Human Resource Management Chapters 5-7

Leading indicators are objective measures that accurately predict future labor demand.

TRUE Leading indicators are objective measures that accurately predict future labor demand

The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.

FALSE The Civil Rights Act of 1991 forbids the use of race or sex norming.

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

TRUE Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews

Essay: Discuss the burden placed on people or organizations contacted as references for job candidates. How do organizations cope with this burden?

Providing information as references for job candidates poses some burden on the people or organizations contacted for the purpose. Part of that burden is the risk of giving information that is seen as too negative or too positive. If the person who is a reference gives negative information, there is a chance the candidate will claim defamation, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful. At the other extreme, if the person gives a glowing statement about a candidate, and the new employer later learns of misdeeds such as sexual misconduct or workplace violence, the new employer might sue the former employer for misrepresentation. Because such situations occasionally arise, people who give references tend to give as little information as possible. Most organizations have policies that the HR department will handle all requests for references and that they will only verify employment dates and sometimes the employee's final salary. In organizations without such a policy,HR professionals should be careful—and train managers to be careful—to stick to observable, job-related behaviors and to avoid broad opinions that may be misinterpreted.

Implementation that ties planning and recruiting to the organization's strategy and to its efforts to develop employees becomes a complete program of talent management.

TRUE Implementation that ties planning and recruiting to the organization's strategy and to its efforts to develop employees becomes a complete program of talent management.

In a behavior description interview, the interviewer asks the candidate how he or she handled a type of situation in the past.

TRUE A behavior description interview (BDI) is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. Questions about candidates' actual experiences tend to have the highest validity.

Orientation training is designed to prepare employees to perform their job effectively, learn about the organization, and establish work relationships.

TRUE Many employees receive their first training during their first days on the job. This training is the organization's orientation program—its training designed to prepare employees to perform their job effectively, learn about the organization, and establish work relationships.

Fill in the blanks: List the steps in the human resource planning process: 1._____________ 2._____________ 3._____________

1. Forecasting 2.Goal Setting and Strategic Planning 3. Program Implentation and Evaluation

_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores. A. Criterion-related B. Diagnostic C. Content D. Convergent E. Construct

A. Criterion-related The federal government's Uniform Guidelines on Employee Selection Procedures accept three ways of measuring validity: criterion-related, content, and construct validity.

Which of the following holds good under the Immigration Reform and Control Act of 1986? A. Employers must verify and maintain records on the legal rights of applicants to work in the United States. B. Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years. C. Employers can pay lower wages to the immigrant workers. D. Employers must verify the legal age of employees who do not hold American citizenship. E. Employers are allowed to discriminate against persons on the basis of citizenship status.

A. Employers must verify and maintain records on the legal rights of applicants to work in the United States. Under the Immigration Reform and Control Act of 1986, employers must verify and maintain records on the legal rights of applicants to work in the United States by having applicants fill out the U.S. Citizenship and Immigration Services' Form I-9 and present documents showing their identity and eligibility to work.

Which of the following defines needs assessment in the context of training? A. It is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary. B. It is a combination of employee characteristics and positive work environment that permit training. C. It is a process that evaluates the monetary needs of employees that can motivate them to undertake a training program. D. It is an application that automates the administration and delivery of a company's training program. E. It is the process to determine employees' characteristics to ensure their readiness for training.

A. It is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary. Needs assessment is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary.

Which of the following documents outlines the type of service needed, the type and number of references needed, and the number of employees to be trained? A. Request for proposal B. Articles of incorporation C. Instructional design D. Needs assessment form E. Organization analysis report

A. Request for proposal To select a training service, an organization can mail several vendors a request for proposal (RFP), which is a document outlining the type of service needed, the type and number of references needed, the number of employees to be trained, the date by which the training is to be completed, and the date by which proposals should be received.

Which of the following is true of electronic performance support systems? A. They provide expert advice when a problem occurs on the job. B. They automate the administration and delivery of a company's training programs. C. They determine the appropriateness of training by evaluating the characteristics of the organization. D. They determine individuals' readiness for training. E. They identify the tasks that training should emphasize.

A. They provide expert advice when a problem occurs on the job. Electronic performance support systems (EPSSs) provide access to skills training, information, and expert advice when a problem occurs on the job. Using an EPSS is faster and more relevant than attending classes, even classes offered online.

Which of the following methods is best suited to diagnose the underutilization of a certain minority group in an organization? A. Workforce Utilization Review B. Trend Analysis C. Transitional Matrix D. Yield Ratio E. Capacity Utilization Analysis

A. Workforce Utilization Review Workforce utilization review refers to a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market.

The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these "similar" scores is known as _____. A. banding B. generalizing C. affirmative action D. sensitizing

A. banding The concept of banding treats a range of scores as being similar. All applicants within a range of scores, or band, are treated as having the same score. Then within the set of "tied" scores, employers give preference to underrepresented groups.

If a person who is the reference gives negative information about the job candidate, there is a chance the candidate will claim _____, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful. A. defamation B. misappropriation C. fraud D. misrepresentation E. negligence

A. defamation If the person who is a reference gives negative information, there is a chance the candidate will claim defamation, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful

The _____ of a type of measurement indicates how free that measurement is from random error. A. reliability B. validity C. generalizability D. utility E. verifiability

A. reliability The reliability of a type of measurement indicates how free that measurement is from random error. A reliable measurement therefore generates consistent results.

Review of résumés is most valid when the content of the résumés is evaluated in _____. A. terms of the elements of a job description B. comparison with other applicants' qualifications C. terms of the incumbent's competencies D. terms of the industrial benchmarks E. comparison with other employees in the organization

A. terms of the elements of a job description Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

What are the different approaches of diversity training?

Approaches to diversity training include: 1) attitude awareness and change, 2) behavior change, and 3) cultural immersion. Programs that focus on attitudes have objectives to increase participants' awareness of cultural and ethnic differences as well as differences in personal characteristics and physical characteristics (such as disabilities). These programs are based on the assumption that people who become aware of differences and their stereotypes about those differences will be able to avoid letting stereotypes influence their interactions with people. Programs that focus on behavior aim to change the organizational policies and individual behaviors that inhibit employees' personal growth and productivity. Sometimes these programs identify incidents that discourage employees from working up to their potential. Another approach starts with the assumption that all individuals differ in various ways and teaches skills for constructively handling the communication barriers, conflicts, and misunderstandings that necessarily arise when different people try to work together. Trainees may be more positive about receiving this type of training than other kinds of diversity training. Finally, some organizations provide diversity training in the form of cultural immersion, sending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities. Participants might talk with community members, work in community organizations, or learn about events that are significant to the community they visit.

Which of the following statements is true of apprenticeship? A. Apprenticeship is completely devoid of any presentation training methods. B. Apprentices can earn an income while learning a trade. C. Apprenticeship does not offer hands-on learning and practice. D. Apprenticeship cannot be sponsored by institutes or groups outside of the firm. E. Apprenticeship is mostly used for teaching management and interpersonal skills.

B. Apprentices can earn an income while learning a trade. An apprenticeship is a work-study training method that teaches job skills through a combination of structured on-the-job training and classroom training. For trainees, a major advantage of apprenticeship is the ability to earn an income while learning a trade.

To test the validity of the selection test for advanced widget designers, Correll-Techno Inc. administers the test to the present widget makers in the company. The test results are then compared with the employees' latest performance appraisal scores. In this instance, what type of validation does Correll-Techno implement? A. Predictive validation B. Concurrent validation C. Content validation D. Construct validation E. Diagnostic validation

B. Concurrent validation Concurrent validation research administers a test to people who currently hold a job and then compares their scores to existing measures of job performance. If the people who score highest on the test also do better on the job, the test is assumed to be valid.

Which of the following is a strategy of avoiding a labor surplus where the amount of human suffering caused is high? A. Retraining B. Demotions C. Hiring Freeze D. Early Retirement E. Natural Attrition

B. Demotions Human suffering caused when employees are demoted is very high. Refer to table 5.2

Which of the following traits describe conscientiousness? A. Sociable, gregarious, assertive, talkative B. Dependable, organized, persevering, achievement-oriented C. Courteous, trusting, good-natured, tolerant D. Emotionally stable, nondepressed, secure, content E. Curious, imaginative, artistically sensitive, broad-minded

B. Dependable, organized, persevering, achievement-oriented Conscientiousness is indicated in a person who is dependable, organized, persevering, thorough, and achievement-oriented. Refer to table 6.3.

Which of the following characteristics would make diversity training more effective? A. It must be separated from the work context. B. It should be tied to business objectives. C. It should not last for more than a day. D. It should emphasize more on learning skills than behaviors. E. It should be unstructured.

B. It should be tied to business objectives. There is evidence that some characteristics make diversity training more effective. Most important, the training should be tied to business objectives, such as understanding customers.

Which of the following is true about predictive validation? A. It is the least effective method of measuring validity. B. It uses the test scores of all applicants and looks for a relationship between the scores and future performance. C. It involves administering a test to people who currently hold a job and comparing their scores to existing measures of job performance. D. It is the quickest and easiest method compared to other ways of measuring validity. E. It permits an employees' firsthand experience with the job to influence his performance in the test.

B. It uses the test scores of all applicants and looks for a relationship between the scores and future performance. Predictive validation involves using the test scores of all applicants and looking for a relationship between the scores and future performance. The researcher administers the tests, waits a set period of time, and then measures the performance of the applicants who were hired.

Which of the following processes identifies the knowledge, skills, and behaviors that training should emphasize? A. Person analysis B. Task analysis C. Transactional analysis D. Trend analysis E. Regression analysis

B. Task analysis Task analysis is the process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize. Usually, task analysis is conducted along with person analysis.

_____ requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned. A. Behavior modeling B. Transfer of training C. Simulation D. Virtual reality E. Action learning

B. Transfer of training Evaluation of training should look for transfer of training, or on-the-job use of knowledge, skills, and behaviors learned in training. Transfer of training requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned.

The first step in the instructional design process is: A. implementing a training program. B. conducting a needs assessment. C. selecting training methods. D. ensuring employees' readiness for training. E. planning a training program.

B. conducting a needs assessment. An instructional design process begins with an assessment of the needs for training—what the organization requires that its people learn.

You manage a car dealership. Given the increasing complexity and variety of today's automobiles, it is impossible to train your mechanics on the details of every potential repair problem. So you provide the mechanics a training program to familiarize them with the basics of engine, emission, and other types of repair, and in case of a particular problem, seek expert advice through an online computer application program. This learning approach is known as a(n): A. e-learning simulation B. electronic performance support system. C. experiential behavior modeling program. D. virtual reality-based simulation program. E. online help.

B. electronic performance support system. Electronic performance support systems (EPSSs) provide access to skills training, information, and expert advice when a problem occurs on the job.

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____. A. reliable. B. generalizable. C. practical. D. utilitarian. E. dependable.

B. generalizable. A generalizable method applies not only to the conditions in which the method was originally developed—job, organization, people, time period, and so on. It also applies to other organizations, jobs, applicants, and so on. In other words, a generalizable method is a selection method that was valid in one context and is also valid in other contexts.

Behavior modeling is especially useful for improving: A. quantitative skills. B. interpersonal skills. C. spatial skills. D. clerical skills. E. cognitive skills.

B. interpersonal skills. Research suggests that one of the most effective ways to teach interpersonal skills is through behavior modeling. This involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves.

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his/her previous employment, the new employer may sue the former for _____. A. negligence B. misrepresentation C. defamation D. misappropriation E. libel

B. misrepresentation If the person who is a reference gives a glowing statement about a candidate, and the new employer later learns of misdeeds such as sexual misconduct or workplace violence, the new employer might sue the former employer for misrepresentation.

The goals that are set in the human resource planning process should come directly from: A. the mid-level managers. B. the analysis of labor supply and demand. C. the judgments and choices made by the technical experts in the organization. D. the feedback provided by the organization's customers. E. the line workers at the grassroots level.

B. the analysis of labor supply and demand. The goals in strategic human resource planning should come directly from the analysis of labor supply and demand.

Whether the training is done in-house or contracted out, the responsibility for coordinating the overall training program is called _____. A. behavior modeling B. training administration C. simulation D. orientation E. training zone

B. training administration Even in organizations that send employees to outside training programs, someone in the organization may be responsible for coordinating the overall training program. Called training administration, this is typically the responsibility of a human resources professional.

Methods that provide economic value greater than the cost of using them are said to have _____. A. reliability B. utility C. validity D. generalizability E. dependability

B. utility Methods that provide economic value greater than the cost of using them are said to have utility.

Which of the following defines an avatar used in training by simulation? A. A computer-based technology that provides an interactive three-dimensional learning experience. B. A computer application that automates the administration and delivery of a training program. C. A computer depiction of employees that can be manipulated in an online role-play. D. A computer application that conducts needs assessments for an organization. E. A technology that provides access to skills training, information, and expert advice when a problem occurs on the job.

C. A computer depiction of employees that can be manipulated in an online role-play. When simulations are conducted online, trainees often participate by creating avatars, or computer depictions of themselves, which they manipulate onscreen to play roles as workers or other participants in a job-related situation.

Which of the following is a difference between apprenticeship and internship? A. Apprenticeship is on-the-job training, whereas internship is a classroom-based training method. B. Apprenticeship is a unstructured training method, whereas internship is a structured training method. C. Apprenticeship is sponsored by employee unions, whereas internship is sponsored by educational institutions. D. Most apprenticeship programs are for professions like accountants and lawyers, whereas most internship programs are in blue-collar jobs. E. Apprenticeship does not provide an income, whereas internship provides an income while teaching a trade.

C. Apprenticeship is sponsored by employee unions, whereas internship is sponsored by educational institutions. Some apprenticeships are sponsored by individual companies, others by employee unions. Internships are sponsored by an educational institution as a component of an academic program.

A construction firm is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. The firm administers a construction-error recognition test, where an applicant enters a shed that has 25 construction errors and where he/she is asked to record as many of these problems as can be detected. What type of validity is being established in this case? A. Concurrent validity B. Construct validity C. Content validity D. Representative validity E. Predictive

C. Content validity Content validity is the consistency between the test items or problems and the kinds of situations or problems that occur on the job. A test that is "content valid" exposes the job applicant to situations or problems that occur on the job. It tests whether the applicant has the knowledge, skills, or ability to handle such situations.

Which of the following considers an organization's strategy and the resources available for training important before starting any training program? A. Task analysis B. Person analysis C. Organization analysis D. Employee readiness analysis E. Skills analysis

C. Organization analysis The organization analysis looks at training needs in light of the organization's strategy, resources available for training, and management's support for training activities.

_____ is the limit on training's effectiveness that arises from the conditions within the organization. A. Simulation B. Social support C. Situational constraint D. Psychological mindedness E. Experiential conflict

C. Situational constraint Readiness for training depends on two broad characteristics of the work environment: situational constraints and social support. Situational constraints are the limits on training's effectiveness that arise from the situation or the conditions within the organization.

Which of the following primary variables in a person analysis can be affected by training? A. The Organization's input B. Performance feedback C. The employee's ability and skills D. Positive consequences to motivate good performance E. The employee's motivation and attitudes

C. The employee's ability and skills In assessing the need for training, the manager should identify all the variables that can influence performance. The primary variables are the person's ability and skills, his/her attitudes and motivation, the organization's input, performance feedback, and positive consequences to motivate good performance. Of these variables, only ability and skills can be affected by training.

Trend analysis refers to: A. a pooling of the "best guesses," or subjective judgments, of experts to predict labor demand and supply. B. the use of subjective judgments to understand relationships among variables during fluctuating and unstable conditions. C. a process that accurately predicts labor demand for the next year using leading indicators. D. a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market. E. a statistical method of forecasting that uses the proportion of employees in various job categories for making predictions.

C. a process that accurately predicts labor demand for the next year using leading indicators. Trend analysis refers to constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. These statistics are called leading indicators.

Generally, the organization checks references _____. A. only if it believes the information provided by the applicant is incorrect B. immediately after the applicant submits a résumé C. after it has determined that the applicant is a finalist for the job D. because it is a legal requirement under EEO laws E. of all applicants to a job

C. after it has determined that the applicant is a finalist for the job Usually the organization checks references after it has determined that the applicant is a finalist for the job.

A(n) _____ is a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills. A. restrictive covenant B. premium only plan C. case study D. pareto chart E. avatar

C. case study A case study is a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills.

The use of a neutral-appearing selection method that damages a protected group is _____. A. legal if the employer has a turnover of less than $100,000 B. legal if the company using the selection method has 100 or more employees C. legal if the employer can show that there is a business necessity for using that method D. illegal and prohibited under all circumstances E. legal if the company using the selection method operates in the software industry

C. legal if the employer can show that there is a business necessity for using that method According to the Civil Rights Act of 1991 and the Age Discrimination in Employment Act of 1967, an employer that uses a neutral-appearing selection method that damages a protected group is obligated to show that there is a business necessity for using that method.

Organizational analysis looks at training needs with respect to the: A. readiness of employees for training. B. employee's strategy toward achieving organizational goals. C. management's support for training activities. D. monetary incentives the management has promised its employees. E. severance package deal for a particular batch of employees.

C. management's support for training activities. Organization analysis is a process for determining the appropriateness of training by evaluating the characteristics of the organization. The organization analysis looks at training needs in light of the organization's strategy, resources available for training, and management's support for training activities.

For most companies, the first step in the personnel selection process is _____. A. verifying the applicants' qualifications through reference and background checks B. negotiating with the employee regarding salary and benefits C. screening the applications to see who meet the basic requirements for the job D. administering tests and reviewing work samples to rate the candidates' abilities E. inviting candidates with the best abilities to the organization for one or more interviews

C. screening the applications to see who meet the basic requirements for the job The process of selecting employees varies considerably from organization to organization and from job to job. At most organizations, however, first, a human resource professional reviews the applications received to see which meet the basic requirements of the job.

A correlation coefficient of -1.0 between two sets of numbers indicates _____. A. a complete lack of any correlation between the two sets B. that when one set of numbers goes up, so does the other set C. that when one set of numbers goes up, the other set goes down D. a partial correlation between the two sets E. an indefinite relationship between the two sets

C. that when one set of numbers goes up, the other set goes down Correlation coefficients measure the degree to which two sets of numbers are related. At one extreme, a correlation coefficient of 1.0 means a perfect positive relationship—as one set of numbers goes up, so does the other. At the other extreme, a correlation of −1.0 means a perfect negative correlation—when one set of numbers goes up, the other goes down.

_____ tests are sometimes called "intelligence tests." A. Achievement B. Psychomotor C. Adaptability D. Cognitive ability E. Endurance

D. Cognitive ability Cognitive ability tests are sometimes called "intelligence tests." These are designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability.

_____ is a team training method where teams are trained on how to share information and decisions to obtain the best team performance. A. Behavior modeling B. Experiential training C. Diversity training D. Coordination training E. Simulation

D. Coordination training Coordination training trains the team in how to share information and decisions to obtain the best team performance

Why is hiring new employees for every labor shortage not preferable? A. The process will lead to an artificial scarcity in the labor market. B. It would lead to reduced organizational control over the workers and process. C. Selecting new employees attracts too many discrimination law suits. D. If the shortage becomes a surplus, the organization may have to lay off employees. E. The process may result in reduced quality and may affect standardization.

D. If the shortage becomes a surplus, the organization may have to lay off employees. An organization would not want to handle every expected labor shortage by hiring new employees. The process is relatively slow and involves expenses to find and train new employees. Also, if the shortage becomes a surplus, the organization will have to consider laying off some of the employees.

Which of the following is a strategy to avoid labor shortage where the results can be obtained fast? A. Technological Innovation B. Retrained Transfers C. Turnover Reductions D. Outsourcing E. New External Hires

D. Outsourcing Outsourcing is a fast way to overcome labor shortage. Refer to table 5.2.

Which of the following is a disadvantage of using temporary and contract workers? A. Revocability of this method is lesser compared to other methods of avoiding labor shortage. B. These kinds of workers cannot be hired through an agency. C. These methods are a relatively slow solution to labor shortage. D. These workers tend to be relatively less committed to the organization. E. These workers work well in key jobs but not in those jobs that supplement the permanent employees.

D. These workers tend to be relatively less committed to the organization. Temporary and contract workers may not be as committed to the organization as the permanent employees in the organization.

Core competency refers to: A. contracting with another organization to perform a broad set of services. B. the planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness. C. the construction and application of statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year. D. a set of knowledge and skills that make the organization superior to competitors and create value for customers. E. the attempts to determine the supply of and demand for various types of human resources within the organization.

D. a set of knowledge and skills that make the organization superior to competitors and create value for customers. Core competency is a set of knowledge and skills that make the organization superior to competitors and create value for customers.

For tests that measure abstract qualities such as intelligence or leadership skills, validity would best be established by _____ validation. A. criterion-related B. content C. concurrent D. construct E. predictive

D. construct For tests that measure abstract qualities such as intelligence or leadership ability, establishment of validity may have to rely on construct validity. This involves establishing that tests really do measure intelligence, leadership ability, or other such "constructs," as well as showing that mastery of this construct is associated with successful performance of the job.

Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place is referred to as: A. coordination training. B. experiential training. C. behavior modeling. D. cross-training. E. action learning.

D. cross-training. In cross-training, team members understand and practice each other's skills so that they are prepared to step in and take another member's place.

The "Big Five" traits that include extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness, are all _____ dimensions. A. physical ability B. cognitive ability C. aptitude D. personality E. skills

D. personality One way that psychologists think about personality is in terms of the "Big Five" traits: extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness.

Readiness for training depends on two broad characteristics of the work environment: situational constraints and _____. A. employee ability B. employees' incentive package C. training curriculum D. social support E. employee attitude

D. social support Readiness for training is a combination of employee characteristics and positive work environment that permit training. It depends on two broad characteristics of the work environment: situational constraints and social support.

In the context of HR planning, implementation that ties planning and recruiting to the organization's strategy and to its efforts to develop employees becomes a complete program of: A. reengineering. B. total quality management. C. benchmarking. D. talent management. E. workforce utilization.

D. talent management. Implementation that ties planning and recruiting to the organization's strategy and to its efforts to develop employees becomes a complete program of talent management. Today's computer systems have made talent management more practical.

Essay: What is e-learning with regard to training?

E-learning involves receiving training via the Internet or the organization's intranet, typically through some combination of Web-based training modules, distance learning, and virtual classrooms. E-learning uses electronic networks for delivering and sharing information, and it offers tools and information for helping trainees improve performance. Training programs may include links to other online information resources and to trainees and experts for collaboration on problem solving. The e-learning system may also process enrollments, test and evaluate participants, and monitor progress. The best e-learning combines the advantages of the Internet with the principles of a good learning environment. It takes advantage of the Web's dynamic nature and ability to use many positive learning features, including hyperlinks to other training sites and content, control by the trainee, and ability for trainees to collaborate.

Which of the following is true according to the Americans with Disabilities Act (ADA) of 1991? A. The employer can ask preemployment questions to investigate disabilities. B. The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job. C. The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job. D. The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability. E. Employers are required to make "reasonable accommodation" to disabled individuals.

E. Employers are required to make "reasonable accommodation" to disabled individuals. The Americans with Disabilities Act (ADA) of 1991 requires employers to make "reasonable accommodation" to disabled individuals and restricts many kinds of questions during the selection process.

At which stage in the selection process are supervisors and team members often involved? A. Administering tests B. Receiving résumés from various sources C. Screening applications D. Reference and background checks E. Interviewing candidates

E. Interviewing candidates Candidates with the best abilities are invited to the organization for one or more interviews. Often, supervisors and team members are involved in this stage of the process.

Which of the following is true of audiovisual training? A. It is the best method to establish teams or work groups. B. It is an example of a hands-on method of training. C. It can be carried out only in a classroom. D. It does not allow users any control over the presentation. E. It is not affected by an individual trainer's goals and skills.

E. It is not affected by an individual trainer's goals and skills. An advantage of audiovisual presentations is that they give trainees a consistent presentation, not affected by an individual trainer's goals and skills.

Which of the following is true about medical examinations of job candidates? A. Medical examinations are conducted specifically for candidates of minority groups. B. Medical examinations are conducted upon the receipt of the candidate's résumé. C. Medical examinations are conducted specifically for individuals with disabilities. D. Medical examinations that measure size and strength can never be used for a job. E. Medical examinations are conducted after the candidate has been given a job offer.

E. Medical examinations are conducted after the candidate has been given a job offer. To protect candidates' privacy, medical exams must be related to job requirements and may not be given until the candidate has received a job offer

Which of the following is a disadvantage of using résumés as a source of information about job applicants? A. It is a relatively expensive method of gathering information. B. It does not allow applicants to highlight accomplishments. C. Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description. D. It is biased in favor of the employer. E. The content of the information is controlled by applicants.

E. The content of the information is controlled by applicants. An obvious drawback of using résumés as a source of information is that applicants control the content of the information, as well as the way it is presented. This type of information is therefore biased in favor of the applicant and may not even be accurate. On the positive side, résumés may enable applicants to highlight accomplishments that might not show up in the format of an employment application. Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

What is the objective of diversity training programs that focus on attitudes? A. To identify incidents that discourages employees from working up to their potential B. To teach employees to be effective at different tasks and roles C. To change organizational policies that inhibits employees' personal growth and productivity D. To improve participants' ability to interact effectively with people both up and down the organization's hierarchy E. To increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce

E. To increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce Programs that focus on attitudes have objectives to increase participants' awareness of cultural and ethnic differences, as well as differences in personal characteristics and physical characteristics (such as disabilities).

Questions such as "Where did people who were in each job category go?" and "Where did people now in each job category come from?" can be answered with the help of: A. propensity analysis. B. leading indicators. C. trend analysis. D. multiple regression. E. a transitional matrix.

E. a transitional matrix. A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period. A transitional matrix answers two questions: "Where did people who were in each job category go?" and "Where did people now in each job category come from?"

Employee readiness characteristics for training include basic learning skills, especially _____, which includes being able to use written and spoken language, solve math problems, and use logic to solve problems. A. emotional intelligence B. psychological mindedness C. spatial ability D. psychomotor skills E. cognitive ability

E. cognitive ability To be ready to learn, employees need basic learning skills, especially cognitive ability, which includes being able to use written and spoken language, solve math problems, and use logic to solve problems.

Early-retirement programs: A. are not a popular way to reduce labor surplus. B. are very successful because most baby boomers want to retire. C. work well for knowledge based jobs and services. D. cause more human suffering than the other methods of labor reduction. E. encourage lower-performing older workers to leave voluntarily.

E. encourage lower-performing older workers to leave voluntarily. Under the pressures associated with an aging labor force, many employers try to encourage older workers to leave voluntarily by offering a variety of early-retirement incentives. The more lucrative of these programs succeed by some measures. Research suggests that these programs encourage lower-performing older workers to retire.

Private employment agencies serve primarily the blue-collar workers, while public employment agencies mostly serve the white-collar workers

FALSE In contrast to public employment agencies, which primarily serve the blue-collar labor market, private employment agencies provide much the same service for the white-collar labor market

Apprenticeship programs can only be sponsored by the government.

FALSE An apprenticeship is a work-study training method that teaches job skills through a combination of structured on-the-job training and classroom training. Government requirements for an apprenticeship program vary by occupation. Some apprenticeship programs are sponsored by individual companies, others by employee unions.

The results of a personality test are the most reliable.

FALSE Compared with intelligence tests, people are better at "faking" their answers to a personality test to score higher on desirable traits. For example, people tend to score higher on conscientiousness when filling out job-related personality tests than when participating in research projects.

A predictive criterion-related validation strategy correlates job incumbents' scores on a test with existing measures of their performance.

FALSE Concurrent validation is a type of research that administers a test to people who currently hold a job and then compares their scores to existing measures of job performance

Coordination training trains the team in understanding and practicing each other's skills so that they are prepared to step in and take another member's place.

FALSE Coordination training trains the team in how to share information and decisions to obtain the best team performance.

The degree to which a measure is free from random error refers to its validity.

FALSE For a selection measure, validity describes the extent to which performance on the measure is related to what the measure is designed to assess.

Presentation methods are preferred over hands-on training methods in helping trainees to handle interpersonal issues.

FALSE Hands-on methods where trainees are actively involved in trying out skills through on-the-job training, simulations, role-plays, and computer games are especially useful for teaching how to handle interpersonal issues.

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

FALSE In 1988, the passage of the Polygraph Act banned the use of polygraphs for screening job candidates.

In a nondirective interview, the interviewer asks questions from an established set of questions.

FALSE In a nondirective interview, the interviewer has great discretion in choosing questions. The candidate's reply to one question may suggest other questions to ask.

On the whole, research suggests that realistic job previews have a strong, consistent effect on minimizing employee turnover.

FALSE On the whole, the research suggests that realistic job previews have a weak and inconsistent effect on turnover.

Recruitment sources affect the characteristics of both the vacancies and the applicants.

FALSE Personnel policies influence the characteristics of the positions to be filled. Recruitment sources influence the kinds of job applicants an organization reaches. And the nature and behavior of the recruiter affect the characteristics of both the vacancies and the applicants.

The task analysis phase of needs assessment includes determining employees' readiness for training.

FALSE Task analysis is the process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize.

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his/her résumé from an on-line job site.

FALSE The Fair Credit Reporting Act requires employers to obtain a candidate's consent before using a third party to check the candidate's credit history or references.

The most widespread methods for eliminating labor shortages are reducing work hours and endorsing early-retirement programs.

FALSE The most widespread methods for eliminating a labor shortage are hiring temporary and contract workers and outsourcing work.

The multiple-hurdle model is based on a process of increasing the number of candidates at each stage of the selection process.

FALSE The multiple-hurdle model refers to the process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.

The negative effect of downsizing would be low among firms that use performance-related pay incentives.

FALSE The negative effect of downsizing was especially high among firms that engaged in high-involvement work practices, such as the use of teams and performance-related pay incentives

In human resource planning, forecasting is an intermediary step.

FALSE The process of human resource planning consists of three stages: forecasting, goal setting and strategic planning, and program implementation and evaluation. The first step in human resource planning is forecasting

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

FALSE The usual basis for deciding that a test has content validity is through expert judgment. Because establishing validity is based on the experts' subjective judgments, content validity is most suitable for measuring behavior that is concrete and observable.

To ensure success with an outsourcing strategy, companies should outsource work that requires tight security.

FALSE To ensure success with an outsourcing strategy, companies should avoid outsourcing any work that is proprietary or requires tight security.

Most organizations check references as soon as they receive the candidate's application form.

FALSE Usually the organization checks references after it has determined that the applicant is a finalist for the job

Work sharing is one of the options that can be used for avoiding labor shortage.

FALSE Work sharing is one of the options that can be used for avoiding labor surplus.

Essay What are some of the effective ways of implementing a training program?

In general, effective training communicates learning objectives clearly, presents information in distinctive and memorable ways, and helps trainees link the subject matter to their jobs. Employees are most likely to learn when training is linked to their current job experiences and tasks. Training sessions should present material using familiar concepts, terms, and examples. As far as possible, the training context—such as the physical setting or the images presented on a computer—should mirror the work environment. Along with physical elements, the context should include emotional elements. Trainers should provide ways to actively involve the trainees, have them practice repeatedly, and have them complete tasks within a time that is appropriate in light of the learning objectives. Practice requires physically carrying out the desired behaviors, not just describing them. Trainees need to understand whether or not they are succeeding. Therefore, training sessions should offer feedback. Effective feedback focuses on specific behaviors and is delivered as soon as possible after the trainees practice or demonstrate what they have learned. Well-designed training helps people remember the content. Training programs need to break information into chunks that people can remember. If a concept or procedure involves more than five items, the training program should deliver information in shorter sessions or chunks.

Essay: Define what is meant by reliability, validity, and utility in the employment selection context

Reliability is the extent to which a measurement is free from random error. A reliable measurement therefore generates consistent results. Validity is the extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance). Utility indicates that the methods provide economic value greater than the cost of using them

Essay: What should managers do to support training?

Some of the ways in which managers can support training are: • Understand the content of the training. • Know how training relates to what you need employees to do. • In performance appraisals, evaluate employees on how they apply training to their jobs. • Support employees' use of training when they return to work. • Ensure that employees have the equipment and technology needed to use training. • Prior to training, discuss with employees how they plan to use training. • Recognize newly trained employees who use training content. • Give employees release time from their work to attend training. • Explain to employees why they have been asked to attend training. • Give employees feedback related to skills or behavior they are trying to develop.

Readiness for training is a combination of employee characteristics and positive work environment that permit training.

TRUE A complete instructional design process begins with an assessment of the needs for training—what the organization requires that its people learn. Next, the organization ensures that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment.

A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

TRUE A transitional matrix is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.

Many of the people reading classified ads are either over- or underqualified for the position.

TRUE Many of the people reading classified ads are either over- or underqualified for the position.

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

TRUE Methods that provide economic value greater than the cost of using them are said to have utility.

Race norming refers to establishing different norms for hiring members of different racial groups.

TRUE Race norming refers to establishing different norms for hiring members of different racial groups. The Civil Rights Act of 1991 forbids the use of race or sex norming.

Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

TRUE Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

Social support refers to the ways the organization's people encourage training.

TRUE Social support refers to the ways the organization's people encourage training, including giving trainees praise and encouraging words, sharing information about participating in training programs, and expressing positive attitudes toward the organization's training programs.

Interaction with persons from different cultures is known as cultural immersion.

TRUE Some organizations provide diversity training in the form of cultural immersion, sending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities.

Downsizing can be used as an option for reducing surplus labor as it yields fast results.

TRUE The speed of results of downsizing as an option for reducing surplus labor is fast. Refer to table 5.2.

The steps in a workforce utilization review are identical to the steps in the HR planning process.

TRUE The steps in a workforce utilization review are identical to the steps in the HR planning process.

For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

TRUE To be effective, OJT programs should include several characteristics, one of them being that the organization should review OJT practices at companies in similar industries.

Training refers to any planned effort by a firm to facilitate the learning of job-related knowledge, skills, or behavior by employees.

TRUE Training consists of an organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.

If a concept involves more than five items, the training program should deliver information in shorter sessions or chunks.

TRUE Training programs need to break information into chunks that people can remember. Research suggests that people can attend to no more than four to five items at a time. If a concept or procedure involves more than five items, the training program should deliver information in shorter sessions or chunks.

Essay: Discuss how the Civil Rights Act of 1991 and the Americans with Disabilities Act impact the selection process.

The Civil Rights Act of 1991 places requirements on the choice of selection methods. An employer that uses a neutral-appearing selection method that damages a protected group is obligated to show that there is a business necessity for using that method. It also prohibits preferential treatment in favor of minority groups. In the case of an organization using a test that tends to reject members of minority groups, the organization may not simply adjust minority applicants' scores upward, a practice known as race norming. The Americans with Disabilities Act requires employers to make "reasonable accommodation" to disabled individuals and restricts many kinds of questions during the selection process. Under the ADA, preemployment questions may not investigate disabilities, but must focus on job performance. Also, the employer may not, in making hiring decisions, use employment physical exams or other tests that could reveal a psychological or physical disability.

Essay: Describe the different types of interviews that can be used for employee selection.

The different types of interviews that can be used for employee selection are: 1. Nondirective interview: The interviewer has great discretion in choosing questions. The candidate's reply to one question may suggest other questions to ask. These interviews typically include open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience. Because these interviews give the interviewer wide latitude, their reliability is not great, and some interviewers ask questions that are not valid or even legal. 2. Structured interview: This interview establishes a set of questions for the interviewer to ask. Ideally, the questions are related to job requirements and cover relevant knowledge, skills, and experiences. The interviewer is supposed to avoid asking questions that are not on the list. Although interviewers may object to being restricted, the results may be more valid and reliable than with a nondirective interview. 3. Situational interview: This is a structured interview in which the interviewer describes a situation likely to arise on the job and asks the candidate what he/she would do in that situation. This type of interview may have high validity in predicting job performance. 4. Behavior description interview (BDI): This is a situational interview in which the interviewer asks the candidate to describe how he/she handled a type of situation in the past. Questions about candidates' actual experiences tend to have the highest validity.

Essay: Discuss the three elements of a needs assessment process.

The needs assessment process involves three major elements: (1) Organization analysis, (2) person analysis, and (3) task analysis. 1. Organization analysis: Usually, the needs assessment begins with the organization analysis. It involves determining the appropriateness of training, given the company's business strategy, resources available for training, and management's support for training activities. 2. Person analysis: The person analysis is a process for determining individuals' needs and readiness for training. It is critical when training is considered in response to a performance problem. 3. Task analysis: The task analysis is the process to identify the tasks, knowledge, skills, and behaviors that training should emphasize. It is usually conducted along with person analysis. Understanding shortcomings in performance usually requires knowledge about the employee as well as the tasks and work environment.

Essay: Discuss the steps of the selection process.

The process of selecting employees varies considerably from organization to organization and from job to job. First, a human resource professional reviews the applications received to see which meet the basic requirements of the job. For candidates who meet the basic requirements, the organization administers tests and reviews work samples to rate the candidates' abilities. Those with the best abilities are invited to the organization for one or more interviews. For the top few candidates, the organization checks references and conducts background checks to verify that the organization's information is correct. Then supervisors, teams, and other decision makers select a person to receive a job offer. In some cases, the candidate may negotiate with the organization regarding salary, benefits, and the like. If the candidate accepts the job, the organization places him or her in that job.