MHR 305 Exam TWO

IN THE CLIP FROM "ARMAGEDDON," WHEN COLONEL SHARP LOOKS AT THE TEAM OF OIL RIGGERS WHO HAVE BEEN SELECTED TO BECOME ASTRONAUTS AND SAYS, "TALK ABOUT THE WRONG STUFF," HE IS SAYING THAT THE SELECTION PROCESS ACHIEVED ________. A.HIGH PERSON-JOB FIT B.HIGH PERSON-ORGANIZATION FIT C. LOW EMPLOYEE ENGAGEMENT D. A SMALL AND UNQUALIFIED POOL OF APPLICANT E. LOW PERSON-JOB AND LOW PERSON-ORGANIZATION FIT

E. LOW PERSON-JOB AND LOW PERSON-ORGANIZATION FIT Job fit is a concept that refers to how well an employee is suited for his or her position. Person-Organization fit (P-O fit) is generally defined as compatibility between employees and their organizations.

The Christian GreyCorporation was hiring recent college graduates from a variety of major universities for business analyst positions at its offices in Seattle. Based on the selection process shown below, this would be best described as what type of selection process? (chart comparing applicants, ranked 1-5 on certain assessments) a.Additive b.Compensatory c.SingleCriterion d.Multiple Hurdles e.Person-jobfit

a. Additive

Based on the "Top 15 Recruitment Videos" website, we watched examples of three companies and their recruiting strategies. In terms of the KPMG recruiting video, what is one thing that was done that would be especially appealing to recruiting Millennials? a.It profiled opportunities that employees have to engage in meaningful community service work. b.It played music by Taylor Swift throughout the video. c.It discussed the firm's innovative incentive pay practices. d.It discussed its college loan forgiveness benefit program. e.It discussed the firm's telecommuting program for employees.

a. It profiled opportunities that employees have to engage in meaningful community service work.

The measure of effectiveness for the performance appraisal process that must be interpreted with great care due to its potential for subjectivity, bias, and distortion of information is the _________. a. average performance ratings by dimension and overall b. percentage of performance appraisals completed c. percentage of performance appraisals that generate improvement action plans for the next year d. percentage of performance improvement goals specified in action plans that are achieved by the next employee's performance appraisal e. cost of implementing the system

a. average performance ratings by dimension and overall

How does the interview evaluation form below help to enhance the effectiveness of job interviews? a.It ensures that side-by-side comparisons can be made between job candidates. b.It ensures that the job interview process is efficient. c.It provides important information for the interviewer to evaluate him/herself as the interviewer. d.It eliminates the risk of lawsuits from job applicants who are not hired. e.All of the above

a.It ensures that side-by-side comparisons can be made between job candidates.

The reasons why downsizing initiatives in organizations fail include _________. a.Survivors of the downsizing become narrow-minded, self-absorbed, and risk averse. b.Management takes too long to execute the downsizing. c.Management fails to allocate sufficient financial resources to support the downsizing. d.Employees who are laid off file wrongful discharge lawsuits that wipe out the cost savings associated with the downsizing. e.The company cannot recruit qualified workers in then future after the downsizing.

a.Survivors of the downsizing become narrow-minded, self-absorbed, and risk averse

The measure of effectiveness for the performance appraisal process that must be interpreted with great care due to its potential for subjectivity, bias, and distortion of information is the. a.average performance ratings by dimension and overall b.percentage of performance appraisals completed c.percentage of performance appraisals that generate improvement action plans for the next year d.percentage of performance improvement goals specified in action plans that are achieved by the next employee's performance appraisal e.cost of implementing the system

a.average performance ratings by dimension and overall

The method of conveying both positive and negative job information to an applicant in an unbiased manner is called a(n) __________. a.realistic job preview b.job description c.onboarding process d.employment contract e.job requisition

a.realistic job preview

The performance appraisal method that is especially effective when an employer wants to obtain performance appraisal ratings of employees that are as precise as possible is(are)a __________. a. 360-degree feedback system b. BARS system c.results-oriented appraisal system d. management by objectives (MBO) e. All of the above

b. BARS system scales used to rate performance. ... It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance.

Which type of performance appraisal is commonly used to overcome the problem with inflated ratings that is seen with the use of some performance appraisal methods? a. Behavior-based scale b. Forced distribution scale c. Management by Objectives d. 360 degree feedback systems e. All of the above

b. Forced distribution scale A rating system used by companies to evaluate their employees. The system requires the managers to evaluate each individual, and rank them typically into one of three categories (excellent, good, poor).

Based on the "15 Best Recruitment Videos" that were shown in lecture, one of the most effective elements of the British Airways pilot recruitment video (see image below) was that it ___________. a. Included customer testimonials about why they fly with British Airways b. Included pilot testimonials about personal experiences with British Airways and the recruiting process. c. Discussed the history of British Airways as a company d. Presented examples of cutting edge technologies that are integrated into British Airways jets e. All of the above

b. Included pilot testimonials about personal experiences with British Airways and the recruiting process.

In the Incident entitled, "Training at Keller-Globe," it was stated that the manufacturer was going to send a trainer to the company to conduct classroom-based training and then work with the employees on the line to help them learn how to use the new machine." This is an example of the application of the ___________. a. general training process model b. strategic transfer of training model c. training evaluation model d. decision making criterion matrix e.training needs analysis model

b. strategic transfer of training model Training transfer means that learners are able to "transfer" their knowledge and skills learned in a training session back to their jobs.

An interviewer from the HR Department at the XLA Corporation consistently rated a candidate very negatively across a variety of dimensions (e.g., interpersonal skills, attitude, maturity) primarily because the candidate had been terminated from his last job at another company. This is an example of the interviewer displaying a(n). a.Stereotype b.Horn Effect c.Central Tendency Bias d.Memory Effect e.First ImpressionError

b.Horn Effect a tendency to allow one's judgement of another person, esp in a job interview, to be unduly influenced by an unfavorable (horns) or favorable (halo) first impression based on appearances.

Which of the following yield ratios for the recruiting process would indicate that recruiting is ineffective? a.Q/A=% Minimally Qualified out of Total Number of Applicants = 90% b.I/A=% Interviews out of Total Number of Applicants= 10% c.R/I=% Referrals out of Total Number Interviewed = 85% d.H/R=% Hires out of Total Number of Referrals = 50% e.H/A=% Hires out of Total Number of Applicants= 25%

b.I/A=% Interviews out of Total Number of Applicants= 10%

Which of the following is an advantage to using an Automated Reference Checking(ARC)system to check references? a.Candidates are more honest during the interview. b.It is confidential. c.It is easier for the recruiter to contact the references. d.The response time on reference collection averages three weeks. e.It eliminates negligent hiring suits.

b.It is confidential.

The training and development department at the Gotham Corporation is attempting to conduct a needs assessment of the job in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis? a.Performance appraisal ratings b.Job descriptions c.Industry analysis d.Corporate strategic plan e.Organizational chart

b.Job descriptions

Based on our discussion of this issue in class, which of the following statements is true regarding the relationship GPA and job performance a.The overall correlation between college GPA and job performance across a variety of jobs is approximately +.70 and it is statistically significant. b.The overall correlation between college GPA and job performance across a variety of jobs is approximately +.30, and it is statistically significant. c.College GPA is a valid predictor of job performance despite institutional differences in GPA. d.College GPA has become a more valid predictor of job performance due to grade inflation. e.The longer the gap between when a GPA was earned and when job performance is measured, the stronger the correlation between these two factors.

b.The overall correlation between college GPA and job performance across a variety of jobs is approximately +.30, and it is statistically significant.

In the video clip from the movie, "Armageddon." A wide variety of assessment tests were administered to the members of the space drilling team in order to determine person-job fit in terms of ___________. a.their overall physical fitness b.their ability to survive the trip to the asteroid c.their analytical skills d.their teamwork skills e.their decision making skills

b.their ability to survive the trip to the asteroid

The Optimus Prime Corporation hires new employees through a process in which all job candidates are assessed using a variety of job interviews, simulations, assessment centers, and background checks. Once this information is collected for all job applicants, management makes an overall evaluation of each job candidate based on considering his/her relative strengths and weaknesses. The final hiring decision is based on the overall evaluations of job candidates. The Optimus Prime Corporation uses a(n) ________ approach to making selection decisions. a. DataAnalytics b. Additive c. Compensatory d. Multiple-Hurdle e. Weighted Criteria

c. Compensatory This method administers all assessment tools to applicants at the same time -- or at least all of them are administered before a candidate is eliminated or selected. The scores of all assessment tools are combined to give each applicant a composite score. Under this system, an applicant is less likely to be eliminated based on the results of a single assessment tool and comparisons can be made among the composite results of all applicants.

The most appropriate measure of recruiting effectiveness to use if an organization wants to assess its ability to get job candidates to accept offers that it has extended to them is _____________. a. Time-to-Fill (RR-OD) b. Quality of Hire (PR+HP+HS/N) c. Hit Rate (OA/OE) d. I/A (Number of interviews out of total number of applicants) e. Predictive Validity

c. Hit Rate (OA/OE) Hit rate is a metric or measure of business performance traditionally associated with sales. It is defined as the number of sales of a product divided by the number of customers who go online, call, or visit a company to find out about the product.

Based on this scenario from Amie Crohn's guest lecture, which of the following actions did she take to address the challenges she faced? a.Created a spreadsheet for all desired openings to track on an annual basis with HR and Learning and Development. b.Worked with hiring managers to train them on job interviewing strategies. c.Identified internal candidates who may be able to quickly take on this 12 -18 month project assignment. d.Created a strategic plan for HR to address recruiting issues. e.All of the above.

c. Identified internal candidates who may be able to quickly take on this 12 -18 month project assignment.

Which of the following applies to an entire system, such as a company or a plant, and is a major means of achieving change in the corporate culture? a.Quality circles b.Learning management system c.Organization development d.Survey feedback e.Team building

c. Organization development

Which option for avoiding an expected labor shortage would be best if you need fast speed and high revocability? a.New external hires b.Technological innovations c.Outsourcing d.Retrained transfers e.Turnover reductions

c. Outsourcing

Based on the fourth "Top Gun" video presented in lecture showing the deployment of TopGun graduates in an actual crisis situation involving hostile enemy jets, which of the following is (are) true? a.The performance of the pilots in this situation represented a reactions-based evaluation of the Top Gun training program. b.The performance of the pilots in this situation represented a learning-based evaluation of the Top Gun training program. c.The performance of the pilots in this situation represented a behavior-based evaluation of the Top Gun training program. d. The performance of the pilots in this situation represented an organization-based evaluation of the Top Gun training program. e. All of the above.

c. The performance of the pilots in this situation represented a behavior-based evaluation of the Top Gun training program.

You have been hired as a management consultant by a firm that needs assistance with designing its recruiting process for sales professionals. At your first meeting with management, they are interested in your recommendations for using various approaches to recruiting. Given this situation, which of the following would you recommend? a. Internal recruiting methods should not be used in most cases as they are ineffective. b. External recruiting methods should not be used in most cases as they are ineffective. c. The use of internal recruiting methods tends to be associated with inbreeding problems. d. The use of external recruiting methods tends to be associated with poor person-job fit. e. A major strength of internal recruiting methods is that they provide a clean slate for the new hires.

c. The use of internal recruiting methods tends to be associated with inbreeding problems.

Sam Malone, Director of Information Technology at the Landau Corporation, conducted a performance appraisal of the ten members of his staff. Although the true performance level of his staff ranges from marginal to outstanding, he gives them all average performance ratings. Sam is demonstrating a(n) in this situation. a. leniency bias b. severity bias c. central tendency bias d. halo error e. measurement contamination error

c. central tendency bias refers to a tendency for raters, or managers to evaluate most of their employees as "average" when they apply a rating scale.

The degree to which the validity of a selection method established in one context extends to other contexts is called ___________. a.Test-Retest Reliability b.Content Validity c.Generalizability d.Internal Consistency Validity e.Predictive Validity

c.Generalizability the degree to which the validity of a selection method established in one context extends to other contexts.

Based on the Incident entitled, "These Things are a Pain," which of the following is (are) true regarding the effectiveness of the performance appraisals conducted by the manager? a.He was ineffective in that he used a forced distribution rating system. b.He was effective in that he created detailed action plans for enhancing the performance of each of his employees. c.He was ineffective in that he demonstrated a leniency with one of his employees and a recency bias with another one of his employees when completing their performance appraisals. d.He was effective in that he worked hard to put his workers at ease when meeting with them to conduct their performance appraisals. e.All of the above.

c.He was ineffective in that he demonstrated a leniency with one of his employees and a recency bias with another one of his employees when completing their performance appraisals

An employer uses a selection process that sets minimum standards for each stage of the process. First, all job applicants must have at least a 3.5/4.0 GPA in order to receive an initial interview. Next, candidates who participate in an initial interview must receive at least a good or excellent rating from the interviewer in order to advance to the next stage of consideration. Finally, job candidates must receive good or excellent ratings from all of their job references in order to receive a job offer. This is an example of which approach to making selection decisions? a.Additive b.Compensatory c.Multiple-Hurdle d.Single Criterion e.Criterion-Related

c.Multiple-Hurdle In a multiple hurdle approach, the applicant must pass each step in the selection process.

The characteristic of an effective appraisal system that allows an employee to challenge a rating is called________. a.documentation b.job relatedness c.due process d.standardization e.legal defensibility

c.due process

Based on the first"Top Gun"video presented in lecture showing the overview and objectives of the training program, the need for the creation of the program was that ___________. a.the US Navy was having difficulty recruiting new fighter pilots b.the turnover rate among existing fighter pilots in the US Navy was increasing c.the kill ratio for US fighter pilots was declining d.the hit rate for US fighter pilots was increasing e.all of the above

c.the kill ratio for US fighter pilots was declining

A matrix that shows the proportion of employees in different job categories and howThey move from one job category or state to another each year is called a_________matrix. a.decision making criteria b.work flow c.transitional d.yield ratio e.HR planning

c.transitional

Selection methods that tend to possess high validity include ________. a.reference checks b.unstructured interviews c.work sample tests d.personality inventories e.all of the above

c.work sample tests are based on the premise that the best predictor of future behavior is observed behavior under similar situations.

The training and development department at the Gotham Corporation is attempting to conduct a needs assessment of the organization in order to identify the kinds of training that is needed. Which source of information would be most appropriate for supporting this analysis? a. Performance appraisal ratings b. Corporate annual report c. Industry analysis d. Corporate strategic plan e. Organizational chart

d. Corporate strategic plan Systematic process of determining goals to be achieved in the foreseeable future. It consists of: (1) Management's fundamental assumptions about the future economic, technological, and competitive environments. (2) Setting of goals to be achieved within a specified timeframe. (3) Performance of SWOT analysis. (4) Selecting main and alternative strategies to achieve the goals. (5) Formulating, implementing, and monitoring the operational or tactical plans to achieve interim objectives.

You have been hired as a management consultant by a firm that needs assistance with designing its recruiting process for sales professionals. At your first meeting with management, they are interested in your recommendations for using various approaches to recruiting. Given this situation, which of the following would you recommend? a. Internal recruiting methods should not be used in most cases as they are ineffective. b. External recruiting methods should not be used in most cases as they are ineffective. c. The use of internal recruiting methods tends to be associated with inbreeding problems. d. The use of external recruiting methods tends to be associated with poor person-job fit. e. A major strength of internal recruiting methods is that they provide a clean slate for the new hires.

d. The use of external recruiting methods tends to be associated with poor person-job fit.

The performance evaluation form used to evaluate the job performance of production employees for a manufacturing company includes teamwork, effort, flexibility, efficiency and sense of humor. The use of "sense of humor" in the definition of performance for the job is an example of _______. a. lack of predictive validity b. performance deficiency c. measurement deficiency d. measurement contamination e. performance contamination

d. measurement contamination

The last critical step in the implementation of the strategic training framework for enhancing transfer of training is ___________. a. demonstration b. review of the theory c. practice or simulation d. practice on the job with coaching e. practice on the job with feedback

d. practice on the job with coaching

A consumer products company conducted an assessment of content validity for the job knowledge test it created for the sales representative position in the company. Based on a sample of 1,000 sales representatives at the company, a correlation for the items on the exam was .19 which was statistically significant. HR concluded that the test possessed a high degree of content validity. An evaluation of this conclusion is that _________. a.it is the correct conclusion b.there is actually only a moderate degree of content validity c.the test also possesses high predictive validity d.the statistically significant correlation in this case does not mean that the test possesses high content validity because of the sample size e.the test also possesses concurrent validity

d. the statistically significant correlation in this case does not mean that the test possesses high content validity because of the sample size

An HR representative at the Equinox Corporation has a full day of interviews set up for a customer service specialist position. The first candidate who is interviewed is a disaster. First, he was 20 minutes late for the interview. He then proceeded to throw up on the interviewer's desk and pretend like nothing had happened. Finally, he refused to leave the interviewing room until the HR rep offered him a job. Security had to be called to remove the individual. The next job candidate is a solid candidate in terms of personality, education and experience, but the interviewer viewed her as being an exceptional job candidate because of the individual who had been interviewed just before her. This is an example of a(n) _______________. a.Horn Effect b.Negativity Bias c.Recency Effect d.Contrast Error e.First Impression Bias

d.Contrast Error a concept during a performance appraisal of a candidate where his/her valuation is impacted by the fact that the previous candidates were relatively good or bad.

Which of the following is (are) true regarding validity issues in the selection process? a.Concurrent validity is the most valuable analysis in selecting qualified workers. b.The criterion that is used when assessing predictive validity is employee engagement. c.The predictor that is used when assessing concurrent validity is always a job knowledge test. d.The assessment of the predictor and the criterion are taken at the same time with concurrent validity. e.Predictive validity is assessed using a decision making criteria matrix.

d.The assessment of the predictor and the criterion are taken at the same time with concurrent validity.

Based on the "Conducting a Performance Appraisal" exercise completed in discussion section, which of the following is(are) true about the performance evaluation form and process that was used? a.The performance data that was used to support the evaluation was not valid as it was all subjective observations. b.There was tremendous measurement contamination associated with the performance appraisal form that was used in the process. c.The performance appraisal form that was used represented an effective 360-degree feedback process. d.The performance appraisal form was effective in that it included a structured action planning section. e.All of the above.

d.The performance appraisal form was effective in that it included a structured action planning section.

Based on the "Conducting a Performance Appraisal" exercise completed in discussion section, which of the following is(are) true about the performance evaluation form and process that was used? a.The performance data that was used to support the evaluation was not valid as it was all subjective observations. b.There was tremendous measurement contamination associated with the performance appraisal form that was used in the process. c.The performance appraisal form that was used represented an effective 360-degree feedback process. d.The performance appraisal form was effective in that it included a structured action planning section. e.All of the above.

d.The performance appraisal form was effective in that it included a structured action planning section.

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in real organizations is called _________. a.Legality b.Concurrent Validity c.Effectiveness d.Utility e.Impact

d.Utility

Which option for reducing an expected labor surplus would be best if you need fast speed and moderate suffering? a.Downsizing b.Pay reductions c.Retraining d.Work sharing e.Natural attrition

d.Work sharing an arrangement whereby one full-time job may be carried out by two people working part time.

The key points from the "Developing a Strategic Recruiting Plan" exercise conducted in discussion section include________________. a. The most critical objective of a strategic recruiting plan is to generate a large pool of qualified applicants b. An effective recruiting plan should be based on an updated and accurate job description c. A recruiting plan should reflect an understanding of the job specification component of a job description in identifying the appropriate recruitment sources and methods to be deployed in support of the plan. d. Deployment of a recruiting plan should be assigned to those who will represent the company well (i.e., who possess superior people skills), who understand the job (e.g., job incumbents, managers of the job) and who can effectively respond to questions from job applicants. Oftentimes, this is a combination of line managers and HR professionals. e. All of the above.

e. All of the above.

Jill Benetton, Vice-President of HR at the Miller Corporation, needs to evaluate the effectiveness of the overall corporate training and development area from a "behavioral" level. Given this, which of the following outcomes should she focus on in terms of supporting her evaluation of the training function? a. Employee mastery of the content taught to them in training programs. b. Improvements in customer satisfaction and retention based on the training. c. Employee perceptions of the value and relevance of training programs. d. Whether employees would recommend the training programs offered to other employees in the organization. e. Improvements in employee job performance after the training.

e. Improvements in employee job performance after the training.

Based on the "Top 15 Recruitment Videos" website, we watched examples of three companies and their recruiting strategies. In terms of the HubSpot recruiting video, which of the following is true? a.One weakness was that it used "elevator music"that was not appealing to its targetAudience. b.One strength was that it included testimonials from external customers. c.One strength was that it provided detailed information about employee compensation. d.One weakness was that there was absolutely no workforce diversity shown in the video. e.One strength was that it talked about the purpose of the company and how it was having a positive impact on the world.

e. One strength was that it talked about the purpose of the company and how it was having a positive impact on the world.

Based on the "Making a SelectionDecision" exercise conducted in discussion section, the key practical takeaways include _____________. a.Effective selection decisions must be based on a systematic approach using clearly defined evaluation criteria. b.Selection criteria must be applied consistently across all candidates to ensure amore effective evaluation process. c.The decision making criteria matrix is a basic tool that can be used to enhance the effectiveness of selection decisions by making the process more explicit and systematic. This also makes the process more transparent which enhance the credibility of the process. d.When achieving diversity objectives is a desired end, a compensatory approach to making decisions is often needed in order to support a more holistic evaluation of candidates. e.All of the above.

e.All of the above.

Based on the "Matter of Priorities" incident covered in lecture, what steps in the selection process were missed? a.Sheila did not have time to pre-screen documents (e.g., resume) prior to the interview. b.Sheila did not have time to adequately prepare for the interview in terms of formulating appropriate questions. c.There was no sense of proper closure to the interview given its abrupt ending. d.Allen (the job applicant) may not have formed a favorable impression of the position, Sheila, and/or the company and he may not be interested in the position any longer. e.All of the above.

e.All of the above.

Based on the"Making a Selection Decision" exercise conducted in discussion section, the key practical takeaways include. a.Effective selection decisions must be based on a systematic approach using clearly defined evaluation criteria. b.Selection criteria must be applied consistently across all candidates to ensure a more effective evaluation process. c.The decision making criteria matrix is a basic tool that can be used to enhance the effectiveness of selection decisions by making the process more explicit and systematic. This also makes the process more transparent which enhance the credibility of the process. d.When achieving diversity objectives is a desired end, a compensatory approach to making decisions is often needed in order to support a more holistic evaluation of candidates. e.All of the above.

e.All of the above.

Which of the following is the term for a document that specifies job title, department, the date the employee is needed for work, and other details and that is initiated at the start of recruitment for a position? a.List of preferred recruitment sources b.Job description c.Preferred recruitment methods d.Job posting e.Employee requisition

e.Employee requisition

Liz Koenig, college recruiter for the Jesper Corporation, is interested in conducting on-campus job interviews with graduating seniors at a number of universities around theU.S.The challenge she is facing is that she isn't sure which information she should obtain to help him to make good hiring decisions. Based on our discussion of the reliability and validity of selection methods, which selection method should she utilize if she needs a predictor with at least moderate validity? a.Grade point average b.Quality of the school c.Letters of recommendation d.Literacy testing e.Extracurricular activities

e.Extracurricular activities

Jill Benetton, Vice-President of HR at the Miller Corporation, needs to evaluate the effectiveness of the overall corporate training and development area from a "behavioral" level. Given this, which of the following outcomes should she focus on in terms of supporting her evaluation of the training function? a. Employee mastery of the content taught to them in training programs. b. Improvements in customer satisfaction and retention based on the training. c. Employee perceptions of the value and relevance of training programs. d. Whether employees would recommend the training programs offered to other employees in the organization e.Improvements in employee job performance after the training.

e.Improvements in employee job performance after the training.

Based on the "Top 15 Recruitment Videos" website, we watched examples of two companies and their recruiting strategies. In terms of the Rackspace recruiting video, one of the major opportunities for improvement was that it _______________. a.used music that was not appealing to its target audience b.it only showed the company's building, offices, and other facilities, but it did not show any people c.did not provide any information about employee compensation and benefits d.was slow and boring e.did not explain what the company did

e.did not explain what the company did