Staffing Test 2

Some of the advantages of a closed internal recruitment system include: A) it can uncover hidden talent B) helps minimize favoritism C) it helps employees evaluate their qualifications for advancement D) none of the above

D. none of the above

An internal placement policy should include which of the following elements to increase perceptions of procedural justice? A) Clearly stated policies and procedures and objective criteria. B) It is unclear that there is much of anything an organization can do to increase perceived justice. C) Heavy use of personal relationships as part of the organization's communication and hiring process, to facilitate networking. D) Minimal communication to avoid getting employee hopes up.

A

Defining recruitment goals involves which of the following? A) using the KSAOs identifying through the process of job analysis as a way to determine what types of workers are needed B) finding out which strategies have been successful for prominent companies and implementing those C) finding out what strategies are already in use and trying to keep consistency with past policy D) all of the above

A

What is the legal status of video résumés and social networking recruiting? A) they reveal protected class characteristics that may form the basis of a lawsuit B) they are considered a very low risk recruiting tool C) they can lead to lawsuits related to "lookism" D) they have been banned outright in most states

A

Which of the following does not have to be shown by a plaintiff in fraud and misrepresentation lawsuit related to recruiting? A) that the plaintiff had perfect knowledge regarding the misrepresentation B) that a misrepresentation occurred C) that the plaintiff was injured because of reliance on the information D) that the plaintiff relied on the information to make a decision

A

Which of the following is an advantage of using an external recruiting agency? A) it is useful for companies too small to have dedicated recruiters B) it is very inexpensive C) it ensures consistency from opening to closing D) all of the above

A

Competency modeling is strategically used to ________. A) Enhance the skill level of the workforce B) Create awareness of the need for stability in business C) Encourage employees to focus on their own jobs as much as possible D) None of the above

A enhance the skill level of the workforce

Which of the following tasks is best left to be done by an external recruiting partner? A) Coordinating activities across social media and other online sources B) Crafting messages for applicants C) Making personal contacts with applicants D) None of the above

A. Coordinating Activities Acroos Social Media And other online sources

A recruitment guide is ________. A) a formal document that authorizes the filling of a job opening B) a flowchart that enumerates costs of each selection tool C) a description of the costs and benefits of various methods of selection D) a document that details the process to be followed to attract applicants to a job

D

A study of the best practices of the Web sites of 140 high-profile organizations indicates that one of the features of a high-impact Web site is ________. A) personal search engines B) a job cart function C) self-assessment inventories D) all of the above

D

Which of the following statements about using employee referrals are true? A) those recruited by employee referrals tend to be less committed B) over 80% of organizations provide incentives for referrals C) referral programs may be effective, but few are hired in this way D) those recruited by referrals are more qualified and committed

D

Which of the following statements is false? A) at any given time there are millions of résumés available on employment websites B) employment sites sometimes cross-list jobs with local newspapers C) many employment sites now offer the ability to create and approve job requisitions online D) none of these statements is false

D

Which of the following statements related to employment brands is best supported by research evidence? A) The best features of branding can be captured through vertical synthesis B) Employment branding is largely an unnecessary expense C) Little or no evidence regarding the effects of employment brands exists D) An employment brand can attract applicants even beyond job and organizational attributes

D

Which of the following is not required for someone to be considered an internet application? A) the individual submits an expression of an interest in employment B) the individual possesses the basic qualifications for the position C) the employer considers the individual for employment in a particular position D) evidence of a visit to the physical employment site

D. Evidence of a visit to the physical employment site

Which of the following is a good definition of a job family? A) A grouping of positions that are similar in their tasks and task dimension B) A grouping of jobs according to generic job title or occupation C) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job D) A grouping of jobs, usually according to function

D. a grouping of jobs, usually according to function

Competency modeling is useful for which of the following applications? A) Identifying needs for replacement and succession planning B) Facilitating the HR planning process C) Internal promotion processes D) All of the above

D. all of the above

Key metrics for evaluating an internal staffing system include: A) quality B) cost C) quantity D) all of the above

D. all of the above

Which of the following HR outcomes arise from providing and using rewards? A) employee retention B) employee performance C) applicant attraction D) all of the above

D. all of the above

Which of the following are elements of traditional job design? A) clear and precise job descriptions B) well-defined mobility (promotion and transfer) paths C) formal organization charts D) all of the above

D. all of the above

Skills contained in O*Net include ________. A) sensory abilities B) basic skills C) cross-functional skills D) all of the above

D. basic skills

Which of the following is a component of a job requirements matrix? A) Job tenure B) Job appraisal C) Job pay D) Job context

D. job context

Which of the following is not a good reason for using an outside consultant for job analysis? A) Data collection involves specialized statistical methods B) Technical innovativeness is critical C) Legal scrutiny of project output/processes is high D) Knowledge of organization culture is critical

D. knowledge of organizations culture is critical

Which of the following have contributed to the Glass Ceiling? A) legal definition contradictions B) frequent updating of organizational records C) rising interest rates D) lack of outreach recruitment practices

D. lack of outreach recruitment practices

Which of the following is a good definition of a job? A) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B) A grouping of jobs, usually according to function C) A grouping of jobs according to generic job title or occupation D) A grouping of positions that are similar in their tasks and task dimensions

D. simoilar in task and task dimensions

Which of the following is a disadvantage of alternative mobility paths? A) they can discourage development of core disciplinary knowledge B) they are seen as hostile to the advancement of women and minorities C) they promote narrow skill sets D) they often need to be supplemented with alternative reward systems to maintain motivation

D. they often need to be supplemented with alternative reward system to maintain motivation

Which of the following is an advantage of using job task questionnaires? A) Working with newly created jobs B) Working with top management positions C) Highly diverse job content and formats D) Use with large numbers of people

D. use with large numbers of people

Which of the following groups are most important to involve in the process of starting a competency-based job analysis? A) Executives and business unit directors B) Job incumbents C) Line managers D) All of the above

A. executives and business unit directors

What is the job-analysis approach that involves collecting information on activities performed on the job, and uses this information to assess needed KSAOs for each job called? A) Job requirements B) Job rewards C) Competency-based D) all of the above involve this process

A. job requirements

What is the job-analysis approach that involves collecting information from employees on preferences and outcomes of jobs called? A) Job rewards B) Competency-based C) Job requirements D) all of the above involve this process

A. job rewards

Which of the following is emphasized in developing an employment brand? A) What the organization offers that is unique and different from competitors B) How other organizations are dishonest and unpleasant to work with C) The potential downsides of applying for a job at this organization D) What the organization offers that is similar to competitors

A. what the organization offers that is unique and different from competitors

A company's internal e-mail and internet capabilities ________. A) cannot effectively complement internal recruiting methods B) make it easy and inexpensive to disseminate internal recruiting messages C) are used by 100% of organizations looking to recruit internally D) tend to be very time-consuming ways to send messages about recruiting

B. Make it easy and inexpensive to disseminate internal recruiting messages.

An underlying, enduring trait of the person that is useful for performing a range of tasks is ________. A) Knowledge B) Abilities C) Skills D) None of the above

B. abilities

Job postings are effective internal recruitment tools because they ________. A) resemble and support external messages B) are efficient in matching employees to organizational needs C) are far easier to prepare than external messages D) reduce record keeping

B. are efficient in matching employees to organizational needs

A body of information that can be directly applied to the performance of tasks is ________. A) Skills B) Knowledge C) Abilities D) None of the above

B. knowledge

Recruiters should not ________. A) show enthusiasm during recruiting interviews B) be knowledgeable of the job rewards C) try to avoid showing too much interest in candidates D) be knowledgeable of job characteristics

C

Which method of recruiting is most effective at reducing turnover? A) considerate B) branded C) realistic D) targeted

C

The combination of factors that tend to place women and minorities in fewer top management positions are collectively termed ________. A) Jacob's ladder B) the broken elevator C) res ipsa loquitor D) the glass ceiling

D. the glass ceiling

The job context component of a job description does not ________. A) encompass both tasks and KSAOs B) describe physical demands C) address pay scales D) describe environmental characteristics

C. address pay scales

Job postings are effective internal recruitment tools because they ________. A) resemble and support external messages B) reduce record keeping C) are efficient in matching employees to organizational needs D) are far easier to prepare than external messages

C. are efficient in matching employees to organizational needs

Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs? A) realistic B) branded C) considerate D) targeted

D

The best approach to job analysis for flexible jobs with changing requirements is ________. A) competency based job analysis B) job requirements job analysis C) functional job analysis D) team-based job analysis

A. competency based job analysis

Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued? A) relationship with supervisor, networking, variety of work, and compensation B) job security, benefits, opportunities to use skills and abilities, and financial stability C) networking, variety of work, relationship with supervisor, and compensation D) variety of work, relationship with supervisor, compensation, and networking

B

Which of the following statements related to developing a competency-based job analysis is true? A) Competency-based approaches have only appeared in the past five years B) Evidence suggests that competency-based job analyses can be as rigorous and accurate as those based on job requirements approaches C) Organizational leaders usually prefer to talk in terms of job demands than competencies D) Competency-based job analysis is often criticized for focusing too much on specific jobs rather than organizational needs

B

When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC? A) Focusing on the way the work is usually done B) Focusing on the results of a function C) Focusing on the average qualifications of job holders D) Focusing on managerial assessments of skill relevance

B. focusing one the results of a function

It can be accurately said of the "task dimension" component of a job description that it ________. A) indicates appropriate KSAOs B) is a grouping of similar tasks C) provides a rating of task importance D) indicates the nature of KSAOs

B. is a grouping of similar tasks

What is the job-analysis approach that involves collecting information on company strategy, and using this information to determine KSAOs and behavioral capabilities across the organization called? A) Job requirements B) Job rewards C) Competency-based D) all of the above involve this process

C. competency-based

A job description is best defined as ________. A) the organizations principle job training tool B) the organization's framework for AA compliance C) the organization's indicator of tasks, duties, and responsibilities required for each job D) the organization's performance appraisal instrument

C. the orgs indicator of tasks

What is the "employee value proposition?" A) the total worth of an employee's KSAOs B) the net worth of all an organization's employees C) the organization's package of rewards provided to employees D) none of the above

C. the orgs package of rewards provided to employees

Applicants typically prefer recruiters who are ________. A) well-informed about the job B) in an HR-related function C) brusque D) the same gender

A

What are the most important factors in applicant attraction and job choice? A) work and organization characteristics B) Website design C) recruitment processes D) recruiter characteristics

A

Which of the following is not a good way to manage the recruiting process for optimal legal defense? A) keep applications on hold or on file for future consideration B) require a formal application from all who seek to be considered C) keep track of applicants who drop out of the process D) require that the applicant indicate the precise position applied for

A

Which of the following is not one of the major areas written into recruiting budgets? A) costs of signing bonuses B) website development and administration C) bringing candidates onsite D) time spent making personal contacts and following up with candidates

A

From a legal standpoint, it can be said that ________. A) promotions based on subjective assessments of who is more senior are not likely to be supported in court B) the EEOC is more concerned about external recruitment procedures than internal ones C) existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters D) revised Order No. 4 does not deal with seniority

A. Promotions based on subjective assessments of who is more senior are not likely to be supported in court

An observable competence for working with or applying information to perform a particular task is ________. A) Skills B) Knowledge C) Abilities D) None of the above

A. skills

Formal policies for promotion and other internal recruiting activities can enhance: A) extrinsic discouragement B) interpretive justice C) psychological contract violations D) procedural justice

D. procedural justice

From a legal standpoint, it can be said that ________. A) revised Order No. 4 does not deal with seniority B) existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters C) the EEOC is more concerned about external recruitment procedures than internal ones D) promotions based on subjective assessments of who is more senior are not likely to be supported in court

D. promotions based on subjective assessments of who is more senior are not likely to be supported in court

In developing career path policies, a good approach for promotion would not include which of the following? A) rules regarding compensation. B) rules concerning fringe benefits. C) communication of management's intentions. D) reasons why external sources are preferred.

D. reasons why external sources are preferred

The combination of factors that tend to place women and minorities in fewer top management positions are collectively termed ________. A) the broken elevator B) res ipsa loquitor C) Jacob's ladder D) the glass ceiling

D. the glass ceiling

College placement offices are used because ________. A) campus recruiting efforts are seen as more credible than websites or bulletin boards B) they reach individuals with diverse levels of skills for all job types C) because it's fast and easy to establish relationships with campus recruiting offices D) it really doesn't matter which college you recruit from because they're all the same

A

Evidence suggests that, overall, ________ are likely to attract employees who have a better understanding of the organization and its culture. A) referrals and job trials B) employment agencies C) newspaper advertising D) websites

A

Which of the following techniques are most specifically linked to developing a targeted recruiting message? A) Conducting focus groups and interviews with representatives from the target group B) Reviewing product market offerings C) Providing recruiters with quotas for number of candidates to hire from specific groups of targeted populations D) Evaluation of reasons for prior turnover and de-emphasizing these issues in the recruiting messages

A

Which of the following statements regarding the development of recruiting strategies is false? A) organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal B) the most effective messages also allow employees to find more information and customize their experience C) recruiting information coming from employees is seen as especially credible D) recruiting advertisements in publications with large circulations will usually be more expensive

A. Organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal

Which of the following is a good definition of a task? A) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B) A grouping of positions that are similar in their tasks and task dimensions C) A grouping of jobs according to generic job title or occupation D) A grouping of jobs, usually according to function

A. a grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job

The job requirements matrix is ________. A) both a description of the specific tasks performed on the job and a description of the KSAOs that accompany each task B) a description of the preferences of workers in different job categories C) a description of the specific tasks performed on the job D) a description of the KSAOs that accompany each task

A. both a des

A ________ provides employees with opportunities to fill out interest inventories, explore career options, and discuss plans with counselors. A) career development center B) succession plan C) job-talk center D) lattice career path

A. career development center

In defining essential job functions for the purposes of complying with ADA regulations, which of the following does not convey the meaning "essential?" A) Compensation for the function is above average B) Incumbent expertise required to perform the function C) Position exists to perform the function D) There are limited numbers of employees among whom performance of the function can be distributed

A. compensation for the function is above average

A company's internal e-mail and internet capabilities ________. A) make it easy and inexpensive to disseminate internal recruiting messages B) cannot effectively complement internal recruiting methods C) tend to be very time-consuming ways to send messages about recruiting D) are used by 100% of organizations looking to recruit internally

A. make it easy and inexpensive to disseminate internal recruiting messages

Which of the following statements is true regarding the OFCCP's regulation of affirmative action plans? A) organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP success B) ratios of applicants by race and gender categories must be adhered to strictly C) language specifically encouraging women and minorities to apply is banned D) none of the above

A. organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP success

Which of the following statements regarding talent management systems is(are) true? A) talent management systems require a user-friendly data base for effective use B) talent management systems reduce the need for supervisory judgment in promotion decisions C) talent management systems are maintained by the employee D) talent management systems simplify record keeping

A. talent management systems require a user-friendly data base for effective use

Because they are already embedded in the organization, internal applicants will be more sensitive to which of the following? A) The future features of the potential job for years to come B) It is unclear that there is much of anything an organization can do to increase perceived justice C) The immediate features of the potential job D) The demographic characteristics of the person communicating about job openings

A. the future features of the potential job for years to come

Which of the following statements regarding talent management systems is true? A) they are increasingly integrated with all of an organization's human resources information systems B) they are seen as a historical tool that is not used much any more C) they are almost always cheap and easy to maintain D) they are usually based on paper files

A. they are increasingly integrated with all of an organizations human resources information systems.

The reason for having the manager participate as a job analyst is ________. A) verify statements are inclusive and accurate B) control incumbent responses on job analysis questionnaires C) establish pay scales D) provide acceptance of job statements to guide performance on the job

A. verify statements are inclusive and accurate

A recruiting requisition is ________. A) a flowchart that enumerates costs of each selection tool B) a formal document that authorizes the filling of a job opening C) a description of the costs and benefits of various methods of selection D) a formal document that details the process to be followed to attract applicants to a job

B

Research suggests ________ realistic job previews lead to reduce turnover most. A) computerized B) verbal C) written D) videotaped

B

The more broadly transmitted the organization's search methods, the more likely that a ________ will be attracted to apply. A) uniformly high quality of individuals B) large number of individuals C) relatively homogenous population of individuals D) highly eager group of applicants

B

Which method of recruiting is most effective for tight labor markets and highly valued jobs? A) considerate B) branded C) targeted D) realistic

B

Which of the following is a disadvantage of alternative mobility paths? A) they can discourage development of core disciplinary knowledge B) they often need to be supplemented with alternative reward systems to maintain motivation C) they promote narrow skill sets D) they are seen as hostile to the advancement of women and minorities

B

Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC? A) "Applicants should be gentlemen of outstanding character." B) "Applicants must be enthusiastic and willing to take risks." C) "Applicants should be recent college graduates." D) "Applicants should be healthy and athletic."

B

Why is it important to know the time frame for strategic recruiting? A) It is mostly useful for legal purposes B) It helps to identify the applicant pool for legal purposes, and also informs the techniques that will be used C) It helps to deflect internal criticism for HR managers worried about time pressure D) Although defining the time frame for strategic recruiting is done fairly often, it isn't actually all that informative or useful

B

Which of the following statements is false? A) applicants are concerned about the fairness of recruiting processes B) increasing expenditures on recruiting increases yields C) delay times in the recruiting process can reduce applicant interest D) none of the above

B. Increasing expenditures on recruiting increases yields

Which of the following is true regarding mobility paths? A) Hierarchical mobility paths are primarily lateral in direction. B) Alternative mobility paths may move in any direction. C) Hierarchical mobility paths make it easy to identify where to look for applicants in an organization. D) Parallel tracks allow a person to pursue one primary career track and a second career track of less importance.

B. alternative mobility paths may move in any direction

The KSAO portion of a job requirements matrix may be ________. A) converted to a job evaluation B) converted to a job specification C) converted to a job description D) converted into a job pay scale

B. converted to job specification.

A bona fide seniority system is ________. A) based on a mix of factors include perceived loyalty, commitment, and KSAO sets in the workforce B) permitted in most cases under EEOC law even if it results in adverse impact C) typically banned by the EEOC D) carefully defined by the law

B. permitted in most cases under EEOC law even if it results in adverse impact

Which of the following are important components of ensuring sufficient quality in an internal recruiting system: A) systematic review of the employee value proposition B) regular performance appraisals of all employees C) internal job posting systems D) all of the above

B. regular performance appraisals of all employees

KSAOs which are used in making advancement decisions are stored in ________. A) job descriptions B) talent management systems C) ability inventories D) job specifications

B. talent management systems

Measures of engagement reflect ________. A) Task characteristics that are readily accommodated by job analysis B) The degree to which an employee identifies with and has enthusiasm for his or her work C) The employee's tendency to reject alternative employment offers when given D) The degree to which an employee helps co-workers voluntarily

B. the degree to which an employee identifies with and has enthusiasm for his or her work

Large employment websites have which potential disadvantage relative to niche websites? A) comparatively few job seekers access them B) they can result in a large number of applications from individuals who are either unqualified or not really interested in the job C) they are limited to simple advertising D) all of the above

B. they can result in a large number of applications from individuals who are either unqualified or not really interested in the job

Which of the following could harm an organization's legal defense in an EEO/AA case? A) Large sample sizes employed in job analysis B) Emphasis mostly on secondary tasks C) Emphasis mostly on primary tasks D) Written job descriptions

B.emphasis mostly on secondary tasks

Employers need to keep track of which of the following for adverse impact calculations? A) only applications backed up by paper files B) demographic profiles of all who visit organizational websites C) all expressions of interest submitted through the internet D) none of the above

C

Which of the following communication media is marked by low richness and high cost, but also with an especially broad audience of potential applicants? A) recruitment brochures B) word of mouth C) advertising D) organizational websites

C

Which of the following techniques is helpful in improving diversity of applicants obtained through the recruiting process? A) advertisements showing a relatively homogeneous workforce B) advertising in publications that aim for a general audience C) advertisements showing women and minorities in positions of leadership D) none of the above

C

A lattice mobility path is ________. A) used in conjunction with union contracts B) found mostly within the external recruitment process C) characterized by upward, lateral, and downward movement D) concerned with management level recruitment only

C. characterized by upward, lateral and downward movement

Job postings influence the recruitment process by ________. A) reducing competition for the job B) reducing the need for formal applications C) clarifying requirements of the job D) eliminating external sources from consideration

C. clarifying requirements of the job

A well-defined mobility path should include all of the following except: ________. A) supervisors' responsibilities for employee development B) clear communication of the intent of the policy C) encouragement for all individuals to apply D) rules regarding compensation and advancement

C. encouragement for all individuals to apply

Which of the following is NOT shown by an ideal task statement? A) what is produced B) what the employee does C) how each behavior is rewarded D) to whom or what the employee does what he or she does

C. how each behavior is rewarded

Under a closed internal recruitment system, which of the following is not likely to occur? A) speed of decisions is faster than with open systems B) contacted employees are immediately given preference under such a system C) managers have less influence over the ultimate decision D) overall effectiveness of the system in identifying qualified applicants will drop

C. managers have less influence over the ultimate decision

An open system of internal recruitment can be expected to minimize ________. A) low morale among those not advanced B) competition among employees C) overlooking talent D) scrutiny of job qualifications

C. overlooking talent

Which of the following statements regarding talent management systems is(are) true? A) talent management systems simplify record keeping B) talent management systems are maintained by the employee C) talent management systems require a user-friendly data base for effective use D) talent management systems reduce the need for supervisory judgment in promotion decisions

C. talent management systems require a user-friendly data base for effective use

Organizations have become interested in alternative mobility paths because ________. A) they promote healthy competition to obtain rewards B) unions find them more acceptable C) they allow employees to specialize in technical work or management work and advance within either D) they are extremely easy to administer

C. they allow employees to specialize in technical work or management work ad advance within either

Which of the following is true regarding closed internal recruitment systems? A) they are very inefficient. B) they are very time-consuming to implement. C) they are not costly to implement. D) employees are made aware of all job openings.

C. they are not costly to implement

Why might an organization use internal temporary pools? A) both to decrease accountability for personnel errors and to provide a buffer against lawsuits B) to decrease accountability for personnel errors C) to avoid paying agency feels to temporary help agencies D) to provide a buffer against lawsuits

C. to avoid paying agency feels to temporary help agencies

A realistic job preview is ________. A) a largely negative recruiting approach B) a method of recruiting that involves putting candidates in sink-or-swim opportunities to learn on the job C) a series of structured video exercises showing a job's task characteristics D) a description of a job that integrates both positive and negative information

D

Which communication medium refers to the informal information regarding an organization's reputation, employment practices, and policies? A) recruitment brochures B) advertising C) organizational websites D) word of mouth

D

Which of the following are advantages of centralized recruitment? A) closer links to day-to-day operations B) increased responsiveness to immediate needs C) decreased costs in the centralized HR function D) duplications of effort are reduced

D

Research suggests that an ideal recruiter possesses ________. A) strong interpersonal skills B) enthusiasm about the organization and job candidates C) knowledge about the organization, jobs, and career issues D) all of the above

D. All of the above

Recruiter characteristics are ________. A) equally related to applicant attitudes and behaviors B) important in every stage of the selection process C) not at all related to employee interested in a company D) not as important as the actual job characteristics

D. Not as important as the actual job characteristics

Which of the following is a good definition of a job category? A) A grouping of positions that are similar in their tasks and task dimensions B) A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job C) A grouping of jobs, usually according to function D) A grouping of jobs according to generic job title or occupation

D. a grouping of jobs according to generic job title or occupation

Some of the features of hierarchical mobility paths include: A) they may not be useful in flat organizational structures B) the prospect of promotions can motivate employees C) they are easier to administer D) all of the above

D. all of the above

When assessing appropriate rewards, organizations can use information from ________. A) surveys conducted by the Department of Labor B) internal organizational sources C) surveys conducted by the Society for Human Resources Management D) all of the above

D. all of the above

Which of the following is a challenge to traditional methods of job design? A) Team-based work processes B) A need for flexible job assignments in start-up business units C) Jobs which evolve in response to technology D) All of the above

D. all of the above

Which of the following is true regarding an open internal recruitment system? A) they use a job posting and job bidding system. B) they often lead to uncovering "hidden talent." C) employees are made aware of all job openings. D) all of the above are correct.

D. all of the above are correct

Which of the following is true of recruiting messages in internal recruiting? A) supervisors can describe mobility paths in detail to internal candidates B) word of mouth among internal employees can lead to inaccurate information C) peers can give internal recruits a realistic idea of what happens in internal promotions and transfers D) all of the above are true

D. all of the above are true

A competency is ________. A) a type of behavior that is observed on the job B) a latent component of the job characteristics matrix C) a compilation of the tasks, duties, and responsibilities that make up a job D) an underlying characteristic of an individual that contributes to job or role performance

D. an underlying characteristic of an individual that contributes to job or role performance

Which of the following is not an example of an extrinsic reward? A) Pay B) Promotion C) Fringe benefits D) Autonomy

D. autonomy

Why might one see inconsistency across raters in competency-based approaches? A) The question is based on a false premise; well conducted competency-based job analysis seldom has any inconsistencies B) Because competency-based approaches are usually ad hoc and improvisatory C) Because insufficient rewards for accuracy are in place D) Because of the many different ways different people do the same job

D. because of the many different ways different people do the same job

Unlike KSAOs, competencies usually describe characteristics ________. A) that are used for selecting individuals B) of organizational reward systems C) of individuals that contribute to job performance D) that contribute to success across multiple jobs

D. that contribute to success across multiple jobs

Because they are already embedded in the organization, internal applicants will be more sensitive to which of the following? A) It is unclear that there is much of anything an organization can do to increase perceived justice B) The demographic characteristics of the person communicating about job openings C) The immediate features of the potential job D) The future features of the potential job for years to come

D. the future features of the potential job for years to come

Which of the following is true of realistic previews in internal recruiting? A) they are even more important than for external recruiting B) they cannot really be used for internal selection C) research suggests they can increase turnover D) they are more necessary for newly created jobs or jobs in new locations

D. they are more necessary for newly created jobs or jobs in new locations