Global HRM: Ch. 5 practice questions
Which of the following is the primary disadvantage for employers who use private employment agencies to fill positions? A) White-collar applicants are difficult to attract. B) Applicant screening may not be thorough. C) Applicant processing time is too lengthy. D) Application procedures are complicated.
B) Applicant screening may not be thorough.
t/f: Publicizing an open job to current employees through a firm's intranet or bulletin board is known as job posting.
True
What is the typical compensation structure for on-demand recruiting services? A) hourly rate B) commission C) percentage fee D) signing bonus
A) hourly rate
Newton Building Supplies hopes to generate an extra $4 million in sales next year. A salesperson traditionally generates $800,000 in sales each year. Using ratio analysis, how many new salespeople should Newton hire? A) 2 B) 5 C) 10 D) 20
B) 5
The process of deciding how to fill executive positions at a firm is known as ________. A) internal recruiting B) succession planning C) long-term forecasting D) advanced interviewing
B) succession planning
Which of the following terms refers to studying a firm's past employment needs over a period of years to predict future needs? A) ratio analysis B) trend analysis C) graphical analysis D) computer analysis
B) trend analysis
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that Marie should implement a computerized skills inventory database? A) Barnum offers its employees the opportunities to participate in job rotation and job expansion experiences. B) Barnum's recruiting yield pyramid indicates that the firm should generate 1,000 leads in order to fill 100 positions. C) Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions. D) HR managers at Barnum frequently receive discrimination complaints that must be investigated by the EEOC.
C) Barnum executives would like to transfer the firm's most qualified employees to the new hotels to fill supervisory positions.
Which Web site is increasingly serving as a recruitment source for passive job candidates? A) Career Builder B) You Tube C) LinkedIn D) Monster
C) LinkedIn
What mathematical process do employers use to forecast availability of internal job candidates that shows the probabilities that feeder positions in a chain will be filled? A) trend analysis B) access analysis C) Markov analysis D) workforce analysis
C) Markov analysis
Jessica Garza is a manager at a large retail store. Currently, Jessica has four temporary workers under her supervision that a local staffing agency has provided. In which of the following tasks related to the temporary workers should Jessica become directly involved? A) negotiating the pay rate B) setting the time-off policies C) answering task-related questions D) providing online training and development
C) answering task-related questions
What is the primary purpose of an applicant tracking system? A) sorting resumes based on an applicant's years of work experience B) generating advertisements for attracting and gathering applicants C) assisting employers in attracting, screening, and managing applicants D) assisting recruiters with locating internal applicants for key positions
C) assisting employers in attracting, screening, and managing applicants
An employer will most likely use a private employment agency in order to ________. A) receive assistance writing job ads B) adhere to federal hiring practices C) fill a specific job opening quickly D) spend more time recruiting applicants
C) fill a specific job opening quickly
A Markov analysis is primarily used to ________. A) predict the long-term employment needs in an industry B) assess the productivity and tenure of a job applicant C) forecast the availability of internal job candidates D) analyze the effectiveness of recruitment sources
C) forecast the availability of internal job candidates
Which of the following is information that should NOT be requested on application forms? A) experience B) technical skills C) marital status D) training
C) marital status
Which of the following is a service that provides short-term specialized recruiting to support specific projects without the expense of retaining traditional search firms? A) top-executive searches B) contingent-based searches C) on-demand recruiting services D) just-in-time recruiting services
C) on-demand recruiting services
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, most likely undermines Marie's decision to fill top positions with inside candidates? A) Barnum needs to head in a different direction with innovative ideas if it is to remain competitive with other hotel chains. B) Many current Barnum employees have indicated they are loyal to the firm by rejecting offers to work at competing hotels. C) Training new employees about the practices and procedures at Barnum is costly in regards to both time and money. D) The influence of local labor unions and EEO legislation is blamed for the high turnover rate among Barnum employees.
A) Barnum needs to head in a different direction with innovative ideas if it is to remain competitive with other hotel chains.
All of the following are common concerns that have been expressed to researchers by temporary employees EXCEPT ________. A) being in compliance with equal employment laws B) feeling insecure about their employment situation C) worrying about the lack of insurance benefits D) being treated impersonally by employers
A) being in compliance with equal employment laws
Dixon Industries wants to engage in predictive workforce monitoring. As the HR manager at Dixon, you should most likely ________. A) continuously monitor workforce planning issues B) primarily use recruiters for top executive jobs C) frequently assess the online HR scorecard D) regularly implement the Markov analysis
A) continuously monitor workforce planning issues
Which of the following is typically responsible for paying the fees charged by a private employment agency when an applicant is placed in a job? A) employers B) employees C) state employment commissions D) independent recruiters
A) employers
Pamlico River Productions is seeking a top-level manager to oversee its finance division. Qualified candidates can be difficult to find, so the business would most likely benefit from using a(n) ________ to recruit potential candidates. A) executive recruiter B) temporary agency C) Internet-based job site D) alternate staffing recruiter
A) executive recruiter
Succession planning requires making forecasts of in three steps: ________, develop inside candidates, assess and choose those who will fill the key position. A) identify key needs B) job specifications C) global trends D) labor relations
A) identify key needs
A recruiting yield pyramid is the historical arithmetic relationship between all of the following EXCEPT ________. A) internal and external candidates B) offers made and offers accepted C) recruitment leads and invitees D) interviews and offers made
A) internal and external candidates
Smith Industries is thinking of having another company take care of its benefits management. This is called: A) outsourcing B) recruiting C) telecommuting D) screening
A) outsourcing
Newton Manufacturing is using a private employment agency to recruit individuals for management positions. As the HR manager at Newton, you need to ensure that applicants are screened properly, so you should ________. A) provide the agency with an accurate job description B) post jobs on the firm's intranet and bulletin boards C) develop applicant screening software for internal hires D) send HR experts to monitor the agency's recruiting activities
A) provide the agency with an accurate job description
Which of the following determines future staff needs by using ratios between a causal factor and the number of employees required? A) ratio analysis B) forecasting ratio C) personnel ratio D) ratio matrix
A) ratio analysis
Qualifications inventories can be tracked and maintained by using all of the following EXCEPT a ________. A) ratio analysis matrix B) personnel replacement chart C) position replacement card D) skills inventory software
A) ratio analysis matrix
Which of the following terms refers to the background investigations, tests, and physical exams that firms use to identify viable candidates for a job? A) selection tools B) job analysis methods C) personnel techniques D) forecasting tools
A) selection tools
Which of the following factors plays the greatest role in determining the best medium for a job advertisement? A) skills needed for the job B) job compensation and salary C) time allowed to fill the position D) graphics used in the advertisement
A) skills needed for the job
One type of workers is ________, who do all or most of their work remotely, often from home, using information technology. A) telecommuters B) temps C) walk-ins D) recruiters
A) telecommuters
Kate works as a nurse on temporary assignment for hospitals throughout the region on an as needed basis. Kate is most likely ________. A) working as a contingent worker B) participating in a job rotation C) using job enlargement D) benchmarking jobs
A) working as a contingent worker
What is an advantage of using employee referral campaigns? A) Local, hourly workers can be recruited quickly. B) Applicants have received realistic job previews. C) Rewards and incentives are eliminated. D) Applicants have community ties.
B) Applicants have received realistic job previews.
Which of the following has improved the ability of executive recruiters to find potential candidates? A) mobility premiums B) Internet databases C) corporate intranets D) broad banding
B) Internet databases
Which of the following is most likely a true statement about mandatory alternative dispute resolution agreements? A) Most federal courts have found the documents unenforceable. B) Judicial appeals and reconsideration are available if legal errors occur. C) Employees absorb most of the costs associated with the arbitration process. D) Job applicants are typically more interested in firms that require arbitration.
B) Judicial appeals and reconsideration are available if legal errors occur.
The ________ run by the U.S. Department of Labor enables public employment agency counselors to advise applicants about local and national job openings. A) U.S. Career Center B) National Job Bank C) National Employment Agency D) Equal Employment Opportunity Commission
B) National Job Bank
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following, if true, best supports the argument that a scatter plot is the most appropriate tool for Marie to use in estimating future personnel needs? A) Productivity levels for Barnum employees typically vary from month to month. B) The size of the two new Barnum hotels will be similar to the chain's other hotels. C) Barnum requires HR to maintain qualifications inventories for all current employees. D) Personnel replacement charts serve as useful tools when filling Barnum's managerial positions
B) The size of the two new Barnum hotels will be similar to the chain's other hotels.
Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain. Barnum intends to open two new hotels within the next three years and will have many job positions to fill. Historically, employee turnover is high at Barnum as employees remain with the company for one or two years before quitting. Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. All of the following questions are relevant to Marie's decision to fill top positions at the new hotels with internal candidates EXCEPT: A) What are the key managerial positions that are available at the new hotels? B) What percentage of employers in the service industry use succession planning? C) What skills, education, and training have been provided to potential candidates? D) What is the designated procedure for assessing and selecting potential candidates?
B) What percentage of employers in the service industry use succession planning?
Finding or attracting applicants for an employer's open positions is known as ________. A) succession planning B) employee recruiting C) personnel planning D) job posting
B) employee recruiting
Counselors in state-run employment agencies conduct all of the following activities EXCEPT ________. A) reviewing employer job requirements B) filing employer tax reports C) visiting employer work sites D) writing job descriptions
B) filing employer tax reports
What is the first step in succession planning? A) creating an applicant pool B) identifying and analyzing key position needs C) selecting who will fill key positions D) developing the strengths of current employees
B) identifying and analyzing key position needs
When constructing a job advertisement, all of the following are aspects of the AIDA guide EXCEPT ________. A) attracting attention to the ad B) implying long-term benefits C) prompting applicant action D) developing interest in the job
B) implying long-term benefits
Which of the following is NOT a tool used by firms to recruit outside candidates? A) newspaper advertising B) intranet job postings C) employment agencies D) online job boards
B) intranet job postings
Marcus, an HR manager for Samsung, must decide what positions the firm should fill in the next six months, which means Marcus is currently working on ________. A) screening job candidates B) personnel planning C) interviewing job candidates D) writing job descriptions
B) personnel planning
Which of the following is the primary disadvantage of using internal sources of candidates to fill vacant positions in a firm? A) lack of knowledge regarding a candidate's strengths B) potential to lose employees who aren't promoted C) questionable commitment of candidates to the firm D) significant training and orientation requirements
B) potential to lose employees who aren't promoted
Workforce planning often involves paying continuous attention to workforce planning issues which is called: A) personnel replacement chart B) predictive workforce monitoring C) personnel replacement charts D) yield pyramids
B) predictive workforce monitoring
Which of the following contains data regarding employees' education, career development, and special skills and is used by managers when selecting inside candidates for promotion? A) computerized forecasting tools B) qualifications inventories C) trend records D) scatter plots
B) qualifications inventories
Which of the following motivates most employees over 65 to work? A) overtime payments B) schedule flexibility C) supportive work environments D) additional sick days
B) schedule flexibility
In regards to on-campus recruiting, which of the following is most likely to help sell the employer to the interviewee? A) recruiter's professional attire B) sincerity of the recruiter C) emphasis on the job location D) well-written job descriptions
B) sincerity of the recruiter
When managers need to determine which current employees are available for promotion or transfer, they will most likely use ________. A) scatter plots B) skills inventories C) estimated sales trends D) personnel forecasts
B) skills inventories
The ongoing process of systematically identifying, assessing, and developing organizational leadership to enhance performance is known as ________. A) employee mentoring B) succession planning C) work sampling D) employee recruiting
B) succession planning
The fastest growing labor force segment in the United States over the next few years will be those from ________ years old. A) 23-29 B) 30-44 C) 45-64 D) 65+
C) 45-64
When using either a trend analysis or a ratio analysis, it is assumed that ________ will remain the same. A) staffing levels B) currency rates C) productivity levels D) recruitment plans
C) productivity levels
A ________ is used to calculate the number of applicants a firm must generate to hire the required number of new employees. A) trend analysis B) ratio analysis C) recruiting yield pyramid D) scatter plot
C) recruiting yield pyramid
A ________ is a graphical method used to help identify how two variables are related. A) trend analysis B) ratio analysis C) scatter plot D) productivity chart
C) scatter plot
Smith Industries has set a goal of recruiting minority applicants. Which of the following methods is LEAST likely to be successful for Smith Industries? A) offering flexible work schedules B) providing flexible benefits plans C) utilizing executive recruiters D) collaborating with professional organizations
C) utilizing executive recruiters
Approximately what percentage of new college graduates are hired to fill externally filled jobs that require a college degree? A) 7% B) 83% C) 16% D) 38%
D) 38%
________ are special employment agencies retained by employers to seek out top management talent for their clients. A) State-run employment agencies B) Private employment agencies C) Temporary agencies D) Executive recruiters
D) Executive recruiters
________ is the process of deciding what positions the firm will have to fill and how to fill them. A) Recruitment B) Selection C) Job analysis D) Workforce planning
D) Workforce planning
Which of the following terms refers to the use of nontraditional recruitment sources? A) negligent hiring B) personnel planning C) human resource management D) alternative staffing
D) alternative staffing
Which of the following is a primary goal of college recruiters? A) building relationships with college career centers B) cutting future recruiting costs for the firm C) developing a pool of temporary workers D) attracting good candidates
D) attracting good candidates
What is the first step in the recruitment and selection process? A) performing initial screening interviews B) building a pool of candidates C) performing candidate background checks D) deciding what positions to fill
D) deciding what positions to fill
Recruiting is necessary to ________. A) determine whether to use inside or outside candidates B) forecast the short-term supply of outside candidates C) create positive word-of-mouth about a firm D) develop an applicant pool
D) develop an applicant pool
All of the following are methods used by firms to develop high-potential candidates for future positions EXCEPT ________. A) providing internal training B) implementing job rotation C) offering global assignments D) developing skills inventories
D) developing skills inventories
Bob needs to find and attract applicants to his company's open positions, which is known as ________. A) trend analysis B) engagement C) staffing D) employee recruiting
D) employee recruiting
All of the following are characteristics of a job posting EXCEPT ________. A) listing the job's attributes B) providing the job's pay rate C) publicizing the open job to employees D) indicating the preferred number of applicants
D) indicating the preferred number of applicants
A small software firm is seeking several permanent employees with experience in the semiconductor industry and advanced degrees in computer science. The firm is a small one and cannot afford to pay a traditional recruiting firm a fee of 30% per each hire's salary. Instead, this firm should consider using a(n) ________. A) contingency-based recruiter B) temporary staffing agency C) outsourcing staffing service D) on-demand recruiting service
D) on-demand recruiting service
A trend analysis is limited in its usefulness because it ________. A) overlooks the passage of time in regards to staffing B) addresses only the financial impact of employment changes C) assumes constant increases in worker productivity D) overlooks the potential for changes in skills needed
D) overlooks the potential for changes in skills needed
Which of the following refers to company records showing present performance and promotability of inside candidates for a firm's top positions? A) yield pyramids B) trend analysis charts C) succession planning tools D) personnel replacement charts
D) personnel replacement charts
A firm's ________ should guide employment planning and determine the types of skills and competencies the firm needs. A) job analysis B) organization chart C) marketing planning D) strategic business planning
D) strategic business planning
Pablo wants to figure out likely future employment needs for Slate Industries by examining past organizational employment needs of the company. This is an example of: A) a qualification inventory B) ratio analysis C) succession planning D) trend analysis
D) trend analysis
Which of the following would be the best option for a business that needs to attract local applicants for hourly jobs? A) employee referral campaigns B) on-demand recruiting services C) college recruiting D) walk-ins
D) walk-ins
Which of the following best explains why firms are using temporary workers more frequently? A) low cost when hired through agencies B) workers' desires for flexible schedules C) high cost of workers' compensation insurance D) weak economic confidence among employers
D) weak economic confidence among employers
t/f: According to EEO law, it is legal to ask job applicants if they have ever received workers' compensation.
False
t/f: According to U.S. court ruling, it is always illegal to recruit applicants with gender-specific ads, but using word-of-mouth to spread information about job opportunities is legal in all situations.
False
t/f: An in-house temporary employee is a highly skilled worker, such as an engineer or software designer, who is supplied for long-term projects under contract from an outside technical services firm.
False
t/f: Due to EEO laws, firms are only allowed to use contingency workers for clerical or maintenance positions; managerial staff must consist of full-time employees of the firm.
False
t/f: In most cases, it is more cost effective for firms to hire contingent workers through a temp agency than to hire comparable permanent employees.
False
t/f: In most cases, job applicants view concise job advertisements as more attractive and credible than lengthy ads with too many details about a job.
False
t/f: Offshoring means having outside vendors supply services that a firm's own employees previously did in-house, while outsourcing means having overseas outside vendors provide services once performed in-house.
False
t/f: Older workers usually have higher absenteeism rates compared to younger workers due to illness.
False
t/f: Retained executive recruiters are paid whether or not they eventually fill the client's vacant position.
False
t/f: The HR manager who recruits for a vacant job is typically the one who is responsible for supervising the performance of that position.
False
t/f: The dot-jobs domain is primarily used by HR managers for succession planning purposes.
False
t/f: The fees associated with both retained and contingent executive recruiters are increasing as firms struggle to find qualified candidates.
False
t/f: When firms prove that they will use the information on job application forms as a predictor of job performance, they are allowed under EEO laws to request information regarding an applicant's age and marital status.
False
t/f: When it refers to filling jobs like that of a maintenance clerk, personnel planning is called succession planning.
False
t/f: Video résumés eliminate the possibility of applicants claiming discrimination in a firm's hiring practices.
Fasle
t/f: A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.
True
t/f: A scatter plot is a graphical method used to help identify the relationship between two variables
True
t/f: According to most employment laws, employees of temporary staffing firms that are working in an employer's workplace are considered workers of both the temporary agency and the employer
True
t/f: Employment planning should be an integral part of a firm's strategic and HR planning process
True
t/f: Every state has a public, state-run employment service agency
True
t/f: Firms can predict job performance and employee tenure by analyzing job application information, such as travel experience and education level.
True
t/f: Firms can reduce potential problems associated with rehiring former employees by crediting them with the years of service they had accumulated before they left.
True
t/f: It is illegal for employers to conspire not to hire each other's employees.
True
t/f: Many firms use temporary hiring as a way to give prospective employees a trial run before hiring them as full-time workers.
True
t/f: Personnel planning requires an estimation of personnel needs, the supply of inside candidates, and the likely supply of outside candidates.
True
t/f: The U.S. Department of Labor maintains a nationwide computerized job bank called the National Job Bank.
True
t/f: The assumption shared by both trend analysis and ratio analysis is that productivity remains about the same from year to year.
True
t/f: To prevent the appearance of discriminatory hiring practices, firms are advised to avoid asking job applicants on an application form whether they own or rent a house.
True
t/f: When making personnel plans, a manager primarily needs to focus on the firm's personnel needs, the supply of inside candidates, and the estimated supply of outside candidates.
True
