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Mgmt test 2

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You have been hired to be the manager of a firm's central employment office. Among your duties, you expect to supervise all of the following processes EXCEPT a. requisitioning employees with specific qualifications to fill jobs. b. referring top candidates to managers. c. maintaining records. d. conducting background investigations.

____ is the process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. a. Human resource planning b. Environmental scanning c. Labor market analysis d. Strategic planning

____ means that the employer or applicant has the right to terminate an employee at any time with or without notice or cause (except where prevented by law). a. Employment-at-will b. Right-of-dismissal c. Free agency d. Contingency employment

____ studies the way work moves through the organization in order to improve efficiency. a. Work flow analysis b. Job analysis c. business process re-engineering d. Time-and-motion analysis

van is an outstanding performer who was provided to the firm by a temporary service firm two months ago. Ivan's manager would like to hire Ivan as a regular employee and she has come to you, the HR director, to make this request. You realize that a. the temporary agency contract requires the company to pay a placement fee if Ivan is hired as a regular employee b. Ivan's performance will probably decrease if he is hired as a regular employee because his high performance was likely an "audition effect." c. Ivan will be less expensive as a regular employee than as a temporary employee because temporary employees typically receive a 20% wage premium to offset the lack of benefits. d. your employer is ethically bound not to hire temporary employees provided by an agency for regular employment.

A major economic factor in favor of an organization's deciding NOT to outsource U.S. jobs overseas is the a. high levels of American productivity. b. rapidly rising labor costs overseas. c. restrictive U.S. requirements for work permits. d. large tax penalties U.S. firms must pay if they outsource jobs.

A work flow analysis BEGINS with a. an examination of the quantity and quality of the desired and actual outputs. b. analysis of job descriptions and job specifications. c. evaluating the activities, i.e., the tasks and jobs involved. d. assessing the inputs, i.e., the people, material, data, equipment that are used.

Alice, a chronically tardy server at a moderately-priced family restaurant, who consistently gets the lowest tips from customers, has announced that she is quitting to take another job at a newly-opened casino. This could be categorized as ____ turnover. a. functional b. controllable c. involuntary d. predictable

All of the following are examples of flexible staffing EXCEPT a. using regular part-time employees. b. hiring independent contractors. c. using seasonal workers.. d. hiring temporary workers.

Amanda is responding to a job advertisement that describes the company's employees as "crew members." This company probably uses a. work teams. b. project-based work design. c. virtual employees. d. individual productivity bonuses.

An analysis is being conducted at YourOneStop Pharmacy to track how prescription orders arrive, how they are logged in, how they are filled, how they are stored, how they are sold to customers, etc. The analysis is considering all the inputs, activities, and outputs associated with the prescription drug business at the store. This is an example of a. workflow analysis. b. business process re-engineering c. job analysis using the PAQ. d. a time-and-motion study.

Angela is a self-employed graphic artist. Typically she is hired by companies for special projects that may last anywhere from a week to six months. Angela is a/an a. independent contractor. b. undocumented worker. c. temporary employee. d. self-leasing professional.

As director of recruiting for a large bank, Stacy has decided to restrict her recruiting efforts for loan officers to placing advertisements on the web site of the American Banking Association. This will determine the ____ for the job of loan officer. a. applicant population b. labor force population c. applicant pool d. talent pool

Because of its cutting-edge technical processes, the CEO of Pro-X Components, Inc., has told the Miguel, the HR director, that Miguel must attract "the cream of the crop" for all scientific job openings in the company. Miguel needs to do all of the following to attract the best new university graduates and top young scientists , EXCEPT a. offer the top people on the market independent contractor positions. b. develop a positive brand image for the organization. c. recruit nationally and, perhaps, globally. d. maintain a continuous recruiting presence at the top universities.

Chuck's office has moved to a ____ arrangement where Monday through Thursday the employees work from 7 a.m. until 6 p.m. with an hour off for lunch, and everyone takes Friday off. a. compressed workweek b. contingency scheduling c. flextime d. shift work

Clement, the director of HR for a large advertising and public relations firm with multiple global locations, is facing all of the following situations. All of these situations will decrease the accuracy of his estimate of the internal supply of labor for various jobs at the firm EXCEPT a. more female college graduates are being hired. b. layoffs have occurred in several locations. c. backup candidates for promotion move to competitor firms or start their own firms. d. fewer employees take retirement than expected

Decisions that affect the applicant population include all of the following EXCEPT a. the required yield ratio from recruiting efforts. b. recruiting method. c. timing of recruiting efforts. d. applicant qualifications required.

If a recruiter needs to find applicants who have a scarce, highly-specialized skill, it would be most efficient to use a. the web site for that particular professional or occupational association. b. an Internet job board such as Monster or HotJobs. c. a job posting on the employer's own Web site. d. a college placement office.

Important factors that affect retention of employees in the workplace include all the following EXCEPT a. an undemanding job. b. safe working environment. c. modern equipment and technology. d. good physical working conditions.

In designing a "careers" section on an organization's Web site, all of the following should be included EXCEPT a. screening pre-tests that block unqualified applicants from continuing the application process. b. self-assessment checklists for job matching. c. a link to a database so that recruiters can screen applicants. d. a résumé builder and/or a way to paste in an existing résumé.

Job analysis is a systematic way to a. gather and analyze information about the content, context and human requirements of jobs. b. analyze the distinct, identifiable work activities involved in a specific job classification. c. evaluate the quality of job performance of employees in terms of both effectiveness and efficiency. d. break down jobs into their component parts in readiness for business process re-engineering..

Maxster, Inc., has a long-standing problem with theft from its warehouses. The director of HR is considering how she can identify applicants who are honest. All of the following are possible steps the director can take EXCEPT a. give polygraph tests after conditional job offers are made, since Maxster has legal "cause" because of its history of employee theft. b. ask the applicants if they have been convicted of felonies. c. have a background checking firm investigate applicants' backgrounds after a conditional job offer is made. d. have all applicants take an honesty test after warning them that faking can be detected and will eliminate them from consideration for employment.

The "new" psychological contract involves the expectation that employees will provide employers with a. increased productivity. b. permanent organizational membership. c. continuous maximum effort. d. total psychological commitment.

The Employee Polygraph Protection Act a. prohibits polygraph use for pre-employment screening purposes by most employers. b. prohibits private sector employers from using polygraph tests under any circumstances. c. prohibits government agencies from using polygraph tests except in circumstances where national security is involved. d. permits the use of polygraphs, but only when administered by a trained expert.

The HR Best Practices case regarding hiring of veterinarians at USDA focuses on how the agency was able to increase its recruiting success. All of the following were successful tactics used by the USDA in improving its recruiting EXCEPT a. giving recruiters a bonus per hire. b. a monetary hiring incentive for veterinarians joining the USDA. c. more flexible work scheduling. d. more telework opportunities.

The collection of unwritten expectations that both employees and employers have about the nature of their work relationships is called the a. psychological contract. b. organizational culture. c. implicit agreement. d. performance-rewards exchange.

The extent to which the work requires several different activities for successful completion indicates its a. skill variety. b. multi-tasking demands. c. low task identity. d. high autonomy.

Three factors (individual ability, effort level expended and organizational support) are the components of a. individual performance. b. efficiency of production. c. organizational effectiveness. d. employee motivation.

Three major factors determine individual employee performance in the organization. All of the following would be included under the factor of "support" EXCEPT a. confidence and sense of self-efficacy among employees. b. organizational training programs. c. up-to-date equipment and technology. d. availability of mentors.

WesternBioLabs, Inc., is in the process of laying off 10% of its shipping and receiving employees at the same time that it is hiring new hourly employees to staff a new night shift. WesternBioLabs is a. churning. b. restructuring. c. in violation of the WARN Act. d. spinning off employees.

When applying for a job as a history instructor at local college, Catherine was required to teach a class of sophomores on a history topic of her choosing. This is an example of a a. work sample. b. situational judgment test. c. behavioral interview. d. realistic job preview..

A disadvantage for employees who telecommute is that they a. are less productive than employees who work on-site because of lack of access to company resources. b. may have lower motivation because they are not physically present at company facilities. c. are assigned heavier workloads than employees who are directly supervised, so there is a higher level of overwork. d. are viewed by managers as less committed to their work and the organization.

A retail pharmacy chain is experiencing low profitability. It is looking into ways to cut costs. One of the members of the executive committee suggests reducing the number of pharmacists on staff, since they are the most highly-paid of the store employees. As director of HR, you are most concerned whether this move would a. meet short-term goals for cost-savings. b. be effective in meeting organizational objectives in the long run. c. invalidate the firm's management succession plans. d. be consistent with the organizational culture.

A/an ____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters. a. career potential evaluation b. assessment center c. multi-faceted selection process d. work simulation

Ability, intelligence, and conscientiousness are all examples of a. elements of job performance. b. selection criteria. c. predictors of selection criteria d. employability factors

All of the following are examples of enriching a job EXCEPT a. allowing a component-assembler to work without close supervision. b. assigning grocery store employees to cashier positions one month, stocking positions another month, and general maintenance positions another month with no change in pay. c. giving daily work station production reports to an assembly line worker at that station. d. assigning one hospital staff member to an in-patient's entire movement throughout the hospital.

All of the following are typical advantages of diverse work teams EXCEPT a. increased employee learning. b. reduction in co-worker conflict. c. higher levels of task-relevant knowledge. d. more employee involvement.

An organizational team formed to address specific problems, improve work processes, and enhance product and service quality, is called a a. task force. b. special-purpose team. c. standing committee. d. self-directed work team.

Clement is the recruiting specialist for an online retailing company in a mid-sized Missouri town. He has used every type of recruiting technique available to him to fill nineteen job openings. After all his efforts have been exhausted, exactly nineteen applicants with the minimum qualifications have been found. In this case, a. the yield ratio will be 50%. b. a selection process is not necessary. c. Clement's efforts have been successful because he managed to find an applicant for each opening. d. the labor market in this area can be described as "loose."

During the rebuilding efforts after a catastrophic earthquake along the New Madrid fault, qualified construction workers are in very short supply in the region from St. Louis to Memphis. As a result, the HR director of a large commercial construction company is proposing to the CEO that he consider hiring non-violent ex-felons who have served their sentences in prison who can be quickly trained to do basic construction jobs. The CEO is rather alarmed at this suggestion. The HR director's best argument is that although ex-felons are a non-traditional labor source, a. felons have so few other job opportunities they will be loyal employees. b. the CEO can either hire felons or lose out on potentially lucrative construction contracts. c. in order to encourage employment of felons the federal government gives their employers significant tax breaks. d. construction is a good job match for felons because it is a dangerous job which appeals to their risk-taking personalities.

Effective electronic screening of applicants can take all of the following forms EXCEPT a. questions that disqualify an applicant. b. elimination of all non-minority applicants. c. valid assessment tests. d. financial screening.

Employers recruiting for workers with specific skills are turning to ____________ to fill these needs. a. general job boards b. social networking sites c. specialty publications d. current employee referrals.

Job ____ refers to organizing tasks, duties, and responsibilities into a productive unit of work. a. structuring b. design c. re-engineering d. configuration

Measurable or visible indicators of the selection criteria are called a. reliable estimators.. b. predictors. c. essential elements. d. validators.

Men have been hit harder by job losses in the recent economic downturn because a. they tend to have higher seniority than women do, so they are laid off first. b. male-employee-dominated sectors such as manufacturing have experienced more severe financial losses than have female-employee-dominated sectors. c. women have been shown to be more productive and motivated employees than men. d. women make up a smaller proportion of senior executives and managers than do men, and downsizing has hit executive and middle-management ranks harder than lower levels in organizations.

Mimosa Clockworks has found that it has disparate impact in the proportion of Hispanic employees compared to the proportion of Hispanics in its labor market. The director of recruiting for Mimosa Clockworks should a. lower the job specifications for Hispanic applicants. b. begin advertising job openings on the local Spanish language radio station. c. continue its current recruiting practices because only organizations with Affirmative Action Plans are required to meet EEO guidelines. d. freeze hiring until qualified Hispanics apply for positions.

One of the advantages for employees of employee leasing companies is that they a. have employment contracts and are not at-will employees. b. may receive better benefits than they would otherwise get in many small businesses. c. tend to receive higher wages than if they were employed by a small business. d. can be regarded as self-employed for IRS purposes.

Pro-X Components, Inc., operates a factory in a small, depressed Rust Belt town in the Upper Midwest. The workforce is high quality because of the strong local work ethic and the good quality public education system. But, it has been difficult for Pro-X Components to fill all its operational job openings locally, and it is not easy to persuade people from outside the area to relocate to this isolated, struggling town. Which of the following situations would most likely IMPROVE Pro-X Components' geographic labor market quickly? a. an influx of retirees to this town as it grows as a retirement area. b. the closing of a medium-sized plant in the same industry in a town 10 miles away. c. the opening of a new junior college in the community. d. changes in government regulation of H1 visas so that Pro-X can hire highly-skilled foreign workers.

The ability to do an entire unit of work from start to finish contributes to the worker's ____ the job. a. knowledge of results of b. experienced meaningfulness of c. experienced responsibility for d. sense of autonomy over

The demographic composition of the workforce affects HR planning in all the following ways EXCEPT a. it affects the specific capabilities and skills of the workforce. b. makes it less likely that U.S. firms will need to outsource jobs internationally. c. it increases the need for work/life balancing as a retention tool. d. it affects policies on retaining employees who are past retirement age.

The information in the employee skills inventory data bank a. should be posted on the company's intranet to assist career planning. b. should be available only to those who have a specific use for it. c. can include information that is not directly job-related. d. is most useful in its measurement of the workforce's soft skills.

The process of choosing individuals who have needed qualifications to fill jobs in an organization is called a. recruitment. b. selection. c. job matching. d. placement.

The purpose of a/an ____ is to give applicants an accurate idea of the positive and negative aspects of the job so that they can more accurately evaluate the employment situation. a. pre-employment job disclosure b. realistic job preview c. truth-in-hiring approach d. job orientation

The veterinary assistants at a large veterinary practice alternate between working at the reception desk, working in the lab and X-ray department, and assisting the vets during office visits with patients. This is a type of a. job enrichment. b. job rotation. c. job enlargement. d. job re-design.

Trent has just become a recruiter for Peahen Products, Inc. In examining the existing applicant selection tests that Peahen uses, Trent comes across some tests he has not used in other organizations. One is a graphology (handwriting) test for conscientiousness and attention to detail.. Trent is of the opinion that if he gave applicants a graphology test as a personality test, it would be perceived as a. a reliable screening device. b. invalid. c. illegally discriminatory. d. fakable.

When Kevin applied for a job with a firm providing security to high-profile individuals, he was given a test for visual memory. This would be best classified as a. a psychomotor ability test. b. a cognitive ability test. c. an illegal test that discriminates against the disabled. d. a work sample test.

Which of the following individual characteristics is not a typically diversity concern addressed by HR? a. foreign origin b. status as a parent c. age/generational membership d. religion

Which of the following is NOT a form of feedback as a job characteristic? a. a customer complains to a sales representative that the equipment purchased was not as specified b. an information technology specialist sees that his employer's stock price went down over the last quarter c. a dog owner who compliments the job the groomer has done on her Cocker Spaniel d. blank student faces as a professor lectures on plate tectonics

Which of the following statements about the global labor market is FALSE? a. U.S. employers argue that if they cannot use cheaper foreign labor, they will be at a competitive disadvantage compared with firms that make use of this low-cost labor. b. U.S. employers find China a good location for outsourcing because of few governmental regulations on recruiting and hiring by foreign firms. c. An immigrant with a valid H1 visa can legally work in the U.S. for a U.S. employer. d. When U.S. employees are significantly more productive than foreign workers doing the same job, U.S. employers are often willing to pay higher U.S. wages and keep the jobs in the U.S.

Which of the following statements is FALSE regarding recruiting process outsourcing (RPO)? a. RPO typically does not include follow-up interviews with applicants after initial screening and onsite visits. b. The trade-off for cost-savings by using RPO is a reduction in overall quality of the applicant pool generated. c. RPOs generate cost-savings for HR departments partly by reducing the number of HR personnel the department must keep on staff. d. RPOs take over many of the administrative, but not strategic, functions of recruiting.

Which of the following statements is FALSE? a. Intelligence tests, such as the Wonderlic, must be justified as testing job-related cognitive abilities. b. Although integrity tests are somewhat fakable, personality tests are not because there are not clearly socially desirable answers. c. The Big Five personality traits can predict future work performance in different occupations. d. Personality is a unique blend of individual characteristics that affects how a person interacts with/his her work environment.

Which of the following statements is true? a. The increase in multiculturalism is decreasing the amount of effort HR must spend on diversity issues, since the "melting pot" effect is erasing the differences among individuals. b. By 2050 whites will make up less than half the population of the U.S. c. Diversity is a concept that applies exclusively to U.S. employers with workers who are located in the U.S. d. As older individuals retire out of the active workforce, diversity will be less of an HR management issue, since most employees who are uncomfortable with women and minorities are older.

Work is defined as a. productive contribution to society either for pay or for personal satisfaction. b. effort directed toward producing or accomplishing results. c. a collection of tasks and duties performed by one person. d. labor directed by others.

____ is a goal-directed drive, and is defined as the desire within a person causing that person to act. a. Ambition b. Motivation c. Effort d. Work ethic

"The reason I love my work," remarked a nanny for two pre-school boys, "is that I am able to make sure they get the best start in life possible as regarding affection, nutrition, and intellectual stimulation. They enter kindergarten as really well-adjusted children." This nanny feels her job has high a. feedback. b. autonomy. c. task significance. d. task identity.

A "passive" job seeker is one who a. is seeking a job merely because it is a requirement of receiving unemployment compensation. b. is conducting a haphazard and unplanned job search. c. has a good job and is not actively looking to change. d. an employed individual who cruises job boards looking for better-paying jobs.

A Baby Boomer manager of a Generation Y subordinate may a. find that the subordinate is overly risk-averse. b. realize that the subordinate's technological skills do not transfer effectively to the workplace. c. be irritated by the subordinate's constant questioning. d. be surprised that the subordinate places a low value on monetary rewards.

A new Gulf Coast casino is hiring over 1,000 employees for its resort opening. The casino's HR department is selecting applicants for formal interviews only after the applicants complete an online questionnaire. This is an example of a/an a. structured selection process. b. selection criterion. c. pre-screening process. d. multiple hurdles approach to selection.

A/an ____ takes over the staff of a small business and writes the paychecks, pays the taxes, prepares and implements HR policies, and keeps all the required records for a fee. a. employment agency b. payroll vendor c. professional employer organization d. third party employer

An "in basket" test is an example of a/an ____ test. a. psychological b. psychomotor c. work sample d. physical ability

Analyzing organizational turnover statistics by the employee's reason for leaving would identify a. what proportion of separations were functional and what proportion were dysfunctional. b. whether churn was occurring. c. if most employee turnover was controllable or uncontrollable. d. if employee turnover was voluntary or involuntary.

As the HR executive for a chicken-processing plant in a rural location, which of the following external supply factors would be the MOST important to you? a. the departure of college-educated locals to more thriving regions of the country. b. the quality of the high schools in the area. c. the availability of immigrants willing to work for low wages. d. the outsourcing of jobs to countries with lower wage levels.

As the unemployment rate rises a. the need for overtime also declines. b. voluntary turnover tends to increase. c. people available for work tend to have high qualifications. d. it becomes more difficult to fill jobs with skilled workers.

Bob has an opening to fill in his department. Although high performance is really needed from a new employee, Bob's organization has little to offer in the way of organizational support. The organization has no real training program, the technology the department uses is outdated, and the relationships among Bob's other subordinates are somewhat conflict-ridden. Which of the following statements is TRUE? a. Since organizational support is absent, it is unlikely high performance can be expected from any new hire. b. Bob should probably outsource this job to an independent contractor. c. In this situation, Bob is most likely to get high performance from the new hire if he selects an applicant with extremely high ability. d. In this situation, Bob will most likely get high performance from the new hire if he selects an applicant who is highly motivated and has a strong work ethic.

Cliff, the HR manager for a small firm, has hired a web designer to add a jobs section to the firm's existing website. Cliff should make sure all the following areas are covered: a. The careers button should be on the home page, with information on jobs no more than three clicks away. b. The advantages of working for the firm should be touted. c. Demographic data such as race, age and gender should be collected on the on-line application form. d. Applicants should be able build a résumé or paste in an existing résumé.

Ernest is a corporate tax specialist who has been working for a major heavy equipment manufacturer for the last 20 years. He was born in 1949. Assuming that Ernest is typical of his generation of worker a. Ernest will have a short-term orientation and he will expect that he be rewarded more quickly for work achievements. b. the organization will benefit when Ernest retires and a younger employee with fresher knowledge takes his place. c. Ernest is likely to be interested in either continuing to work full-time or in working part-time rather than taking full retirement. d. it is unlikely that Ernest would be interested in mentoring a younger worker because of generational conflicts.

Every application form should have all of the following disclosures or disclaimers EXCEPT a. the requirement for drug testing and other testing. b. how long the application will remain active. c. the organization's policy that employees who join a union will be terminated. d. that falsification of the information on the form can be grounds for serious reprimand or termination.

Germaine applied for an opening at Rotary Propulsion Systems (RPS) in May and took the company's aptitude test for entry-level management jobs. RPS did not call Germaine back for a second interview until September, and at that time, Germaine took the aptitude test again. Germaine's scores on the test were significantly different in May than in September. This is an indication that the test may not be a. valid. b. predictable. c. reliable. d. statistically significant.

HR forecasting periods of one to three years are considered to be __________ range. a. short b. interim c. intermediate d. long

HR planners can gain all the following data from governmental sources, such as state or regional economic development offices EXCEPT a. labor force populations. b. industry trends. c. estimates of dysfunctional turnover. d. net migration into a region.

Hector Printers & Publishers, Inc., has a reputation as a troubled firm in a declining industry. As the new director of HR, you explain to the CEO that the company's poor image is probably resulting in all of the following EXCEPT a. fewer high-quality applicants apply for jobs at Hector P&P than at its competitors. b. turnover of current employees is higher than at its competitors.l c. Hector's total costs of recruiting and selection are lower than at its competitors. d. recruiting top performers is more difficult than for its competitors.

In the ____ approach for choosing among applicants, a minimum cutoff score is set on each predictor, and to be considered, each applicant must have at least the minimum score on each predictor. a. universal predictor b. compensatory c. multiple hurdles d. combined predictors

Job design can affect all of the following EXCEPT a. absenteeism. b. job satisfaction. c. organizational strategy. d. job performance.

More than anything else, placement of human resources should be seen as a/an a. public relations activity. b. operating management responsibility. c. matching process. d. marketing tool.

Sally, a recruiter for Boswell-Swift, Inc., in Oregon, made an offer to Kurt, a high-potential graduating college senior in Florida. Sally was positive that Kurt was excited about the job offer, but two days after the offer he rejected the offer. In a follow-up phone call, Sally learned that Kurt had learned about a nasty internal political situation at Boswell-Swift, and he did not want to work in such a tense atmosphere. Which of the following statements is most likely to be true? a. Kurt probably learned of this situation when he made his brief on-site visit to the company. b. This information was likely on a blog connected with Boswell-Swift's official web site. c. Kurt probably found out about this situation on a social networking site. d. This kind of information is frequently revealed in realistic job previews, which Kurt was given.

The "new" psychological contract between employers and employees includes the expectation that the employer will provide the employee with a. secure jobs. b. career progression within the organization. c. career development opportunities. d. steadily increasing pay.

The ____ is composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished. This is the regular entity for the internal decision making process of the firm. a. special-purpose team b. quality circle c. self-directed work teams d. strategic work groups.

The extent to which an employee feels linked to organizational success is called a. motivation. b. identification with the organization. c. employee engagement. d. organizational commitment.

The internal supply of an organization is affected by all the following EXCEPT a. promotions. b. training and development programs. c. graduation rates from local colleges. d. lateral transfers.

The process of generating a pool of qualified applicants for organizational jobs is called a. requisitioning. b. pre-screening. c. recruiting d. selection.

The purpose of a/an ____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process. a. personality test b. application form c. selection interview d. reference check

The requirements for specific government-issued licenses or professional certifications define ________ labor markets. a. global b. industry c. technical d. government civil service

The use of temporary workers would be most appropriate in which of the following situations? a. The company has a high rate of turnover among its regular employees b. The employer has received a long-term contract from the Federal government for oceanic research. c. A tax preparation company handles mostly individuals and has few business clients. d. The organization is a start-up company with a competitive strategy of continuing expert customer service.

____ employees work from remote locations via electronic computing and telecommunications equipment. a. Remote b. Contingent c. Teleworking d. Pseudo

____ is a positive emotional state resulting from evaluating one's job experiences. a. Organizational commitment b. Psychological fulfillment c. Job satisfaction d. Engagement in one's work

In the typical division of HR responsibilities for selection, the HR unit will a. make the final selection decision. b. interview final candidates. c. requisition employees with specific qualifications. d. obtain background and reference information.

Kathleen is the Director of HR for a resort hotel that is opening on the Mississippi Gulf Coast in an area that already contains a number of hotels and casinos. In addition, Hurricane Katrina reconstruction has lured many potential employees to high-paying construction jobs. Consequently, the labor market for hotel employees of all kinds is very tight. The owner of the resort hotel has exhausted almost all of her capital and credit in building the hotel, and has told Kathleen that labor costs will be a major factor in the company's success or failure. Kathleen is not worried about filling the lower-skilled hotel jobs such as maids, housekeeping staff and restaurant workers because she plans to a. offer higher wages than the competitors and so "steal" trained employees from the other hotels and casinos. b. staff the hotel with only half the usual complement of employees, and rely on heavy use of over-time pay. c. hire college students on summer vacation. d. hire a staffing firm that provides rotating crews of Haitian workers on temporary work visas.

Mark is unhappy with his new job as a first line supervisor at the call center. He dislikes trying to motivate his subordinates to increase their productivity. He is dreading having to give the upcoming performance appraisals to his subordinates. Mark finds the job boring and watches the clock all afternoon, longing for the end of his shift. He is planning to apply for another job either within the organization or outside the organization. Mark is experiencing a. poor person-organization fit. b. burnout. c. the result of negligent hiring. d. poor person-job fit.

Megan has been working with her supervisor on the Filbert's Fast Foods account for six months. Yesterday, Megan's boss told her that she is capable of handling the Filbert's Fast Foods account on her own from now on, but she can come to him for advice at any time. Which of the following statements is TRUE? a. Megan will be able to use a greater variety of skills at her work now. b. Megan's job has more significance. c. Megan's job will provide her more feedback than before. d. Megan's job now allows her more autonomy.

One of the top challenges faced by family-owned firms is a. fairly compensating "outsiders" in comparison to family members in similar positions. b. anti-nepotism legislation. c. providing jobs for extended-family members. d. attracting "outsiders" with key capabilities into the firm.

Recommendations for successful recruiting include all the following processes EXCEPT a. using different recruiting media for different external labor markets. b. measuring the effectiveness of its recruiting efforts. c. using professional and social networking on the Internet as recruiting tools. d. keeping the recruiting function in-house to better mesh recruiting with organizational strategy.

The increasing number of telecommuting employees has led to a. a reduction in the number of hours worked on average in the U.S. b. a decrease in the amount of bias against protected classes because face-to-face interaction with supervisors is limited. c. significant changes in federal and state employment laws. d. an increase in electronic monitoring of employee activities by employers.

Which of the following is a fundamental purpose of the application form? It provides a. the initial document for the organization's EEO/affirmative action plans. b. a defense in an ADA discrimination case. c. a record of the employer's desire to hire someone for an open position. d. a basic employee record for applicants who are eventually hired.

he U.S. Department of Labor uses "separation" to mean a. functional turnover b. dysfunctional turnover. c. layoffs for economic reasons. d. employee departures for any reason.

Which of the following statements is TRUE? a. A company may require applicants to take a drug test even before a conditional job offer has been made. b. A pre-employment health checklist can be required of applicants before a job offer is made, but physical medical exams cannot be made until after a conditional job offer. c. A drug test is considered a medical exam and cannot be administered unless a conditional job offer has been made. d. Companies may ask questions about the job applicant's current medical condition, but not past medical problems.

a. A company may require applicants to take a drug test even before a conditional job offer has been made.

The COO of a nursing home chain is having lunch with the director of HR. Turnover of employees in the lower-skilled jobs is very high. The COO remarks bitterly that these employees "will abandon ship for a measly dollar an hour. They have no loyalty to us." As HR director, you reply a. since pay at this company runs 18% below market, high turnover rates are unavoidable. b. we need to implement more generous benefits to retain these employees. c. we must be more selective in the people we hire in these positions. d. this information is probably an artifact of the exit interviews and that the real reason for turnover lies elsewhere.

a. since pay at this company runs 18% below market, high turnover rates are unavoidable.

Which of the following statements is FALSE? a. Mark is a contingent employee of Perspectivo. He can legally work for another organization at the same time. b. Amy works for Perspectivo as a contingent worker. For legal purposes, she is an employee. c. Clark works for Perspectivo through an employment agency. Clark is a contingent employee. d. Gidget is an independent contractor for Perspectivo. Her contract limits her pay and the time period for which she will do work for Perspectivo.

The high school principal sighs as she examines the list of resignations for the upcoming school year. She says, "I guess there's no way we can keep good people from leaving for other schools if we can't pay top salaries. We have competitive pay, but that's just not enough." As director of HR for the school district, you tell the principal a. "You're right. Money is the main reason people stay in a job, so we need to consider how to raise salaries." b. "No. When pay is competitive, other job factors have more impact on turnover." c. "No, in service sector jobs, people are motivated more by the psychological aspects of the work than by tangible rewards." d. "Actually, most of our teachers are women, and they usually leave jobs for involuntary reasons connected with their families, so pay is not a big factor in their retention."

b. "No. When pay is competitive, other job factors have more impact on turnover."

A job description identifies the a. knowledge, skills, and abilities an individual needs to do the job satisfactorily: b. tasks, duties, and responsibilities of a job. c. contribution of the job to the strategic goals of the organization.. d. minimum performance standards for the job.

b. tasks, duties, and responsibilities of a job.

Arden Insurance's claims processing facility has been the major employer in the town of Arden for over 20 years, drawing mainly on workers with minimal skills and high-school educations. Now, a large telemarketing firm is opening an operation in Arden which will also employ low-skilled workers. Which of the following statements is TRUE? a. Since Arden and the marketing firm are in different industries, the impact on Arden's workforce will be minimal. b. The telemarketing firm probably targeted the local area because it can benefit by hiring away Arden's trained workforce. c. If Arden cannot offer competitive or higher wages than the telemarketing firm, it needs to determine if its current employees are satisfied with the intangible aspects of their jobs. d. Workers in rural areas tend to be loyal to their employer, so Arden's current employees are likely to stay with Arden.

c. If Arden cannot offer competitive or higher wages than the telemarketing firm, it needs to determine if its current employees are satisfied with the intangible aspects of their jobs.

____ indicate what the job accomplishes and how performance is measured in key areas of the job description. a. Employee specifications b. Job criteria c. Performance standards d. Employee competencies

c. Performance standards

Which of the following statements is TRUE with regard to personality and mental ability tests? a. Tests of general mental ability have been demonstrated to not discriminate against protected classes. b. Personality tests can predict the long term career success of an individual, but not performance on a particular job. c. Recent research shows that personality explains little about actual job outcomes.. d. Personality tests are rarely used today as a selection device because of applicant objections to invasion of privacy.

c. Recent research shows that personality explains little about actual job outcomes..

WeStorIt, Inc., requires all candidates who receive conditional job offers to take a physical ability test that requires them to be able to lift 50 pounds from the ground to a height of three feet for 30 minutes at a time, to be able to push a trolley loaded with 500 pounds of weight for 100 yards, and to walk up three flights of stairs, among other requirements. This test is required for warehouse workers, warehouse supervisors and office managers. Which of the following statements about this test is TRUE? a. This test is legal because it is not used to pre-screen applicants. b. Employers can use this test because a conditional job offer has been extended. c. This test is not clearly linked to job requirements. d. If physically disabled applicants apply for these jobs, it is not discriminatory to eliminate them with pre-screening questions.

c. This test is not clearly linked to job requirements.

The labor market in the region is fairly tight. As recruiting director for Clarendon County Medical Center, you need a number of patient aides, practical nurses, and technicians, as well as medical receptionists and insurance clerks. The upcoming job fair that will be most useful for meeting your recruiting goals will be a. a general job fair in the Clarendon County Auditorium. b. a nationwide virtual job fair for experienced medical professionals. c. a job fair for a consortium of regional vocational and technical schools with medical programs. d. a drive-through job fair held at the local mall.

c. a job fair for a consortium of regional vocational and technical schools with medical programs.

Which of the following is a characteristic of computerized job analysis? a. difficulty in identifying mismatches between job scores and salary survey data b.lack of legal precedent for using computerized job analysis to defend lawsuits c. a reduction in the time and effort involved in writing job descriptions d.results cannot be used to develop job evaluation weights

c. a reduction in the time and effort involved in writing job descriptions

If an organization wants to know how competitive it is with other firms for top job candidates, it would learn the most from analysis of a. yield ratios. b. success base ratios. c. acceptance ratios. d. fill rates.

c. acceptance ratios.

Gerard has spent the first 15 minutes of his job interview relating his education and work experiences to the interviewer. This is a ____________ interview. a. behavioral b. competency c. biographical d. non-directive

c. biographical

The __________ approach to job analysis considers how the employees knowledge and skills are used: a. traditional b. individual responsibility c. competency d. knowledge-based

c. competency

The great advantage of structured selection interviews over unstructured interviews is their a. naturalness and ability to set the candidate at ease. b. effectiveness at organizational branding. c. consistency in evaluation of candidates. d. flexibility in pursuing unexpected information about the candidate.

c. consistency in evaluation of candidates.

In some industries, such as ____, unions have traditionally supplied workers to employers. a. auto manufacturing b. publishing c. construction d. mining

c. construction

The work sampling type of observation: a. gives a more detailed picture of the work than continuous observation b. is useful for both routine and non-routine jobs c. determines the content and pace of a typical workday through statistical sampling of current actions d. is more expensive to conduct than continuous observation bc of the statistical calculations involved.

c. determines the content and pace of a typical workday through statistical sampling of current actions

Clear, precise statements on the major tasks, duties, and responsibilities performed are contained in the ____ section of the job description. a. identification b. general summary c. essential functions and duties d. specification requirements

c. essential functions and duties

Which of the following metrics is a quality measure? a. fill time b. cost per hire c. success base rate d. yield ratio

c. success base rate

A distinctive, identifiable work activity composed of motions is a: a. responsibility b. job c. task d. duty

c. task

Piaffe Products has 15 employees quit 2010 and an additional 10 are fired for poor performance. At midyear there are 50 employees. Piaffe;s turnover rate is: a. 10% b. 20% c. 30% d. 50%

d. 50%

How can recruiters easily and accurately track responses to advertisements in various media? a. Advertise different jobs in different media. b. Ask applicants where they learned of the position. c. Use only a few different media. d. Code ads in different media by using different contact names.

d. Code ads in different media by using different contact names.

Which of the following interview questions is MOST useful? a. Do you enjoy challenging work? b. What was your major in college? c. Tell me all about yourself. d. Describe your management style.

d. Describe your management style.

Which of the following statements in a job description is MOST appropriate? a. The employee may be required to make overnight trips from time to time. b. Greets all customers promptly and courteously. c. Generates sales of at least $150,000 per month. d. Lifts boxes up to 50 pounds to a height of two feet, 10 to 20 times per day.

d. Lifts boxes up to 50 pounds to a height of two feet, 10 to 20 times per day.

As director of HR, you are organizing the process of analyzing all the jobs in the organization. Bc your employer is an oil exploration firm with many engineers and scientists: a. you will rely heavily on these employees to complete task diaries bc knowledge workers willingly cooperate with this type of request b. work sampling would be the most cost effective, unobtrusive and accurate method of collecting task data c. much of the needed data can be collected by observation because most of these jobs have an observable cycle. d. you will have to call on many subject matter experts for panel interviews

d. you will have to call on many subject matter experts for panel interviews

A comprehensive analysis of all current jobs in the organization can answer all of the following questions EXCEPT a. What is the external labor market for each job? b. How many individuals are performing each job? c. What are the reporting relationships of the jobs? d. How essential is each current job?

A legitimate concern with diversity programs is that a. they may be perceived as benefiting only certain groups of people and not others. b. diversity is a process to promote social justice, but it does not have offsetting benefits in terms of organizational performance. c. companies with well-known diversity programs tend to have minorities over-represented in their workforces. d. the programs required to include protected groups in the workplace, such as women, involve excessively expensive and disruptive changes to policies and procedures.

Each of the following is one of the Big Five personality characteristics EXCEPT a. leadership. b. extroversion. c. emotional stability. d. openness to experience.

Erica is in client relations for a large financial services firm in Atlanta. Her job is being changed from working with local clients to a telecommuting position where she will work largely from her home office. She is being assigned clients in Korea, India, Britain and Brazil. Although Erica can see many advantages of this change, she is also concerned about negative effects. All of the following are potential negative effects of telecommuting EXCEPT: a. loss of autonomy. b. working excessively. c. managing differences in time zones. d. increase in stress.

From the employee's point of view, the traditional psychological contract has changed mainly because of a. organizational downsizing and the layoff of long-term loyal employees. b. the transition of the U.S. economy from a manufacturing to an information-based economy. c. declining real pay which has not kept up with the cost of living. d. employers favoring younger, less-expensive Generation X and Y employees over the more highly-paid Baby Boomers and Matures.

Hector Graphics is conducting a vigorous recruiting campaign aimed at hiring a 12 new employees, usually within two months. Hector Graphics is engaging in __________ recruiting. a. intensive b. targeted c. focused d. crisis

Henry, a manager for a floor covering manufacturing firm, is attending a presentation by a consultant discussing needed changes in operations to apply information gathered in workflow analysis regarding product development, customer service and service delivery. "Looks like the company is implementing ____." Henry thinks to himself. a. re-engineering b. outsourcing c. job redesign d. workforce reductions

In severe economic downturns, such as the Great Depression and the current recession, a. pockets of worker shortages exist for certain types of workers. b. worker shortages exist, but only in areas with scarce, high-level skills. c. employers have little concern about retention of employees, because employee have few employment options. d. talent surpluses exist across industries and regions.

Information that can be helpful in distinguishing between jobs in a job analysis include all of the following EXCEPT a. the social prestige of the job. b. interactions the job holder must have with others. c. the financial impact of the job on the organization. d. the working conditions of the job.

Jill graduated with her MBA during a severe economic recession in the region. The only acceptable job she could find was in a bank officer training program for a major national bank. Jill was one of the top candidates when she was hired by the bank. She has been with the bank for three months and has become disillusioned with it. Jill feels that the individual bank customers are not valued, that the bank refuses loans to small business borrowers who are good risks, and that the bank engages in misleading advertising. Jill is experiencing a. poor person-organization fit. b. a realistic job preview. c. the result of negligent selection by the bank. d. poor person-job fit.

Job enlargement involves a. broadening the scope of a job by expanding the number of different tasks to be performed. b. increasing the depth of a job to provide more autonomy. c. increasing the amount of impact the job has on other people. d. shifting a person from job to job to increase variety.

Lack of a fit between the person and the job is most likely to result from a. mistakes in evaluating the person's KSAs. b. improper employee training. c. negligent hiring. d. a lack of a positive company "brand" that attracts qualified applicants.

Mark was terminated because his poor client relations skills resulted in a major client leaving the firm for a competitor. This is an example of a. involuntary turnover. b. a voluntary separation. c. uncontrollable turnover. d. dysfunctional turnover.

The HR planning process begins with a. reviewing the organizational strategic planning objectives. b. scanning the external environment for changes affecting the labor supply. c. analyzing the internal inventory of HR capabilities. d. forecasting the relationship between supply and demand for human resources.

The ____ includes all individuals available for selection, if all possible recruitment strategies are used. a. labor force population b. external labor market c. recruitment pool d. applicant population

The ____ pool consists of all persons who are actually evaluated for selection. a. applicant b. selection c. labor d. talent

The most basic building block of HR management functions is a. job analysis. b. organizational culture. c. the human capital of the firm. d. job design.

The most crucial component for diversity programs in organizations to succeed is a. the support of top management. b. governmental enforcement agencies that actively pursue EEO complaints. c. a minority community that is committed to achieving success based on individual merits. d. an organizational culture of performance-based rewards.

Which of the following statements about using the Internet for recruiting is FALSE? Internet recruiting a. makes EEO record-keeping more simple. b. allows some of the selection process be conducted virtually. c. easily allows nationwide and global recruiting. d. can target specific audiences.

Which of the following statements is FALSE? a. If disparate impact exists between the employer's workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts. b. Affirmative Action Plans include hiring goals for protected classes that the employer must try to meet with its recruiting efforts. c. It would be discriminatory for a race track to advertise job openings for "exercise boys." d. If a company has few Somali employees in a community with a large Somali presence, a good recruiting strategy is to have company employees who are Somali to help with recruiting..

Which of the following statements is TRUE about job boards? a. Job boards enable job seekers to submit résumés to many employers simultaneously. b. Much of the information companies provide on job boards is intended to mislead competitors. c. Applicants hired from job boards have worse average performance levels than applicants hired via social networking media. d. A high proportion of applicants using job boards are unemployable.

____ involves fitting a person to the right job. a. Placement b. Orientation c. Selection d. Staffing

For the position of firefighter in Smallville, the physical requirements are rigorous and selection involves many ability tests. Mark is hearing-impaired in both ears even with hearing aids. This impairment caused him to be disqualified even though Mark passed all the other physical tests and pencil-and-paper tests. This is an example of a. the compensatory approach to performance predictors. b. the multiple hurdles approach to selection. c. discrimination under the ADA. d. person-organization mismatch.

Greta has taken over as manager of HR for a small company. The previous HR manager had kept every scrap of paper that crossed his desk for 10 years. Greta is determined to clear out all the unnecessary "junk" left over from her predecessor that is filling cardboard boxes in her office. Greta knows she should keep all applications and hiring related documents and records for ____ before they can be discarded. a. one year b. three years c. five years d. 10 years or until the company is dissolved or purchased.

Which of the following types of data should be included in an inventory of employee skills and capabilities? a. employee tenure in each job b. marital status and willingness to relocate c. working relationships within the organization d. education and training levels

A vendor of selection tests has called on the recruiting manager for Maxster Merchandisers, Inc. The vendor is promoting an honesty test which scores he says are strongly negatively correlated with theft. Maxster has had a long-standing problem of employee theft from warehouses. The recruiting manager asks to see some statistics. The vendor says that a high score on the test has a correlation coefficient of ____ with shoplifting behavior. a. -.2 b. .1 c. .6 d. -.8

According to the textbook, when managers are responsible for entering and updating employee information in skills databases, a. they tend to minimize the skills of subordinates who they consider threats to their own advancement. b. they tend to exaggerate their subordinates' proficiency levels in order to appear to be more competent leaders. c. they may minimize the skills of their most productive subordinates for fear the subordinates may be transferred. d. the accuracy and completeness of the data is inadequate because of strict privacy regulations over individual employee data.

All of the following are positive multi-generational management activities EXCEPT a. Recently-graduated Milo helps a middle-aged manager learn how to send tweets. b. Milo (26), Clark (37), and Clarissa (62) are members of the policies and procedures revision committee. c. teams of high-potential employees are comprised of individuals who have at least 15 years of potential future tenure at the organization. d. Clarissa, a senior employee benefits manager, is mentoring Milo who has just joined the organization fresh from college.

Amanda, a recruiter for Maxster, Inc., is looking over the file for an interesting candidate for a managerial position. Although the applicant has listed an MBA from a reputable school on his application (which Amanda has verified), he has scored poorly on tests of written and verbal communication. Moreover, the applicant gives his former job title as team leader (which Amanda has verified), but his MMPI test shows he is low on agreeableness and is an introvert. Otherwise, the applicant is highly promising. How should Amanda resolve these discrepancies? a. Amanda should have the candidate's background investigated by a detective. b. Amanda should give the candidate an honesty test to see if he is fabricating his capabilities. c. Amanda should engage the applicant in an in-depth interview. d. Amanda should have the applicant take additional personality and ability tests.

An "employment game" would be most useful for a job that a. has a positive image among the general public. b. is routine and predictable. c. involves a certain amount of adventure or drama. d. is in a fairly well-understood occupation or industry.

Beckenkall Consulting is a rapidly-growing management consulting firm. As it expands, it needs to hire a number of new consultants every year. The failure rate of new consultants has been too high. The director of HR has decided to see if the success rate of new hires can be increased by selecting applicants who not only have all the technical qualifications, but also have the same personality as successful consultants now working in the firm. Consequently, the HR director gives all the high-performing consultants the MMPI. She sees that there is one dominant type of personality in this group. Now, she has told the manager of recruitment to give the MMPI to applicants as one of the hurdles they must clear before being hired. This is an example of a. a test of reliability. b. post-hoc validity. c. a concurrent validity approach. d. a predictive validity approach.

Begley Medical Center is recruiting for an oncology nurse practitioner. It would be most effective for Begley Medical Center to advertise a. on a general job board such as Monster. b. on the Begley Medical Center website. c. on the website of the oncology nurse practitioner professional organization. d. on a social networking site such as Facebook.

Hector Graphics, Inc., is laying off a number of its skilled designers because of the loss of some major clients. Priam Designs, Inc., is Hector Graphics' major competitor. Priam Designs landed a couple of Hector Graphics' old clients, and Priam Designs expects to gain more clients in the next 12 months. As the HR director of Priam Designs, Inc., you approach the CEO to ___________________. You believe that this will maintain morale at Priam Designs while increasing its numbers of designers. a. advise terminating 15 percent of Priam Designs' lowest-performing designers and replacing them with high-quality former Hector Graphics designers. b. discuss freezing designers' salaries at Priam Designs because Priam Designs' designers will have fewer alternative employers in the area now that Hector Graphics has downsized. Then you will hire new Priam Designs employees at the frozen salaries. c. propose that new designer positions should be created at Priam Designs for designers so that you can hire the best designers Hector Graphics is laying off. d. outsource design work to laid-off Hector Graphics designers as independent contractors because they will be eager for any work, and they will be willing to work for lower salaries without medical and other benefits.

Herman is the newly-hired director of HR for a department store. Herman's major objective is to improve sales staff productivity. After careful observation, Herman has discovered that staffing levels in each department are maintained at the bare minimum in order to save labor costs. The store's competitive strategy is reflected in the motto "Quality Customer Service: Each Time, Every Time." Herman concludes that a. the job description of sales staff must be redesigned so that the staff can perform both sales and customer service activities. b. the organization should be restructured so that sales staff do not have to report to a sales manager. c. the HR activities of the store are not aligned to contribute to organizational effectiveness. d. the company should consider hiring contractors to increase the number of sales staff in each department.

If an employer lists the designation EEO/M-F/AA/ADA in its employment advertisements it indicates a. the employer must preferentially hire minorities and disabled persons. b. the company has been found liable in a discrimination lawsuit. c. the employer has a policy of complying with equal employment regulations. d. the employer has found disparate impact in its workforce and is seeking to remedy it by encouraging diversity in job applicants.

If an employer plans to tap nontraditional workers, it should be prepared to do all of the following EXCEPT a. be flexible in work scheduling. b. invest in training for workers. c. pre-adapt its work stations for all major disabilities. d. cooperate with non-profit groups who work with people with protected classes.

The Immigration Reform and Control Act of 1986, requires employers to a. cooperate with annual audits of HR records by ICE agents. b. send copies of all documents submitted by employees to the Immigration and Naturalization Service within 48 hours of hiring. c. determine whether the job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring. d. contact the Department of Homeland Security within 24 hours if an illegal alien applies for a job with a government contractor, in the transportation sector or in sensitive industries.

The recruiter for Asphodel Photo Supply is scanning a résumé. The individual, a woman, is highly qualified for the position which Asphodel has open. The position requires two weeks of travel per month. Her résumé has a section headed "Hobbies and Activities." In this section, she lists membership in a club called "Parents of Multiples," an organization for parents who have twins and other multiple-birth children. a. Since the applicant has voluntarily submitted this information, the recruiter can legally use this information in the hiring decision. b. The individual included illegal information on her résumé, which justifies the recruiter in discarding the application. c. Legally, the recruiter cannot use this information in making a selection decision. d. The recruiter should ask the applicant how she plans to arrange for care of her children during travel assignments.

The recruiter interviewing for customer service telephone representatives tells the applicants that many of the callers are upset and angry, and that some will even use offensive language when speaking with the representatives. The recruiter also informs the applicants that they will be required to be polite, helpful and professional in dealing with all callers, and that their calls will be monitored by their supervisor. They will also work in windowless cubicle in rooms holding 100 other customer service representatives. The applicants are allowed to listen to a selection of pre-recorded actual customer calls and shown the room in which they will work. This is an example of a. pre-employment screening. b. a stress interview.. c. a realistic job preview. d. a situational interview.

The three phases of business processes re-engineering are a. analyze, diagnose, design b. unfreezing, changing, refreezing. c. rethink, redesign, retool. d. job analysis, job description, job specification.

Voltra, Inc., is planning to fill a number of openings for entry-level professionals. The selection process is quite extensive and includes several levels of individual interviews, team interviews, and psychological tests, as well as general ability tests. Much of the interview time is spent on the applicant's philosophy of life and work. Voltra, Inc., is highly concerned with a. defining who is an applicant. b. complying with EEO and ADA requirements. c. person-organization fit. d. matching the person to the job.

What is the purpose of pre-employment screening? a. to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job b. to weed out applicants with arrest records and convictions c. to determine if applicants meet the minimum qualifications for open jobs d. to obtain information for EEO and Affirmative Action reports

When an organization ignores diversity issues a. it enables employees to get along with one another because no employees are being singled out for preferential treatment on the basis of their race, gender or other non-job-related attributes. b. the amount of conflict within the organization is reduced, because disputes based on non-job-related characteristics are resolved internally. c. it is exposed to potential lawsuits by protected class employees. d. the organization can focus on strategic issues that enhance the organization's sustainable success.

When the depth of a job is increased by adding responsibility for planning, organizing, controlling, and evaluating the job, ____ has occurred. a. job enlargement b. task significance c. job enrichment d. job enhancement

Which of the following HR policies would be LEAST effective in reducing environmental effects and energy costs created by the organizations? a. telecommuting. b.global virtual work teams. c. flextime. d. compressed work week.

Which of the following best describes the responsibility for HR planning? a. HR planning is mainly the responsibility of the top HR executive. b. Typically, HR planning is the responsibility of operating managers. c. HR planning requires cooperation of HR professionals with organizational executives and managers. d. HR planning is the responsibility of the organization's top management.

Which of the following organizational events would NOT affect HR planning? a. revisions of the state's licensing requirements for key professional jobs in the organization. b. technological changes in the manufacturing process. c. changing the IT software used by the company. d. opening a branch office in Johannesburg, South Africa.

Which of the following reasons is the most important reason for assessing the external workforce when doing HR planning? a. the limited supply of potential employees for all jobs in the firm. b. the uncertainty of the organization's internal labor market. c. the organization must draw from the same labor market that supplies all other employers. d. the organization must meet certain affirmative action quotas.

Which of the following statement is TRUE regarding forecasting methods? a. Subjective judgment has no place in modern HR forecasting which depends entirely on hard, objective data. b. Statistical regression analysis is a well-established judgmental method for forecasting. c. Forecasting is a combination of quantitative methods and subjective judgment. d. Complex computer simulations are able to project HR supply and demand accurately over the long-range, but short-run projections are more error-prone.

Which of the following statements is FALSE? a. Employment tests that can be "gamed"by cheaters make the fairness of a testing system suspect. b. The more important the employment test, the more likely it is to be targeted by cheaters. c. Electronic assessments are growing in use because they are harder for job applicants to "game" than are paper-and-pencil tests or interviews. d. If an employer's test is easy to fake or to cheat on, it makes it more likely that the applicants hired by the company are dishonest people.

Which of the following statements is TRUE? a. Twitter is little-used by recruiters because of the 140-word limit. b. The broad reach of Internet recruiting has significantly reduced the amount of discrimination against minority job seekers because it enlarges the applicant population exponentially over traditional recruiting methods. c. If a recruiter checks an applicant's Facebook account, learns that the applicant is Jewish, and then rejects the applicant, the company may be exposed to an EEO discrimination complaint. d. An advantage of Internet recruiting is that it streamlines EEO data gathering because everyone who accesses a job website is considered an applicant for legal purposes.

Which of the following statements is TRUE? a. It is illegal for an employer to continue to hire new employees at the same time it is laying off other employees. b. When long-service employees leave the firm, the turnover is often functional because they no longer act as a brake on the introduction of new technology and new work processes. c. The turnover of poor performers is considered functional, so HR managers find that turnover of minor concern. d. Involuntary turnover is turnover that the organization has no control over.

A/an ____ is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for employees. a. assignment b. position c. employment specification d. job

A nursing home is opening in a mid-sized Northwestern city. It would be most logical for the organization to recruit for patient aides in the ____ labor market. The job pays just above minimum wage. a. Northwestern states b. statewide c. three-county d. city

Alicia is an assistant HR manager for one of the largest law firms in the state. She has been assigned to estimate and categorize the outflows from the law firm's ranks of paralegals. All of the following types of organizational turnover would be considered controllable turnover EXCEPT a. termination of paralegals for poor performance. b. layoff of surplus paralegals at a branch location. c. promotion of a paralegal to a management position. d. retirements of paralegals.

All of the following are legal concerns about Internet recruiting EXCEPT a. potential wrongful termination lawsuits if managers post comments about subordinates' demographics. b. discrimination lawsuits if potential employers see information on social networking sites that reveal protected class status. c. what actions qualify an person visiting a job website as an applicant for legal purposes? d. the higher level of applicant fraud and exaggeration of qualifications compared with traditional recruiting methods.

All of the following are useful ways to integrate Hispanic employees into a majority-dominated workplace EXCEPT a. English language classes.. b. social events attractive to all workers. c. work groups that include Hispanic workers. d. mandating an English-only workplace.

Although Kathleen has a healthy lifestyle, she is suffering from high blood pressure and headaches. When she talks with her co-workers in the department, she finds that a number of them have high blood pressure, sleep disorders and other stress-related medical problems. It would be prudent for the HR manager to consider a. outsourcing these jobs to eliminate these unhealthy workers. b. enriching the jobs in this department. c. introducing flexible scheduling. d. examining the job design in this department.

Anthony's performance has been lower in the last six months than his average in the previous three years. Anthony's supervisor wants to understand if there are reasons within the organization's control that are causing Anthony's performance to slide. Anthony's job assignment has not changed, so the supervisor must consider all of the following factors EXCEPT a. whether Anthony is having trouble working with new job software. b. if Anthony's new co-workers are poor performers. c. whether the supervisor herself has changed how she manages Anthony. d. if Anthony's capabilities have changed.

Clement, the director of staffing for a large advertising and public relations firm, is trying to estimate how many openings for web designers will be staffed from various sources: promotions, transfers, and new hires. Clement is determining the _________ for this job. a. "make or buy" ratio b. placement ratio c. staffing ratio d. fill rate

Collette is the director of HR for a large tax-preparation firm. The firm needs to quickly hire large numbers of tax preparers for tax season. Collette is short-staffed, so she plans to outsource much of the recruiting process without excessively limiting her final hiring decisions. Collette would find all of the following processes appropriate to outsource to a an employment agency EXCEPT a. Internet advertising placement. b. preliminary screening of résumés. c. design of advertisements. d. face-to-face interviews with finalists.

Erin, the director of HR for a large insurance company, is evaluating locations in different states for appropriateness of relocating the company's headquarters. The external supply of potential workers plays a dominant role in the decision. Erin needs to analyze all of the following factors regarding the external supply of labor EXCEPT a. the number and types of graduates from schools and colleges in the different locations. b. economic forecasts for the next three years for the different locations. c. the anticipated shifts in the technology of the work processes in the insurance company. d. the anticipated attrition from each job in the organization for the next three years.

For the last five years, the director of HR for BiscuitMan Foods has given all new hires an "interpersonal intelligence" test. Now, the director is asking his assistant to calculate the correlations between each employee's test score and his/her performance appraisals, promotion records and whether they have stayed with the firm or have left. The HR director is conducting a a. synthetic validity test. b. concurrent validity test. c. face-validity test. d. predictive validity test.

Gerald is an experienced HR manager. In examining the content of an applicant's application form, he knows he will definitely need to check all of the following information EXCEPT a. the applicant's claim to have a master's degree from Michigan State University. b. the applicant's previous job title as Chief of Dietetics. c. the applicant's employment at the Veteran's Hospital from 1992 to 2007. d. the applicant's claim to be a member of a protected class.

HR staffers are LEAST likely to make the final hiring decisions when ____ positions are filled. a. administrative and clerical b. supervisory c. entry-level d. middle management.

Herbert, the executive vice president of HR for an international bank, has learned that a high-level market specialist has resigned unexpectedly. This specialist makes $250,000 per year in salary. Herbert wonders how he will manage to absorb the cost of this turnover into this year's budget. He estimates using a common rule of thumb, that it will cost the bank as much as ____ to replace this individual. a. $2,500 b. $50,000 c. $250,000 d. $500,000

If an HR manager wished to estimate indirect labor, such as the number of compensation and benefits employees per 1,000 production workers, he/she would a. use a statistical regression analysis. b. calculate a productivity ratio. c. convene a nominal group. d. calculate a staffing ratio.

In a selection test, validity refers to the a. strength of the correlation between a test score and a predictor. b. consistency with which the predictor actually tests the desired construct. c. applicant achieving approximately the same score in a test-retest situation. d. correlation between a predictor and job performance.

In which of the following scheduling arrangements do employees work a set number of hours per day at the workplace but vary starting and ending times? a. telecommuting b. compressed workday c. work sharing d. flextime

Job ____ is the process of shifting a person from job to job. a. enlargement b. flexing c. variety d. rotation

Joshua is an extremely successful salesperson for a chemical products manufacturing company. His sales are approximately twice those of the average salesperson in his category, and he is a very valuable employee. But, Joshua's administrative abilities are minimal. This is causing problems with orders, customer follow-up, and reporting. Joshua's boss is frustrated because significant training expenditures on Joshua have resulted in minimal improvement in his administrative performance. The situation cannot continue. Which of the following would be the most useful solution for the company? a. This is likely a person-job fit issue. Joshua should be moved from employee status to contingent worker status, thus placing legal liability for non-performance of contract directly on him. b. This is likely a person-job fit issue, and Joshua must be moved to a different job or terminated. c. This is a motivation issue, and Joshua's compensation should be changed so that he is penalized for inadequate administrative work. d. This is probably a person-job fit issue, and Joshua's job should be re-designed to take advantage of his skills and eliminate administrative tasks.

Mary Ann is the recruiter for a large lighting products company, Aurora Borealis Lighting, Inc. Not only does Aurora Borealis Lighting have retail stores, it also supplies lighting for new residential and commercial facilities. Lighting designers for commercial facilities are scarce. Mary Ann and the company managers have decided to hire an individual who has the ability to learn the field. They estimate it will be two years before the new hire will be fully productive. Consequently, they are looking to hire a person who will be with the company for at least four or five years. Mary Ann suggests that they only hire applicants who have been with their previous employer at least two years, and who have not "job-hopped" in the last ten years. Mary Ann's suggestion is an example of a/an a. KSA. b. element of job performance. c. selection criterion. d. predictor.

Priam Designs, Inc., is recruiting for designers using LinkedIn. The ____________ is the group of designers that is available for selection using this recruiting approach. a. applicant pool b. primary labor force c. labor market d. applicant population

Roger has just been hired as the first HR manager for Charlemagne Tools, Inc. Roger is examining the application form that Charlemagne has been using. He decides to delete the following question because it is illegal. a. Have you ever been convicted of a felony? b. Can you perform the duties of the job with accommodation? c. What is your driver's license number? d. Who should we contact in case of emergency?

Some organizations are using virtual online communities to screen possible hires. All of the following are potential aspects of using avatars and a virtual setting that are different from traditional recruiting methods EXCEPT a. protected class applicants could mask their status by creating an avatar with "traditional" characteristics. b. applicants may be more relaxed in responding to recruiters' questions. c. more tech-savvy applicants would have advantages over less technologically-skilled applicants. d. virtual reality interviewing could replace traditional selection methods in coming years.

Sound HR practices would not automatically exclude the following non-traditional categories of potential applicants EXCEPT a. a 35-year-old white male who is currently living in a half-way house for former drug addicts. b. a 70-year-old woman with Parkinson's disease. c. a 19-year-old man with an IQ of 78. d. a college-educated Danish woman without an H1 visa.

The Wickham County Hospital is the only full-service hospital providing care in Wickham County. The population of Wickham Country has been increasing by 10 percent a year the last two years, and projections are that the population will grow even more rapidly in the next ten years. To serve the increased need, next year the hospital will open a new wing doubling the number of beds in the hospital. The HR planning for next year must include all of the following EXCEPT a. analysis of the current employees' knowledge, skills and abilities. b. predicting the qualifications employees will need for the additional jobs. c. predicting the number of new employees needed in each job to staff the new wing. d. how best to balance "churn," which brings in new talent to the hospital, versus retention of experienced employees.

The electrical utility company serving a large Southwestern city is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. These are new technologies for the company and the legal regulations applied by the city are in flux as well. As the HR director for the utility company, you a. should hire a headhunter to recruit engineers and technical specialists from other utility companies. b. should target newly-graduated engineers and technical specialists so that new employees are brought in at entry level and are acculturated to the utility's way of doing things. c. should focus on training and development to generate internal candidates for almost all the new positions and new jobs at the utility. d. should plan to do more extensive external recruiting for technical and engineering positions.

The forecast for openings for store managers in a retail chain must include all of the following EXCEPT a. the number of store managers who are expected to quit in the coming year. b. if any store locations will be closed in the coming year. c. the number of store managers who will be promoted to regional manager in the coming year. d. the number of store managers who will volunteer for additional management development programs.

The psychological contract a. is legally enforceable in federal courts. b. is a concept mainly relevant to hourly and lower-level employees rather than managerial and professional employees. c. is stable and unlikely to change during the employee's relationship with the organization. d. can create either a positive or a negative relationship between an employee and his/her employer.

The size of the applicant pool is affected by all the following factors EXCEPT a. the unemployment rate in the applicable labor market. b. the reputation of the industry c. the job specifications. d. the efficiency of the recruiting staff.

The team leader of a self-directed team is in reality a/an a. administrator. b. supervisor. c. arbitrator d. facilitator.

There are two key reasons why employees want flexible work. One is that their work does not require being in the office all the time. The other is that a. people in the generations following the Baby Boomers have less commitment to work and a lower work ethic. b. many jobs no longer require face-to-face contact with co-workers or clients, so it makes little difference what location the employees work from or what time they are "at work." c. employees are highly involved in community service and leisure pursuits. d. they have long commutes between home and their workplace

Vincent, the vice president of HR, is studying the profile of the organization's workforce. Vincent's employer is a utility company and essentially provides life-time employment for workers, and the turnover rate is very low. Vincent's eye is caught by a troubling aspect of the profile, and he says to himself, "This must be the result of the 7-year hiring freeze we had back in the 1980s," and the low-level of hiring through the 1990s. Vincent has probably noticed a. statistical outliers that should not affect Vincent's HR planning decision. b. an organizational profile heavily weighted toward employees with low seniority levels. c. a lack of young female and minority employees. d. a potential shortage of experienced employees as older workers retire.

When employees feel the employer has broken the psychological contract by laying off long-service employees, the key "loss" that contributes to employee turnover is loss of a. optimism about the economic future of the country. b. commitment to the organization's mission. c. confidence in the protection of employees' legal rights. d. loyalty to the organization.

Which of the following government regulations has the LEAST effect on HR planning? a. pension laws. b. tax benefits for job-training expenses. c. restrictions on overtime. d. workers' compensation laws.

Which of the following is an ADVANTAGE of external recruiting? a. The selection process is more rigorous than with internal hiring. b. The process motivates high performance from employees because they know they are competing with outside candidates as well as inside candidates for promotion. c. Current employees welcome the opportunity to learn new ideas from outsiders. d. The new hire is not politically networked into the organization.

Which of the following statements is FALSE? a. The EEOC prefers predictive validity over concurrent validity studies of predictors. b. Predictive validity studies take much longer than do concurrent studies of predictors. c. Concurrent validity studies use the employers existing employees to test whether certain predictors are tied to performance levels. d. Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

Which of the following would be the LEAST important topic of training for a recruiter who will be conducting interviews on a university campus? a. EEO regulations b. details of the jobs and job specifications c. the company's desired image and "brand" d. the company's job posting software

Work-life balance issues a. are not typically a concern of mature and baby boomer employees. b. affect mainly hourly employees who do not have the flexibility in their work schedules that salaried employees have. c. are becoming less of a concern because men are taking over more traditionally-female caregiver roles in families. d. negatively affect the average pay levels that women employees have achieved.

You have been hired to be the retention officer for a large software design firm. The firm wishes to reduce the number of acceptably performing designers who leave their jobs. Your main focus should be on ____ turnover among the designers. a. uncontrollable b. involuntary c. functional d. voluntary

____ are the external supply pool from which organizations attract prospective employees. a. The ranks of the unemployed b. Applicant populations c. Applicant pools d. Labor markets

____ measure dexterity, hand-eye coordination, and arm-hand steadiness. a. Physical fitness tests b. Work sample tests c. Aptitude tests d.Psychomotor tests

Amanda is applying for a job. She has taken a number of selection tests, but refuses to ____ because this is illegal before she has been given a conditional job offer: a. take a stair-step test for endurance b. take an English fluency test c. demonstrate her ability to use photo editing software d. take an honesty test

a. take a stair-step test for endurance

All of the following are examples of internal sources of applicants EXCEPT: a. A veterinarian expanding her practice returns to her alma mater to interview new veterinary school graduates. b. Jolene recommends her roommate to fill an open position as a sales representative at the company where Jolene works as a technician. c. An applicant for a research librarian job who was rejected, is contacted by the library the following year for a different position. d. Jim is offered a transfer from his current safety auditor job in Tennessee to the same position in the company's South Korean factory.

a. A veterinarian expanding her practice returns to her alma mater to interview new veterinary school graduates.

With regard to exit interviews, which of the following statements is FALSE? a. Consultants are usually hired to conduct exit interviews due to the high emotional levels and security issues connected with them. b. Departing employees often will not divulge the true reasons for their quitting the organization. c. It is often more useful to contact departing employees a month or so after departure when they may be more willing to provide information. d. Exit interview follow-ups can aid re-hiring of employees whose turnover was dysfunctional from the employer's perspective.

a. Consultants are usually hired to conduct exit interviews due to the high emotional levels and security issues connected with them.

As director of HR you are reviewing the statistics for this year's college recruiting. At one state university, of 50 college seniors interviewed you made job offers to 10 students. At a large private university, of 20 students interviewed, you made job offers to 2 students. Based just on this information, which of the following statements is FALSE? a. Cost per hire is greater for the state university than for the private university. b. The yield ratio for the state university is higher than the yield ratio for the private university. c. The state university graduates were expected to have a higher success base rate than the private university graduates. d. Acceptance rates cannot be calculated from this data.

a. Cost per hire is greater for the state university than for the private university.

Clarence is selecting questions for a structured interview he is designing. He wants to ask each candidate a question or two that will tap the applicant's motivation. All of the following would be good "motivation" questions EXCEPT: a. Describe a difficult problem you faced and solved. b. What rewards mean the most to you? c. How do you measure success? d. What projects get you excited?

a. Describe a difficult problem you faced and solved.

____ are the fundamental duties of a job. a. Essential job functions b. Minimum job elements c. Primary requirements d. Dominant KSAs

a. Essential job functions

Quincy had been a high-performing benefits specialist for Mentation Enterprises, Inc. for four years. Then Quincy took a job with a benefits consulting firm at a considerable increase in pay. Now, after two years, Quincy would like to return to Mentation Enterprises. Quincy says that he did not like the 24/7 work schedule of the consulting firm, and that he does not mind the lower salary at Mentation because he will be able to "have a life" in his old job. Quincy will have to sign a confidentiality agreement when he leaves the consulting firm. As the director of HR,: a. Quincy is a viable candidate because of his previous high performance record. b. you are not interested in re-hiring Quincy because salary concerns always outweigh work-life balance concerns regardless of what Quincy says. c. you are interested in re-hiring Quincy because you would like to pick his brains for information about the consulting firm's business and operations. d. since Quincy voluntarily left Mentation, rather than being laid-off involuntarily, his loyalty will be questionable.

a. Quincy is a viable candidate because of his previous high performance record.

Carrie has phoned an applicant's former supervisor for a reference. The supervisor refuses to give any information about the former employee. What mistake may Carrie have made? a. She did not get a signed consent form from the applicant releasing the former supervisor from liability. b. She limited her request for information to dates of employment, positions, held and the applicant's previous job title rather than asking for particular examples of good or poor performance. c. She contacted the supervisor by phone rather than in writing or via email, thus opening the supervisor to a charge of slander by the applicant. d. Former supervisors rarely provide useful information, so it is not an effective use of Carrie's time to pursue this contact.

a. She did not get a signed consent form from the applicant releasing the former supervisor from liability.

Which of the following statements regarding school and college recruiting is TRUE? a. Vocational colleges and technical schools often have co-operative programs with employers that funnel quality students into regular jobs. b. College recruiting is one of the least expensive recruitment methods. c. Companies who target minority students before they graduate are likely to be violating EEO laws. d. If the employer has no jobs available in a particular semester, it is a waste of scarce resources to interview on campus.

a. Vocational colleges and technical schools often have co-operative programs with employers that funnel quality students into regular jobs.

Measures of quality of applicants generated by recruiting efforts include all of the following EXCEPT: a. achieving the required yield ratios. b. sales volume per new hire. c. performance appraisal scores for each new hire. d. months until promotion of new hires.

a. achieving the required yield ratios.

In the building trades, unions can benefit employers by providing a. apprenticeship programs. b. performance history for job applicants. c. pre-screening for job seekers. d. competitive wage scales for jobs.

a. apprenticeship programs.

In a ____ interview an applicant might be asked,"In your experience as a supervisor, how did you handle an employee who was a poor performer?" a. behavioral b. biographical c. non-directive d. situational

a. behavioral

All of the following are "soft skills" that can be crucial to outstanding job performance EXCEPT: a. cognitive ability. b. empathy. c. conscientiousness d. emotional intelligence.

a. cognitive ability.

Individual abilities that can be linked to enhanced performance by individuals or teams, are called: a. competencies b. talents c. KSAs d. abilities

a. competencies

Peter Whimsey and Associates uses a private employment agency to locate engineering staff. Whimsey pays a set fee to the employment agency when hires are made from candidates it provides. Whimsey is using a a. contingency firm. b. retainer firm. c. fee-for-service firm. d. professional society.

a. contingency firm.

Mark, the director of HR for a large professional services firm, wishes to do a job analysis of the professional jobs in the firm. Which method would be the employees find most intrusive and burdensome to carry out? a. employee diary/log b. the O*Net technique c. Position Analysis Questionnaire d. panel interviews

a. employee diary/log

All of the issues below are drivers of retention to which organizations can affect EXCEPT a. employee personality. b. work/life balance. c. employee/supervisor relationships. d. compensation and benefits..

a. employee personality.

Tuition aid programs do not improve retention of employees in the organization unless: a. employers allow employees to use their new capabilities within the organization.. b. employees are required to pay back tuition expenses if they leave the organization within five years. c. employers give employees significant raises when they graduate. d. the education is directly applicable to the employee's current job.

a. employers allow employees to use their new capabilities within the organization..

Evaluating the success of an HR department's own recruiting efforts is important for all the following reasons EXCEPT a. evaluation will show whether the firm should make more use of training and development versus external recruiting of specialists: b. evaluation allows HR staff to estimate how long it will take to fill certain open positions. c. evaluation allows the employer know if it is meeting affirmative action goals. d. evaluation is the primary way to find out which recruiting sources result in the highest proportion of high-performing employees..

a. evaluation will show whether the firm should make more use of training and development versus external recruiting of specialists.

When interviewing an applicant for a position as financial director of the city's symphony orchestra, the recruiter is strongly impressed by the fact that the applicant was a professional musician with a prestigious European orchestra for 10 years. The recruiter is suffering from the: a. halo effect. b. cultural noise. c. favorable emphasis. d. the dominant trait error.

a. halo effect.

The ____ section of the job description gives the job title, reporting relationships, department, location, and date of analysis.: a. identification b. general summary c. essential functions and duties d. specification requirements

a. identification

An effective job posting system has all the following characteristics EXCEPT: a. in order to maximize the applicant population, jobs should be posted internally and advertised externally simultaneously. b. they can be linked to a system allowing employees to post résumés and profiles online. c. employees who bid unsuccessfully on posted jobs should be counseled why they have been passed over. d. the period of time the job is posted internally must be brief because delays in filling the open position are costly in terms of lost productivity.

a. in order to maximize the applicant population, jobs should be posted internally and advertised externally simultaneously.

Which of the following was identified as an organizational problem that often occurs as part of the job analysis process? a. inflation of the importance of the incumbents job b. non-reporting by employees of extra duties they have taken on beyond their job description c. a focus on the job, rather than on the job incumbent d. an over-emphasis on the legal concerns

a. inflation of the importance of the incumbents job

Which of the following is true of the Position Analysis Questionnaire? a. it consists of checklist pertaining to job dimensions b. it must be administered by an SME (subject Matter Expert) c. it focuses on job-oriented elements of the technical aspects job data d. it is one of the most time-consuming methods of gathering job data

a. it consists of checklist pertaining to job dimensions

How is O*Net useful to a manager or HR specialist? a. it is a time-saving resource for writing job descriptions and typical job specifications b. it can eliminate the need to conduct a job analysis in a small organization c. the O*Net can be used as a recruiting tool because it includes a national database of job-seekers classified by occupational category d. bc it has been complied by the department of labor, firms using the O*Net are protected from job-related employee lawsuits

a. it is a time-saving resource for writing job descriptions and typical job specifications

The employee selection process mostly affects retention through a. job/person match. b. the mentoring new employees receive from their first boss. c. opportunities for employee advancement within the firm. d. the motivation potential of the job.

a. job/person match.

Kent and Julie are both recruiters for Sunspree Products. When Kent and Julie interview the same applicant, the two recruiters often find they have different opinions about the applicant's potential as a future high performer for Sunspree. Kent and Julie demonstrate a. low inter-rater reliability. b. high inter-rater reliability. c. high intra-rater reliability. d. low intra-rater reliability.

a. low inter-rater reliability.

Organizations have found that high voluntary employee turnover rates in the first few months of employment is often linked to a. mismatch of employee expectations and organizational reality. b. noncompetitive pay scales and/or inadequate benefits. c. poor initial job performance. d. disillusionment with the organizational culture.

a. mismatch of employee expectations and organizational reality.

Carlos, the director of HR for a large paper manufacturing company, is studying the financial costs of turnover of plant personnel at all levels. The easily calculable costs are sobering, but Carlos is also concerned about the hidden costs of turnover including: a. missed project deadlines b. co-worker coaching and salaries c. the cost of pre-employment medical tests d.the overtime for employees covering the separated employees job

a. missed project deadlines

As part of the selection process, the applicants for city manager of Scenic River each appeared one-by-one before the entire Scenic River board of aldermen for an interview. This is an example of a ____ interview. a. panel b. group c. mass d. co-ordinated

a. panel

If an organization decides to implement changes in organizational practices to improve retention of valued employees, the changes should be a. pilot tested in a limited area to see if they are effective. b. implemented in the departments least likely to have negative consequences. c. should be implemented simultaneously across the organization. d. initially implemented in the departments with the worst retention problems.

a. pilot tested in a limited area to see if they are effective.

The vice president of HR for a large magazine publisher is creating an internship program for students in journalism and communication university degree programs.. All of the following should be included in the internship program EXCEPT: a. providing interns full employee benefits during their internship. b. requiring meaningful work from the interns. c. providing performance feedback. d. treating the interns as though they are employees regarding workspace, tools and Internet access.

a. providing interns full employee benefits during their internship.

Job fairs are primarily useful for: a. rapid hiring of large numbers of people. b. maintaining a continuous presence in a local labor market. c. passive recruiting. d. locating high-quality applicants.

a. rapid hiring of large numbers of people.

The ____ equals the number of persons hired divided by the number of applicants. a. selection rate b. success base rate c. yield ratio d. acceptance rate

a. selection rate

With respect to observation as a job analysis technique: a. the method is limited to jobs that have a complete and observable job cycle. b. the job incumbent should be unaware that he/she is being observed, otherwise the incumbent's behavior will not be normal. c. almost all traditional jobs can be analyzed with this technique d. in order to be valid and reliable, observation must be continuous, not based on sampling

a. the method is limited to jobs that have a complete and observable job cycle.

The main considerations in determining whether a task is an essential function or a marginal function of the job include all of the following EXCEPT a. the number of employees performing the task. b. the percentage of time spent on the task. c. frequency of the task. d. importance of the task.

a. the number of employees performing the task.

Archie is developing performance standards for the job of pediatric nurse practitioner for a pediatrics medical practice. Archie should base these standards directly on: a. the pediatric nurse practitioner job description. b. the job specifications for pediatric nurse practitioner. c. benchmark data from other pediatric medical practices. d. the professional guidelines by the pediatric nurse practitioner accreditation organization.

a. the pediatric nurse practitioner job description.

What is the main purpose of an applicant flow form? a. to report applicant demographic data to the EEOC. b. to document that the employer asked each applicant to voluntarily provide demographic data. c. to use protected class status to make hiring decisions d. to collect EEO data that the applicant is required by law to provide

a. to report applicant demographic data to the EEOC.

Why should employers use attitude surveys? a. to reveal which HR activities are viewed positively or negatively b. to identify employees who are unmotivated and/or likely to quit c. as a psychological tool to assure employees that the employer cares about their opinions d. to identify jobs that can be eliminated or automated

a. to reveal which HR activities are viewed positively or negatively

What can a recruiter learn from calculating the acceptance rate? a. whether recruiters can "close the deal" with top candidates b. the proportion of candidates who are of acceptable quality c. the cost effectiveness of the organization's recruiting efforts d. the competitiveness of the organization's salary structure

a. whether recruiters can "close the deal" with top candidates

The Position Analysis Questionnaire (PAQ) focuses on the ______ elements that describe behaviors necessary to do the job: a. worker-oriented b. organization-oriented c. market-oriented d. job-oriented

a. worker-oriented

Mentoring increases employee retention mainly through a. inspirational leadership. b. career opportunities and development. c. giving new employees a realistic view of the organization. d. psychological ownership.

b. career opportunities and development.

If the pay for a job is ____________________ the market rate for the job, it would be considered competitive pay. a. 19% above b. 8% below c. 20% below d. 25% above

b. 8% below

Your organization, a national restaurant chain, rewards managers who are able to retain high-performing employees. As a store manager, which of the following actions or behaviors would be most likely to be in your control that would improve retention of your high-performing hourly employees? a. Improve wage levels significantly for all hourly employees. b. Conduct accurate performance appraisals. c. Give high-performing employees lump-sum raises. d. Provide job security for hourly employees.

b. Conduct accurate performance appraisals.

Which of the following statements about recruiting friends and family of current employees is TRUE? a. Friends and family of current workers tend to be less qualified than external hires, especially if bonuses are offered to the referring employees. b. If the current workforce is not diverse, EEO problems may result. c. Family connections moderate the normal political maneuvering that occurs in firms. d. Anti-nepotism laws make current-employee referrals problematic.

b. If the current workforce is not diverse, EEO problems may result.

Which of the following statements regarding job posting and bidding is FALSE? a. It gives existing employees the first chance at job openings before external candidates are considered. b. Job posting reduces the threat of organizational "in breeding" because the posting crosses divisional and departmental boundaries in the search for new blood. c. Job posting may not reveal any qualified internal candidates. d. In a unionized organization, job posting and bidding often is spelled out in the labor agreement.

b. Job posting reduces the threat of organizational "in breeding" because the posting crosses divisional and departmental boundaries in the search for new blood.

As the director of HR for a manufacturer of natural and organic cosmetics, you are weighing the request by one of your HR staff for the company to pay for her to become a Certified Employee Benefits Specialist (CEBS). This will involve paying for educational programs and materials, testing fees,and giving her time off to take the exam. This staff member is in her late 50s and has been with your firm for about fifteen years. Which of the following statements is FALSE? a. Paying for employee development beyond what is necessary to perform her current job well will be cost-effective, especially if there are advancement opportunities for her in the future. b. The employee's demographics indicate that she is likely to leave the firm or become less productive in the net few years, so investment in her future development is not cost-effective. c. Paying for the employee's CEBS preparation will make her more marketable, but not necessarily more likely to leave for another firm. d. Paying for the employee's CEBS accreditation will probably increase her job satisfaction and influence her to stay with the firm.

b. The employee's demographics indicate that she is likely to leave the firm or become less productive in the net few years, so investment in her future development is not cost-effective.

Jeannette is a tax specialist in for the airline industry at Blue Moon Executive Airlines. Relatively few people in the U.S. have her particular skills. Jeannette has received an email from a headhunter advising her that the headhunter knows of a new job she may be interested in. Which of the following statements is FALSE? a. If Jeannette's employer, Blue Moon, has the headhunter on retainer, it is illegal for the headhunter to contact Jeannette. b. The headhunter's client is taking a low-cost approach to filling the tax specialist position. c. Jeannette would be classified as a passive recruit because she has not looked for a new job in the last year. d. If the headhunter's client is a former employer of Jeannette's, this could be considered re-recruiting.

b. The headhunter's client is taking a low-cost approach to filling the tax specialist position.

____ is an example of intangible recognition as a form of reward. a. Promotion to a new job b. Verbal praise from one's supervisor c. A performance bonus d. An opportunity for training

b. Verbal praise from one's supervisor

In a structured interview,: a. all candidates meet with the same interviewer. b. a set of standardized questions are asked of all job applicants. c. each candidate appears before a panel of interviewers. d. questions are designed to address all of the Big Five personality traits.

b. a set of standardized questions are asked of all job applicants.

Which of the following is true about the use if group interviews to gather job analysis information? They're: a. relatively inexpensive b. appropriate for highly technical jobs c. less likely to result in "job inflation" bc of presence of peers d. useful if there are time constraints

b. appropriate for highly technical jobs

All of the following should be included as replacement costs when calculating the cost of turnover for middle-management jobs EXCEPT: a. advertising expenses b. college campus recruiting c. reduced productivity d. HR staff time

b. college campus recruiting

The major saving in time generated by Internet recruiting compared with traditional recruiting is in a. time in designing communications. b. communication between the applicants and the employer. c. HR staff time for processing résumés. d. HR staff time in handling blogs, tweets, and email with applicants versus snail mail, faxes and phone calls.

b. communication between the applicants and the employer.

A large nursery and garden center specializes in a wide variety of trees, landscaping plants and vegetables for a well-to-do clientele focused on high-quality, unusual plants. The CEO wants to encourage the garden center employees to be highly client-centered, familiar with the nursery's inventory and extremely knowledgeable about plants. The type of job analysis that would promote the CEO's goals would be: a. task-based job analysis b. competency-based job analysis c. functional job analysis d. position analysis questionnaire method

b. competency-based job analysis

The Functional Job Analysis (FJA) method examines the three components of jobs: a. intellectual, emotional, physical b. data, people and things c. knowledge, skills and abilities d. input, throughput and output

b. data, people and things

Exclusive use of the Internet for recruiting may reduce the diversity of an employer's applicant population because a. some religious denominations forbid the use of advanced technology. b. economically-disadvantaged individuals have limited Internet access. c. there is a gender gap in computer skills. d. few minority occupational groups have websites.

b. economically-disadvantaged individuals have limited Internet access.

All of the following are advantages of employee databases EXCEPT: a. employees can post their career plans and preferences. b. employee KSAs and protected class status can be posted publicly on the company intranet for managers to examine. c. qualified internal candidates for openings can be quickly identified and contacted. d. it is easy to detect gaps in the organization's succession plans for critical jobs.

b. employee KSAs and protected class status can be posted publicly on the company intranet for managers to examine.

At Ochre Automobile Insurance, the job of appraiser involves spending 40 percent of the time conducing "drive-by" assessments of the damage to policy-holders' vehicles. This task would be considered a/an: a. performance standard. b. essential job function. c. job element. d. primary duty.

b. essential job function.

The executive committee of the firm is concerned with the high rate of turnover among their most promising engineers between 25 and 35 years old. They ask you, as the new director of HR, what suggestions you have for retaining these individuals. You suggest ____ as the most appropriate response to this retention problem: a. accepting that this age group is naturally high turnover b. evaluating whether realistic job previews are necessary c. motivational seminars and retreats d. employee recognition programs

b. evaluating whether realistic job previews are necessary

You are looking for a new job and you are scanning dozens of job descriptions in a large organization where you hope to find a job. The quickest place to look in the job description to find the general responsibilities and main distinctive components of the job is in the: a. identification section. b. general summary. c. essential functions and duties section. d. job specifications section.

b. general summary.

Sarah is the Executive Vice President of HR for a large research hospital. The hospital must replace its CEO who was killed in a plane crash, along with his designated successor. Sarah will likely turn to __________________ to help her recruit applicants for this position. a. public employment agencies b. headhunters c. employee leasing companies d. outplacement firms

b. headhunters

All of the following are drawbacks of promoting from within EXCEPT: a. when an internal candidate in promoted, it causes a cascade of vacancies within the firm.. b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required.. c. if the current workforce lacks diversity, EEO problems may be perpetuated. d. an employee's good performance on one job may not be a good predictor of his/her performance on another job.

b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required..

job analysis can be stressful of managers and employees because: a. it is frequently conducted before major downsizing events b. it may pinpoint that current job incumbents are not doing all the job tasks that should be done c. of the fear that jobs will be upgraded and that the current incumbents will not be qualified to hold them any longer d. of the concern that jobs will be outsourced

b. it may pinpoint that current job incumbents are not doing all the job tasks that should be done

An accurate ____ section of the job description gives the qualifications needed to perform the job satisfactorily. a. essential functions and duties b. job specification c. job standard d. performance standard

b. job specification

Which of the following is NOT a personal characteristic associated with success in an overseas assignment? a. conflict resolution abilities b. low tolerance of ambiguity c. comfort with taking risks d. strong stress coping skills

b. low tolerance of ambiguity

65. Ariel Aeronautics, Inc., wishes to motivate its current employees to stay with the company and to develop and advance within it. All of the following actions will contribute to Ariel Aeronautics' goal EXCEPT: a. doing most hiring at the entry level. b. making extensive use of professional job boards on the Internet c. building an accurate inventory of employee characteristics. d. increasing employee development programs.

b. making extensive use of professional job boards on the Internet

As the new director of HR for Mimosa Enterprises, you are examining the recruiting statistics for the organization. You find that the success base rate for chemical engineers is very low. This means that: a. the top engineers in the applicant pool turn down Mimosa's job offers. b. most of the engineers hired by Mimosa turn out to be poor performers. c. Mimosa is not investing enough in its recruiting process. d. the job specifications for chemical engineers at Mimosa are so high that a large number of applicants must be screened in order to successfully hire a qualified individual.

b. most of the engineers hired by Mimosa turn out to be poor performers.

Anthony was interviewing an applicant to be a volunteer docent (instructor and tour guide) for a large art museum. The applicant began to discuss her interest in introducing young children to museum-quality art. Anthony followed up with several questions about how young children react to art, why she felt early exposure to art was important, and how she would design situations for children to experience art. Anthony was conducting a ____ interview: a. situational b. non-directive c. probing d. structured

b. non-directive

The director of recruiting at Naranja Technologies Inc. is considering whether to expand recruiting efforts to Merriweather State University (MSU). The recruiting director will make his decision based on all of the following factors EXCEPT: a. the industry reputation of the relevant academic departments at MSU. b. salary expectations of MSU graduates. c. the capabilities of the MSU college placement office. d. the job performance of MSU alumni at Naranja Technologies.

b. salary expectations of MSU graduates.

The problem of ____ occurs when interviewers make a decision on the job suitability of applicants within the first four or five minutes of the interview and spend the balance of the interview looking for evidence to support it. a. cultural noise b. snap judgments c. premature closure d. negative emphasis

b. snap judgments

Which of the following is NOT legal for an organization to use as a source of background information on a job applicant? a. the applicant's Facebook postings, especially those concerned with personal activities such as sexual activity, alcohol and drug use, and risky behavior such as texting while driving b. the applicant's record of hospitalizations for debilitating chronic illness c. the applicant's credit history, including bankruptcies, defaulting on college loans, and late payments on credit cards d. the applicant's motor vehicle records

b. the applicant's record of hospitalizations for debilitating chronic illness

Job specifications list: a. what the job accomplishes and how performance is measured in key areas of the job description. b. the knowledge, skills, and abilities an individual needs to perform the job satisfactorily. c. the tasks, duties, and responsibilities of a job. d. all the duties of the job and whether they are essential or marginal according to the ADA.

b. the knowledge, skills, and abilities an individual needs to perform the job satisfactorily.

A ____ is a comparison of the number of applicants at one stage of the recruiting process to the number at the next stage. a. progression rate b. yield ratio c. hit rate d. success base rate

b. yield ratio

Which of the following is TRUE about the Fair Credit Reporting Act? a. The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money. b. It is legal to require credit checks on some applicants for the same job and not on other applicants if the hiring organization has "reasonable cause." c. An employer must disclose that a credit check is being made and obtain written consent from the person being checked. d. Credit agencies are liable for damages if false credit information is disclosed about a job candidate.

c. An employer must disclose that a credit check is being made and obtain written consent from the person being checked.

What can employers do in order to comply with the EEOC requirements of reporting the race and sex of applicants? a. Collect the data after the hiring decision has been made. b. Gather the information on the application blank during the pre-screening process.. c. Ask the applicant to provide EEOC reporting data on a form separate from the application blank. d. Make a visual assessment during the initial selection process and record the race and sex of applicants on the application form.

c. Ask the applicant to provide EEOC reporting data on a form separate from the application blank.

Which of the following statements is FALSE regarding cost per hire? a. If employment agencies consistently show higher cost per hire than the firm's Internet recruiting for applicants of equivalent quality, then the HR director should consider dropping the employment agencies. b. Pushing to lower cost per hire may negatively affect the quality of the applicants available. c. Cost per hire should include only direct costs of recruiting. d. Cost per hire will vary by the type of job.

c. Cost per hire should include only direct costs of recruiting.

____ occurs when the candidate gives responses that are believed to be socially acceptable rather than factual: a. Manipulation b. Prevarication c. Cultural noise d. First impression bias

c. Cultural noise

Which of the following statements are TRUE? a. The main reason people quit jobs is to make more money.. b. Selection processes impact performance levels, but have little effect on voluntary turnover. c. Employees who received job training are likely to remain with the employer if they have internal advancement opportunities. d. Long-service employees can be viewed as family who will stay with an organization out of loyalty regardless of tangible rewards.

c. Employees who received job training are likely to remain with the employer if they have internal advancement opportunities.

Which of the following statements is FALSE? a. The failure rate for global assignments can run as high as 40% to 50%. b. If a U.S. company with a foreign operation hires a citizen of a third country, U.S. employment laws apply. c. Foreign companies operating in the U.S. do not have to obey EEO laws because they are allowed to prefer to hire their own nationals. d. A realistic job preview is essential for employees taking an overseas assignment.

c. Foreign companies operating in the U.S. do not have to obey EEO laws because they are allowed to prefer to hire their own nationals.

Which of the following would be considered a performance standard for a clerk at a movie rental store? a. Stocks coolers of food items and snack racks. b. Operates cash register. c. Greets customer within 15 seconds of entering store. d. Files returned DVDs.

c. Greets customer within 15 seconds of entering store.

Inez, the vice-president of HR for a chain of international luxury hotels, is considering implementing a competency-based approach to job analysis in her organization because of its ability to contribute to organizational success. She expects that important competencies needed by mid-level managers in her hotel will include all of the following EXCEPT: a. intense focus on customer needs and desires b. being an effective communicator c. expertise in designing transaction software d. having the ability to resolve customer and hotel staff complaints

c. expertise in designing transaction software

Important information that the company can learn from rejected applicants includes all of the following EXCEPT: a. the timeliness of the process, including notice of rejection. b. the applicants' perception of the organization. c. the trade-off of speed of hire versus applicant quality. d. whether the recruited asked inappropriate questions.

c. the trade-off of speed of hire versus applicant quality.

The most restrictive job descriptions exist in: a. service industries b. white-collar jobs c. unionized workforces d. technical jobs

c. unionized workforces

The employee attitude survey conducted by a financial services firm three months ago has been analyzed. Although employees are generally satisfied with their pay, the survey revealed strong and generalized dissatisfaction with the organization's management style, promotion practices and training programs. As director of HR, you recommend a. sending an email to employees thanking them for their participation. b. announcing the positive survey results, while beginning to work in private on solutions to the problems revealed by the negative results. c. holding group meetings with employees to convey the positive and negative survey results and to get suggestions for making improvements. d. communicating the positive survey results, while rebutting the negative results..

c. holding group meetings with employees to convey the positive and negative survey results and to get suggestions for making improvements.

A recommended way to allay employee anxieties about job analysis is: a. to promise that no job reductions will occur in the next 12 months b. to conduct wage and salary surveys at the same time, because usually this will result in an upward adjustment of employee pay c. include employees in the revision of job descriptions d. to use a consulting firm to conduct the job analysis, thus removing the process from internal organizational politics

c. include employees in the revision of job descriptions

Data that should be reviewed in the preparation stage of the job analysis process includes all of the following EXCEPT: a. existing job descriptions b. organizational charts c. pay scales attached to current jobs d. previous job analysis information

c. pay scales attached to current jobs

Sphere Specialties, Inc., has been experiencing a high level of internal movement of employees. Individuals will be hired in entry level jobs, but within six months, most will have transferred or have been promoted to other positions. This job-changing activity is also high in the middle ranges of the organization. Consequently, there is quite a bit of disruption and down-time as job-changers learn their new duties. In order to retain the benefits of internal selection, but reduce the turmoil, the HR director of Sphere Specialties has proposed: a. freezing all internal transfers for one year while employees catch up with their duties. b. filling all job openings through external sources. c. requiring at least one year in the current job before employees can apply for a new internal job. d. moving to a seniority-based promotion system.

c. requiring at least one year in the current job before employees can apply for a new internal job.

Ideally, in order to keep job descriptions and job specifications updated, the organization should: a. conduct organization-wide job analysis every two years b. conduct job analysis whenever a job-based lawsuit is filed c. review and revise job descriptions and specifications during each performance appraisal interview d. review all job descriptions and job specifications whenever the organization is restructured

c. review and revise job descriptions and specifications during each performance appraisal interview

In her interview for a position as a bartender at an upscale hotel bar, Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Megan experienced a____ interview. a. behavioral b. nondirective c. situational d. stress

c. situational

There is an opening in the marketing department at SixDee, Inc. All the applicants invited for an in-depth interview must walk past the marketing staff's cubicles, so each marketing employee can see each applicant. Steve, one of the employees, sees a man with gray hair walking into the marketing manager's office for an interview. Steve remarks, "What a geezer! I guess we're going to go after nursing home accounts." Steve's remark is most reflective of: a. snap judgment. b. negative emphasis. c. stereotyping. d. cultural noise.

c. stereotyping.

The COO of ButtonVox is unwilling to authorize an attitude survey of employees that has been proposed by the director of HR. The COO has used several aphorisms to counter the HR director's arguments: "Let sleeping dogs lie." "If it ain't broke, don't fix it." "Don't ask, don't tell." and "This will just open up a can of worms." The HR director suspects that the COO is most concerned that a. it will be difficult to keep employee responses to the survey confidential. b. employees will suspect an organizational restructuring is being considered and morale will decline. c. survey results would force him to make changes in organization management practices that he would prefer to avoid. d. the survey results will reveal that employee compensation is not competitive.

c. survey results would force him to make changes in organization management practices that he would prefer to avoid.

Marginal functions are those duties that are part of a job: a. that a disabled person cannot perform. b. that most disabled individuals can perform with minor assistance. c. that are incidental or ancillary to the job. d. are required job functions that are covered under the "miscellaneous" clause in the job description.

c. that are incidental or ancillary to the job.

All of the following are issues with job incumbents regarding job analysis EXCEPT: a. there may be a difference between what the job incumbent is doing on the job and what should be done on the job b. the current job incumbent may have higher qualifications than are necessary to carry out the job c. the best determination of the essential functions of a job is made by observing what the current job incumbent does d. the current job incumbent may have expanded the scope of the job beyond the core job duties

c. the best determination of the essential functions of a job is made by observing what the current job incumbent does

The simplified turnover costing model for a particular job requires the following data: the typical annual pay for the job, percentage of pay for benefits multiplied by the annual pay, the number of voluntary quits in the last year and _____ as well as other information: a. temporary replacements and overtime costs until the employee is replaced b. average cost f pre-employment medical and drug tests c. the number of months it takes for one employee to become fully productive d. average training and development costs for a new hire in this job

c. the number of months it takes for one employee to become fully productive

Legally, for the person submitting an electronic job application to be counted as an "applicant," the requirements include all of the following EXCEPT: a. the person has been ranked using "hit features" of the employer software. b. the person possesses the minimum KSAs required for the job. c. the person has received confirmation from the employer of his/her inquiry. d. the person must have expressed interest in a particular position and is being considered by the employer.

c. the person has received confirmation from the employer of his/her inquiry.

In a/an ____ interview, individuals are asked to identify their reasons for leaving the organization. a. departure b. feedback c. final appraisal d. exit

d. exit

There are two kinds of executive search firms. ____ firms charge a fee regardless of the success of the search. a. Contract b. Commission c. Contingency d. Retainer

d. Retainer

When considering recent college graduates, a moderately-high GPA is used by recruiters a. as a reliable indicator of future job performance. b. as a predictor of leadership abilities. c. is typically dismissed as important because of grade inflation. d. as an initial screening tool.

d. as an initial screening tool.

The best candidate for the position of director of marketing has had a positive test for the presence of illegal drugs in a hair sample. As HR manager, you should: a. notify the candidate that he was denied the job because of a positive drug test.. b. inform the candidate that someone else has been hired.. c. hire the candidate and inform him of the bank's Employee Assistance program. d. ask the candidate to submit to a second type of drug test at another laboratory..

d. ask the candidate to submit to a second type of drug test at another laboratory..

job tasks classified as "miscellaneous": a. cannot be legally used as a basis for terminating an employee b. can be considered primary job duties if they take up at least 20% of an employees time c. make the employee vulnerable to loss of earned overtime d. cannot be considered essential functions under the ADA

d. cannot be considered essential functions under the ADA

A job ____ identifies what is done, why it is done, where it is done, and briefly, how it is done. a. analysis b. performance standard c. specification d. description

d. description

Ambitious employees would be LEAST motivated to stay with the firm by which of the following programs a. an organizational commitment to promotion from within. b. good training and development programs. c. extensive formal and informal mentoring by senior organization members. d. employee of the month recognition.

d. employee of the month recognition.

Tina, the director of HR, is disturbed at the high level of turnover at her company. From exit interviews, she suspects that certain supervisors have higher dysfunctional turnover rates among their subordinates than others. In order to verify this hunch, Tina should analyze turnover by department and by: a. employee response to attitude surveys b. employee length of service c. employee race and gender d. employee performance ratings

d. employee performance ratings

As HR manager for a building supply retailer, you are offering employees 16 hours of paid time off for them to work as a group on a Habitat for Humanity construction project. You hope to improve retention of these employees by: a. increasing employee engagement in their work. b. demonstrating organizational support for their personal development. c. offsetting low pay with intangible rewards from charitable work. d. encouraging friendships among co-workers.

d. encouraging friendships among co-workers.

Data on job performance, absenteeism, cost of training and turnover of employees compared with their recruiting source helps organizations a. meet affirmative action goals. b. identify the most effective recruiters. c. refine the wording of web and print advertisements. d. identify which recruiting sources could be dropped.

d. identify which recruiting sources could be dropped.

Jennifer, a member of the HR department, is working on the organizations job descriptions. She must classify duties as essential or marginal for ADA purposes, and must also classify duties as primary or non-primary for FLSA purposes. Which of the following decision rules can jennifer use in her task? a. if a duty is an essential job function for ADA purposes, it will also be primary duty for FLSA purposes b. there is no relationship between the requirements for essential functions and those for primary duties c.if a duty is marginal for ADA purposes, it may still be considered primary for FLSA purposes. d. if a duty is primary for FLSA purposes, it will also be an essential job function for ADA purposes.

d. if a duty is primary for FLSA purposes, it will also be an essential job function for ADA purposes.

Because job analysis information is often used for compensation purposes, employees and managers have a tendency to: a. cooperate with job analyst b. exaggerate their competencies c. use this as an opportunity to request raises d. inflate the importance and significance of their jobs

d. inflate the importance and significance of their jobs

What information should be provided in the job specification to ensure compliance with ADA regulations? a. identification of compensable and non-compensable factors. b. disclaimer that the job description is not a legal contract c. performance standards for all levels of physical ability d. information necessary to determine what accommodations might or might not be possible

d. information necessary to determine what accommodations might or might not be possible

What is a major advantage of the questionnaire method of gathering data on jobs? a. the questionnaire method can be used with all levels and type son employees b. questionnaire data is more reliable and valid than data gathered in other ways c. the same questionnaire can be used for both hourly and managerial jobs d. information on a large number of jobs can be in a relatively short period of time

d. information on a large number of jobs can be in a relatively short period of time

Clement, the director of HR for an engineering firm, has noticed a high level of turnover by key engineers. In his investigation, he has found that they are moving to competing organizations for similar pay and benefits. Clement should a. increase the number of engineers hired to offset the high turnover rate. b. be more careful to hire engineers with a stable employment history. c. implement higher pay and benefits for key engineers. d. interview former key engineers to determine the true reason for their departure..

d. interview former key engineers to determine the true reason for their departure..

An example of a ____ for a solar power company customer representative would be the ability to accurately calculate the number and arrangement of solar panels to go on a roof.: a. job description b. job responsibility c. performance standard d. job specification

d. job specification

A consumer market research firm has high turnover at its call center in suburban Minneapolis. It is paying competitive wages and benefits and the HR department has instituted the best turnover management practices available. But, the level of voluntary and uncontrollable turnover remains high. Nevertheless, the firm's productivity is one of the highest in the industry, and employee satisfaction level is at the industry average. The firm's HR manager needs to: a. work with management to increase performance standards b. improve its corporate image with employees c. strengthen its absenteeism management policies d. make sure that hiring keeps up with replacement needs.

d. make sure that hiring keeps up with replacement needs.

A school district hired a school bus driver without doing a multi-state criminal background check. It checked only in the state in which the school is located. Subsequently, the school bus driver was convicted of kidnapping one of the children who rode his bus. The prosecution in the case revealed that the driver had been convicted ten years earlier of possession of child pornography in another state. The school district is guilty of: a. dereliction of duty. b. employment misfeasance. c. incompetent selection. d. negligent hiring.

d. negligent hiring.

Angus is a bus driver for a tour bus company. He's had an excellent driving record for the 15 years that he's been working for the company. Last year Angus was on medical leave for 8 weeks for a back injury that has left him in chronic pain. Recently, Angus' co-workers have noticed that he has been behaving erratically and has been falling asleep in the employee lounge. If Angus has an accident while driving one of the tour buses because of the effects of his prescription pain medication and passengers are injured, the company might be liable for: a. failure to conduct a thorough background check on Angus. b. negligent hiring. c. criminal negligence. d. negligent retention.

d. negligent retention.

Of the following types of selection interview, which is the LEAST valid? a. behavioral b. situational c. competency d. non-directive

d. non-directive

The best criterion of the effectiveness of an advertisement for applicants is a. cost of the ad per applicant. b. total number of applicants generated by the ad. c. number of applicants generated by the ad who were hired. d. performance level of applicants generated by the ad who were hired.

d. performance level of applicants generated by the ad who were hired.

The main legal reason for performing a thorough background check of all applicants is: a. compliance with the Immigration and Naturalization Act. b. the avoidance of resumé fraud. c. non-discrimination against protected classes. d. protection against charges of negligent hiring.

d. protection against charges of negligent hiring.

___________ are obligations to perform certain tasks and duties: a. missions b. assignments c. duties d. responsibilities

d. responsibilities

The selection process for hiring the assistant to the mayor of a large city includes giving the finalists three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must describe his/her approach to the crisis, which will be recorded and evaluated by a panel. This is an example of a: a. competency interview. b. behavioral interview. c. stress interview. d. situational interview.

d. situational interview.

Gisela has emerged from her interview with the managing editor of the large city newspaper. She is shaken and upset because the editor was insulting about her educational background, he pressured to answer confusing questions without time to collect her thoughts, and he asked her how she could deal with city politicians since she was a new graduate and "wet behind the ears." Gisela has experienced a ____ interview: a. situational b. non-directive c. realistic job preview d. stress

d. stress

Research on interviews has consistently found that the ____ interview is more reliable and valid than the others types of interviews. a. sequential b. non-directive c. stress d. structured

d. structured

Figuring average time from contact to hire allows the firm to: a. calculate the cost per hire. b. estimate the efficiency of recruiters. c. calculate the "float time" in the recruiting process. d. target the most time-efficient recruiting sources.

d. target the most time-efficient recruiting sources.

Glibb Design's interior decorators, designers, and architects work together in self-managing work groups. This structure is key to the organization's culture and it is important that new hires fit in with the work group to which they are assigned. In this case, it would be wise to use a. multiple-hurdle interviews. b. situational interviews. c. panel interviews. d. team interviews.

d. team interviews.

For legal reasons, Seneca Film Production, Inc., wishes to have a job analysis method that will lend itself to validity studies on election test. The company would be best advised to use: a. panel interviews of SMEs. b. employee logs c. observation of employees on the job d. the Position Analysis Questionnaire

d. the Position Analysis Questionnaire

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