using the tell-and-sell approach during the feedback session. c. avoiding decisions about following up on goals as these tend to intimidate the employee. d. letting employees voice their opinions and discuss performance goals during the feedback process. e. focusing on the employee's personality.
d. letting employees voice their opinions and discuss performance goals during the feedback process. Managers can improve employee satisfaction with the feedback process by letting employees voice their opinions and discuss performance goals.
Appraisal politics are likely to occur when: Select one: a. top executives forbid distorted ratings. b. the goals of rating are compatible with one another. c. performance appraisal results are directly linked to developmental programs. d. senior employees tell newcomers stories about distorted ratings. e. performance appraisal is not directly linked to highly desirable rewards.
d. senior employees tell newcomers stories about distorted ratings Appraisal politics are most likely to occur when raters are accountable to the employee being rated, the goals of rating are not compatible with one another, performance appraisal is directly linked to highly desirable rewards, top executives tolerate or ignore distorted ratings, and senior employees tell newcomers company "folklore" that includes stories about distorted ratings.
Which of the following options for reducing an expected labor surplus has the benefit of being a relatively fast solution, but has the disadvantage of being high in human suffering? Select one: a. Hiring Freeze b. Early Retirement c. Retraining d. Work Sharing e. Downsizing
e. Downsizing Downsizing can be a speedy solution to labor surplus, but it could cause high human suffering. Refer to table 5.2.
Which of the following is true according to the Americans with Disabilities Act (ADA) of 1991? Select one: a. The employer can ask preemployment questions to investigate disabilities. b. The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job. c. The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job. d. The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability. e. Employers are required to make "reasonable accommodation" to disabled individuals.
e. Employers are required to make "reasonable accommodation" to disabled individuals. The Americans with Disabilities Act (ADA) of 1991 requires employers to make "reasonable accommodation" to disabled individuals and restricts many kinds of questions during the selection process.
At which stage in the selection process are supervisors and team members often involved? Select one: a. Administering tests b. Receiving résumés from various sources c. Screening applications d. Reference and background checks e. Interviewing candidates
e. Interviewing candidates Candidates with the best abilities are invited to the organization for one or more interviews. Often, supervisors and team members are involved in this stage of the process.
Which of the following is true of management by objectives (MBO)? Select one: a. Goals are generally nonspecific. b. Goals are typically subjective. c. Goals are easy to achieve. d. Feedback is given only during the appraisal period. e. Managers and their employees work together to set the goals.
e. Managers and their employees work together to set the goals. An MBO system has three components: goals are specific, difficult, and objective; managers and their employees work together to set the goals; the manager gives objective feedback through the rating period to monitor progress toward the goals.
Which of the following is a permissible question for job applications and interviews? Select one: a. How would you feel about working for someone younger than you? b. Are you a citizen of the United States? c. What religious holidays do you observe? d. Where were you born? e. Will you need any reasonable accommodation for this hiring process?
e. Will you need any reasonable accommodation for this hiring process? Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews. The organization may not ask questions that gather information about a person's protected status, even indirectly. Refer to table 6.1.
Questions such as "Where did people who were in each job category go?" and "Where did people now in each job category come from?" can be answered with the help of: Select one: a. propensity analysis. b. leading indicators. c. trend analysis. d. multiple regression. e. a transitional matrix.
e. a transitional matrix. A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period. A transitional matrix answers two questions: "Where did people who were in each job category go?" and "Where did people now in each job category come from?"
Early-retirement programs: Select one: a. are not a popular way to reduce labor surplus. b. are very successful because most baby boomers want to retire. c. work well for knowledge based jobs and services. d. cause more human suffering than the other methods of labor reduction. e. encourage lower-performing older workers to leave voluntarily.
e. encourage lower-performing older workers to leave voluntarily. Under the pressures associated with an aging labor force, many employers try to encourage older workers to leave voluntarily by offering a variety of early-retirement incentives. The more lucrative of these programs succeed by some measures. Research suggests that these programs encourage lower-performing older workers to retire.
When using an outside expert, a complete _____ should indicate funding for the project and the process by which the organization will determine its level of satisfaction. Select one: a. cohabitation agreement b. letter of intent c. certificate of occupancy d. articles of incorporation e. request for proposal
e. request for proposal To select a training service, an organization can mail several vendors a request for proposal (RFP). A complete RFP also indicates funding for the project and the process by which the organization will determine its level of satisfaction.
What is ratio analysis?
the process of determining the future demand for human resources by calculating the ratio between a particular business variable and the number of employees a company needs.