MGMT 4322 Chapters 1-5

Wrong magnitude refers to situations where the

Rewards are too low or too high

Affirmative action plans often include ________.

recruiting in media frequently accessed by underrepresented demographic groups

Types of jobs that may be designed by organizations include all of the following except

traditional, flexible, idiotrins ALL OF THE ABOVE

The reliability of a measure places a(n) _______ limit on the possible validity of a measure.

upper

Advantages of using task questionnaires for job analysis include all of the following except

1 & 2, Standardized in content and format Economical to administer and score

Which of the following recruitment decisions may lead to unintentional discrimination

1, 2, and 3

Common types of reliability include the following except

1, 2, and3

Obtaining criterion data at the same time as test scores is the technique used in

Concurrent validation

All of the following are true about content validation except

Uses criterion measures

An observable competence for working with or applying knowledge to perform a particular task or closely related set of tasks is

a skill

A competency model is

A combination of the several competencies deemed necessary for a particular job

In the case of a human rights complaint the employer will be in a stronger position if

A thorough, systematic and unbiased job analysis process has been followed

Strategic staffing decisions include all of the following except

All of the above

A targeted message

Appeals to a particular audience as different audiences may be looking for different rewards

RJPs

Are more effective in reducing post hire turnover if given just before or just after hiring

The primary purpose of a staffing requisition is

Authorization by top management

Which of the following are true regarding the advantages of using a job analyst

Brings expertise and neutrality to the task

Staffing systems should be used primarily to

Contribute to organization survival, profitability and growth

The calculation that provides precise information on the extent of the relationship between two sets of scores is the

Correlation coefficient

The extent to which high test scores correlate with high job performance ratings is an example of

Criteria-Related validity

Acquisition activities involve all of the following except

Deploying staff for maximum usefulness for the organization

Which of the following is not a key strategic reason for doing competency modeling

Develop independent thought and action among leaders

Standardization is a means of controlling _________ factors and ensuring scores are a reflection of the ________ measured.

Extraneous, attribute

Targeted recruitment involves

Identifying segments of the market where desired candidates are likely to be

Core staffing activities include all of the following except

Job analysis

Part of the matching process is to match ________ to __________ .

Job rewards, individual motivation

KSAOs are

Knowledge, skills, abilities, other characteristics

When staffing considerations serve as key inputs to organization strategy development the firm is following a

Lead system

Choosing an acceptable vs. exceptional workforce strategy will likely result in a workforce that is

Less expensive

Retention systems seek to ________ the ________ flow of employees out of the organization

Manage, inevitable

If current demographic trends continue characteristics of the labour force will include all of the following except

More younger workers

The government's online tool for collecting standardized job analysis information that pertains to a large number of occupations is called _______.

O*NET

The ______________ seeks to align characteristics of individuals and jobs in ways that will result in desired HR outcomes.

Person/job match

In staffing, the goal is to use data relating to factors that result in successful job performance to predict which of the candidates has the greatest likelihood of success. This reflects the goal of science to

Predict

Which of the following is true about applicant reactions

Recruiters influence these reactions but have less effect than job characteristics

The recruitment sources most associated with increased employee satisfaction, performance, and retention are

Referrals, job postings and rehiring former employees

To develop a true understanding of how well a candidate scored relative to the mean a calculation is done to reflect the variability in scores around the mean. This is called the

Standard deviation

A realistic job preview is a system for recruiting that tells applicants_____.

about the good and bad parts of a job

Which of the following are considered important components of a legally defensible selection system?

all of the above

Most evidence suggests that new hires acquired through employee referrals are usually not _____?

as likely to turnover as those recruited through other means

The ___________ is composed of workers who are developed extensively within the organization and are used on an ongoing basis.

core workforce

Equal employment opportunity practices that are exclusively directed at treating all candidates the same, regardless of demography, are often described as _________.

facially neutral

The principle of employment-at-will indicates that, in the absence of any contract language to the contrary, an employer may terminate employment _________.

for any (non-discriminatory) reason

An ___________ staffing philosophy would have the advantage of ___________.

internal

Feedback, autonomy and skill variety are examples of

intrinsic rewards

The process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements is termed

job analysis

Person/organization match involves _________.

matching people to organization values

Measures are methods or techniques for describing and assessing attributes of objects. In staffing, the objects of interest are

people

A _______ is a formal document that details the process to be followed to attract applicants to a job.

recruitment guide

When labour demand exceeds supply a suitable response by an organization to address a labour shortage would be to

recruitment of immigrants

In selection discrimination cases, when a comparison is made between percentages of demographic groups in job categories relative to their availability in the population, this is an analysis of __________.

stock statistics

HR and staffing strategy primarily involves consideration of ______________.

the mission, goals and objectives of the organization