Exam 1 Talent Questions

The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the ________. A) employee value proposition B) job's total rewards C) job's total compensation package D) work-life balance

A

A job description is an systematic process of identifying and describing the important aspects of a job and the characteristics workers need to perform the job well

False

The resource-based view of the firm focuses attention on the quality of the skills of a company's workforce at various levels, and on the quality of the motivational climate created by management

True

Deployment involves ________. A) assigning talent to appropriate jobs and roles in the organization B) negotiating an employment contract C) getting new hires up to speed and productive on their job D) getting a job requisition approved

A

Cortney Wilkes was employed at Brunson County Elementary School as a cook. Her supervisor routinely took extra food and other supplies home. Cortney was fired after she reported the theft to the police and the school principal. A) Cortney does not have a cause of action for wrongful discharge. B) Cortney may have a cause of action pursuant to the "whistle-blowers" exception to the employment-at-will doctrine. C) Cortney is an employee-at-will and can be terminated at any time for any reason. D) Courtney may have a constructive discharge claim.

B

Dana works as a financial consultant at a start-up company called MoneyCare. While some of her friends earn more than she does working for similar positions in other companies, Dana finds her work far more interesting and challenging than what her friends do. As MoneyCare is a small organization, Dana has a lot of responsibilities and believes that she is actually learning far more on the job than she thought she would. Which of the following statements is true about Dana? A) She thinks total rewards from her job are low. B) She finds the intrinsic rewards from this job very satisfying. C) She thinks the extrinsic rewards from this job are very high. D) The extrinsic rewards account for the bulk of the total rewards she gets from this job.

B

If a company's employees have talents that would be useful to the organization and the company is not taking advantage of these talents, it is not being efficient in the activity of ________. A) acquiring B) deploying C) sourcing D) recruiting

B

Marc Brown is a chemical engineer with a graduate degree from MIT. Mr. Brown is African American. He applied for a chemical engineering position with Kincaid Paper Company. Although he was qualified for the job, he was not offered the position. Mr. Brown happened to see the job advertised in the newspaper 2 weeks after he had been rejected. a.Mr. Brown does not have a cause of action for discrimination. b.Mr. Brown can offer evidence to satisfy the elements of a prima facie case. c.Mr. Brown cannot offer evidence to satisfy the elements of a prima facie case. d.Mr. Brown is not eligible to file a claim under Title VII.

B

Mrs. Peters filed a complaint against her employers for firing her. She admitted to being late to work five days in a month but she claimed that she was fired on the grounds of being a female employee. This is an example of ________. A) fraudulent recruitment B) mixed motive case C) adverse impact D) negligent hiring

B

The seven components of strategic staffing include: A) Workforce planning, sourcing talent, recruiting talent, determining labor market strength, deploying talent B) Deploying talent, acquiring talent, selecting talent, sourcing talent, workforce planning C) Training hiring managers, workforce planning, selecting talent, recruiting talent, sourcing talent D) Mentoring, succession planning, selecting talent, job analysis, retaining talent

B

When a competing hospital calls for an employee recommendation, a hospital manager fails to disclose negative information about a previous employee who was discharged for improper and reckless behavior toward a patient. This could be an example of ________. A) negligent hiring B) negligent referral C) fraudulent recruitment D) violating the WARN Act

B

To be legal a job analysis must: A) Be valid and identify workers KSAO's necessary to perform the job and be job related B) Be derived from multiple sources C) Be in writing D) All of the above E) A & B Only

D

When a firm has a superior level of cooperation and innovation among its research team that allows it to design a new product two days faster than its competitors it has created a ________. A) human capital advantage B) talent maximization strategy C) human resource strategy D) human process advantage

D

Comparing the percentage of applicants hired from different subgroups to determine if they are significantly different from each other is an example of a ________. A) BFOQ B) concentration statistic C) flow statistic D) stock statistic

C

Hiring people who are learning-oriented, and who have good networking skills would support a ________ competitive advantage.A) product leadership B) operational excellence C) customer intimacy D) training and development

C

Jobs requiring original and unique ideas and insights in a complex and dynamic work environment will require the following job competencies: A) Emotional intelligence and creativity B) Problem solving and adaptability C) Adaptability and creativity D) Leadership and creativity E) The appropriate combination of competencies is not provided.

C

Staffing influences organizational performance because ________. A) it is an expensive part of human resources B) it is how people learn about the organization C) its outcomes determine who will work for and represent the firm D) it has no direct relation to profitability and profit growth

C

The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________. A) task inventory method B) job elements method C) critical incidents method D) structured interview method

C

________ helps a company tailor its recruiting message to appeal to the needs, values, and motivations of targeted potential applicants. A) A task inventory B) Competency analysis C) Job rewards analysis D) Job elements analysis

C

Data for writing job descriptions and person specifications can be obtained from A) Current position incumbents B) Persons who supervise the work C) Observations of the analyst D) All of the above

D

Job analyses serve multiple purposes which include: A) Links staffing processes to firm business strategy B) Developing the firms performance evaluation system C) Providing evidence for discrimination complaints D) All of the above E) A & B only

D

Succession management ensures that ________. A) a company attracts sufficient numbers of appropriately qualified applicants B) new employees will be motivated by the firm's compensation package C) high-potential new hires do not leave because they are overqualified and under challenged D) an organization has people ready to assume leadership positions when they become available

D

Alberta Gore heard that Our Lady of Mercy, a Catholic church, needed a new janitor. Alberta applied for the position and was told that she was not qualified for the job because she was not of the Catholic faith. In this case, even though the church discriminated against Alberta, the church could successfully assert the bona fide occupational qualification defense.

False

Because competencies are linked to the organization's business goals, strategy, and values, a person specification resulting from a job description can impair hiring quality and strategy execution

False

Contingent workers are part of a company's core workforce.

False

Executive Order 11264 prohibits discrimination of protected groups and establishes affirmative action to promote diversity

False

Formal job descriptions are best for young organizations that need flexible employees

False

If employers know which states have EAW statutes, then compliance is easier because those states will operate from the same identification and definitions of exceptions to EAW

False

It is legal to compare an applicant's scores only to members of his or her own racial subgroup and set separate passing or cutoff scores for each subgroup.

False

Proactive staffing is done in response to situations or issues.

False

Title VII applies to all private employers with 15 or more employees, but does not apply to unions and employment agencies.

False

A competency based job description can lengthen the life of a job description and enhance work assignment flexibility.

True

Adverse impact can occur when a facially neutral test or policy is applied equally and consistently to all applicants, regardless of their protected characteristics, such as their sex and race

True

An independent contractor performs services and the employer controls or directs only the result of the work

True