Staffing Final Exam Spring 2018

In the selection procedure of a firm, an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process. What type of assessment plan is being used? A) multiple hurdles B) contingent C) supplemental D) bona fide

A. Multiple hurdles

Processing a new employee's employment-related paperwork, acquiring necessary keys and identification cards, and establishing an e-mail account for them is part of ________. A) socialization B) orientation C) attrition D) training

B. Orientation

Which of the following, if implemented, would reduce the number of less productive workers in a firm? A) across the board downsizing B) performance-based downsizing C) competency-based downsizing D) business-based downsizing

B. Performance-based downsizing

According to the Uniform Guidelines on Employee Selection Procedures (UGESP),to the extent that the setting and manner of administration of a selection method fail to measure the work situation, the lesser the need for other validity evidence for that selection method

False

Anticipatory socialization occurs when employees receive training and begin learning about the company culture and norms, and how to do the job.

False

Asking for volunteers in a global mobility move can increase engagement and be a good fit for the employee.

False

Attrition occurs when a company hires fewer new employees

False

Cognitive ability tests are one of the least valid selection methods

False

Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates

False

Exit interviews are done to inform employees why they are being let go.

False

Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired.

False

If a hiring manager mistakenly offers a job candidate a salary higher than what the firm had authorized the manger to offer, the salary offer is not legally binding

False

Investiture socialization programs try to strip away new hires' personal characteristics.

False

It is sometimes permissible to hire a non-qualified minority candidate over a qualified non-minority candidate.

False

Job candidates can renege on an accepted job offer, not companies.

False

Liking one's job but not liking the company one works for reflects poor person-group fit

False

More and richer information is usually available about external rather than internal job candidates

False

Orientation provides employees with the knowledge and skills they need to do their jobs.

False

Peer ratings tend to do a poor job predicting promotion criteria

False

Pursuing diverse candidates should begin in the assessment stage of the hiring process.

False

Succession management cannot be used to enhance organizational diversity

False

Succession management means identifying specific back-up candidates for specific senior management positions

False

Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization.

False

The advantage of using self-assessment is that people are often good judges of their own talents

False

The multiple hurdles approach to combining assessment scores is used when high scores on some assessments can compensate for low scores on other assessments.

False

To be legal, job offers must be presented in writing.

False

Under the UGESP, any adverse impact from the use of an assessment method is illegal.

False

Using experts to decide how to weight candidates' scores on different assessments is called unit weighting.

False

When coworkers show a new employee how to do their job, formal socialization is taking place.

False

When employees are turned down for the promotions or lateral moves for which they were considered, it rarely affects productivity.

False

A non-solicitation agreement prevents a firm's former employees from actively soliciting the firm's customers on behalf of the employees' new employer.

True

A written employment contract is considered to be an explicit employment contract

True

An applicant who feels she or he was asked questions unrelated to the job during an interview likely feels low procedural fairness.

True

Asking job candidates for a mechanic position, "have you ever repaired small motors at home?" is an example of a biodata question.

True

Assessment of leadership potential can identify future talent and lead to a more comprehensive leadership development program

True

Both true positive and true negative assessment outcomes are desirable.

True

Career planning is a continuous process of self-assessment and goal setting

True

Due to union contracts or company policies, some organizations promote employees because of seniority.

True

Equal Employment Opportunity (EEO) liability is often greater with internal versus external assessment and staffing efforts

True

Having options in a downsizing such as buyouts and early retirements reduces the negative impact on morale and reputation.

True

Having terminated employees sign a severance agreement that includes a release stating that the departing employee gives up some or all rights to sue reduces the risk of future litigation

True

Hiring managers make the final hiring decisions.

True

Involving customers and external stakeholders in the interview process can increase the job fit with candidates.

True

Multisource assessments involve the employee's supervisor as well as other sources that are familiar with an employee's job performance

True

Not hiring someone who would have been a poor performer is a true negative.

True

Observation of recruits by current employees can give companies like Southwest an accurate picture of appropriate employee behavior in a nontraditional workplace.

True

Psychomotor tests assess a person's capacity to manipulate and control objects.

True

Sequential socialization occurs when the steps in socialization occur in a specific order.

True

Skills inventories are databases of the skills, competencies, and other relevant characteristics of each employee

True

Socialization programs help new employees understand the traditions of the company.

True

Stock options that vest in the future create a mobility barrier for the employee receiving them.

True

The compensatory approach runs the risk of increased legal troubles due to different weightings provided by different experts.

True

The first passage in the career crossroads model is managing others

True

The return on investment from a new assessment method is the sum of the economic value of improved performance and the savings from avoiding bad hires

True

Unless a business is involved in national defense or security, background checks must be relevant to the nature of the job and job requirements.

True

Well- designed assessment tools in hiring can affect the revenue and bottom line of a company.

True

When a poor performer leaves, functional turnover has occurred.

True

When a valued employee quits because his spouse takes a new job in another state, this is unavoidable turnover.

True

When an employee does not get a promotion, they are likely to feel low distributive fairness.

True

With disjunctive socialization, newcomers are left alone to develop their own interpretations of the organization and situations they observe.

True

Rejecting a candidate severely at the end of a long hiring process results in ________. A) reneging B) negative spillover effects C) competitive disadvantage D) restrictive covenants

B. Negative spillover effects

A firm's internal assessment goals tend to be the same as its external assessment goals.

False

Prestige Pegasus is a multinational firm that specializes in the manufacturing of hardware for high-end technical products and sells its products mostly through business-to-business interactions. Following a good year with soaring profit-margins, Prestige Pegasus is planning to conduct an internal assessment throughout the organization. In a meeting following the decision to conduct the internal assessment, Douglas McCarthy (the Chief Operations Officer) and Tom Castleback (the Chief Marketing Officer) are the prime contributors on the methods that the organization should use to perform these assessments. Douglas: "We should encourage 360-degree feedback, mostly concentrating on subordinates, as they would be the right people to judge their superiors. "Tom: "We should definitely use 360-degree feedback, mostly from external customers, as they are the ones who matter in the end." Which of the following, if true, would most strengthen Tom's argument? A) The salespeople of the company travel extensively and are expected to work independently without supervision. B) The salespeople of the company do not have any flexibility in the selling price of the product. C) The company targets a niche market segment with a limited customer base. D) Previous surveys have revealed that customers are more satisfied with the company's services than the actual products

A) The salespeople of the company travel extensively and are expected to work independently without supervision.

Interacting with recruiters and future coworkers during the hiring process is the ________ phase of the socialization process. A) anticipatory B) encounter C) settling in D) onboarding

A. Anticipatory

Earlene Gibson, the HR manager of BioMd, a manufacturer of high-end medical diagnostic equipments, is planning to implement a socialization program in the organization. She designs a program in which each stage of socialization is an "elimination tournament," and a new hire is out of the organization if he or she fails. Earlene submits the program draft to the CEO for approval. Which of the following, if true, would be the strongest counterargument for the implementation of this plan?A) BioMd has a strong R&D orientation and innovation and risk taking are the major values that the company promotes. B) The management is intending to develop a homogeneous workforce that is highly cohesive and goal oriented. C) One of the goals of the socialization program is to exercise more discipline and control in the organization. D) The company is characterized by a vertical organizational structure and centralized decision making.

A. BioMd has a strong R&D orientation and innovation and risk taking are the major values that the company promotes

________ rely on trained psychologists to subjectively analyze a candidate's attributes, values, and styles in the context of a particular job. A) Clinical assessments B) Mentoring programs C) Multisource assessments D) Job knowledge tests

A. Clinical assessments

As an invaluable employee to her company, Emma has been given the freedom to choose her work hours. She can also opt to work from home for a maximum of 7 days in a month. Which of the following retention strategies is being used in this example? A) creating work flexibility B) challenging employees C) clarifying promotion paths D) creating mobility barriers

A. Creating work flexibility

After a wave of retirements, new employees hired to replace the retirees are likely to experience what type of socialization? A) disjunctive B) serial C) informal D) transitory

A. Disjunctive

To successfully negotiate a job offer it is important to ________. A) focus on the things that matter to the finalist B) keep negotiated salary levels as low as possible C) avoid exceeding market pay rates D) entice the finalist to accept the offer

A. Focus on the things the things that matter to the finalist

If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate, which staffing goal is not being met? A) generating positive stakeholder reactions B) supporting talent philosophy and HR strategy C) establishing the firm's employer image D) complying with the law

A. Generating positive stakeholder reactions

Which of the following would enable a firm to hire the fastest? A) hiring the first candidate who exceeds a minimum cut score B) using unit weighting to determine the best candidate C) creating bands to pick out the candidates who perform best D) using rational weighting method to expedite the hiring process

A. Hiring the first candidate who exceeds a minimum cut score

External customers are often best for evaluating an employee's ________. A) interpersonal behaviors B) job performance C) completion of job requirements D) teamwork skills

A. Interpersonal behaviors

Job seekers often rate ________ as the most job-related selection procedure. A) interviews B) aptitude tests C) job simulation D) personality inventories

A. Interviews

Which of the following is true of a maximum job offer?A) It can be a low, competitive, or high offer. B) It allows further negotiation by either party. C) It takes longer to fill such a position than other job offers. D) It tends to deter top finalists from accepting the job offer.

A. It can be a low, competitive, or high offer

Which of the following is a type of cognitive ability test? A) mathematical reasoning B) sensory skills C) psychomotor skills D) integrity tests

A. Mathematical reasoning

At Spyglass Inc., a private eye firm, new hires are chosen with utmost care. The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated. Which of the following methods should it use to hire new employee? A) multiple hurdles approach B) compensatory approach C) contingent approach D) normative approach

A. Multiple hurdles approach

Which of the following is true once a formal written job offer has been presented? A) No personal contact is made with the finalist. B) Negotiations are permitted at this stage. C) Finalist cannot reject the offer presented. D) Ideal strategy to entice undecided finalists into accepting

A. No personal contact is made with the finalist

A company relies on innovation as a competitive advantage. It wants to maintain the secrecy of its research and development projects. Which of the following would it most likely use? A) nondisclosure agreements B) non-solicitation agreements C) employment at will agreements D) implicit contracts

A. Non-disclosure agreements

Which of the following is true of an employment contract? A) Not every employee has an employment contract. B) To be enforceable, the contract has to be in writing. C) Verbal contracts generally supersede written contracts. D) At-will employees have a definite time period of service mentioned.

A. Not every employee has an employment contract

The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________. ________. A) person-job fit B) person-group fit C) person-organization fit D) supplementary fit

A. Person Job fit

An organization claiming to provide an environment in which employees can grow their careers has to ________. A) provide performance feedback and development opportunities B) emulate its competitor firms and their placement strategies C) cease internal recruitment and rely on external recruiting alone D) implement a transparent hiring and firing strategy

A. Provide performance feedback and development opportunities

Deferring a new hire's start date can be an alternative to ________. A) reneging B) conducting a reference check C) negligent hiring D) using an assessment center

A. Reneging

A non-solicitation agreement is a type of ________. A) restrictive covenant B) compensation package C) severance package D) common contract

A. Restrictive covenant

Showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method? A) situational judgment test B) behavioral interview C) unstructured interview D) situational interview

A. Situational judgement test

________ has been found to enhance new hires' loyalty and reduce their turnover. A) Socializing new employees as a group B) Using random socialization methods C) Disjunctive socialization D) Informal socialization methods

A. Socializing new employees as a group

When different assessments are made using different scales, before they can be combined the raw scores must be ________. A) standardized B) normalized C) unit weighted D) rationally weighted

A. Standardized

Which of the following, if true, would result in a new hire to a company getting paid less than existing employees? A) The company wishes to preserve internal equity. B) The company wishes to attract top talent in the market. C) The company lets the hiring manger make payroll decisions. D) The company needs to fill a position immediately.

A. The company wishes to preserve internal equity

The value of the nine box matrix depends most heavily on ________. A) the quality of the assessment methodology B) the number of people being assessed C) the length of time it covers D) the motivation of the employee being rated

A. The quality of the assessment methodology

Managers' involvement and commitment is critical to the success of the succession management process because ________. A) their skills assessments are central to the preparation of identified candidates for future positions B) they will be the future employers of the promoted employees C) managers need to develop their own replacements by training their subordinates adequately D) their bonuses are tied to the success of their subordinates

A. Their skills assessments are central to the preparation of identified candidates for future positions

Which of the following is a limitation of using supervisors in performance reviews? A) They may be less able to see the employee's task and interpersonal behaviors. B) They may be unfamiliar with the employee's job performance. C) They may be unfamiliar with the employee's job requirements. D) They may focus on interpersonal behaviors rather than outcomes.

A. They may be less able to see the employee's task and interpersonal behaviors

Prestige Pegasus is a multinational firm that specializes in the manufacturing of hardware for high-end technical products and sells its products mostly through business-to-business interactions. Following a good year with soaring profit-margins, Prestige Pegasus is planning to conduct an internal assessment throughout the organization. In a meeting following the decision to conduct the internal assessment, Douglas McCarthy (the Chief Operations Officer) and Tom Castleback (the Chief Marketing Officer) are the prime contributors on the methods that the organization should use to perform these assessments. Douglas: "We should encourage 360-degree feedback, mostly concentrating on subordinates, as they would be the right people to judge their superiors. "Tom: "We should definitely use 360-degree feedback, mostly from external customers, as they are the ones who matter in the end." Which of the following statements, if true, would support Douglas' argument? A) The company lacks a feedback mechanism that guarantees employee anonymity and protects their interests. B) The company is focusing on the recruitment for middle-management positions which mostly emphasizes on people management skills. C) The company is planning to flatten its organizational structure by combining certain top management positions, while removing redundant ones. D) The company is introducing workforce diversity initiatives in order to comply with certain affirmative action policies.

B) The company is focusing on the recruitment for middle-management positions which mostly emphasizes on people management skills.

When an employee quits because he/she is passed over for promotion, what has occurred? A) a breach of employee ethics B) a negative stakeholder reaction C) succession management D) external assessment

B. A negative stakeholder reaction

The first stage of the socialization process is ________. A) settling in B) anticipatory C) encounter D) expectation

B. Anticipatory

A high job offer does not allow further negotiation.

False

Exit interviews should be directed at ________. A) finding out which rivals are poaching talent from the firm B) areas in which the company feels it could improve C) informing ex-employees of their shortcomings D) optimal turnover and should measure the loss to the firm

B. Areas in which the company feels it could improve

A company cannot know what training to offer employees unless it ________. A) emulates its competitors policies and programs B) assesses their strengths and weaknesses C) reaches a minimum of 100 employees D) stops internal recruiting completely

B. Assesses their strengths and weaknesses

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company? A) personality test B) background check C) job simulation D) cognitive ability test

B. Background check

Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"? A) Because acceleration implies faster promotions. B) Because "high potential" pool implies the rest are of low potential. C) Because "acceleration pool" employees always rise to managerial levels. D) Because "high potential pools" occur only at technical levels

B. Because "high potential" pool implies the rest are of low potential

Asking applicants what sports they like to play is an example of which external assessment method? A) reference checks B) biodata C) job simulation D) personality inventories

B. Biodata

Which of the following are generally well received by employees? A) reneging B) buyout incentives C) downsizing D) layoffs

B. Buyout incentives

After choosing the position on which to focus, the first general step in a succession management project is to ________. A) identify each interested candidate's strengths, weaknesses, and succession readiness B) check that the job description outlines the current and future competencies, a person needs to perform at a high level in the key position C) create a plan to continually and systematically improve the capabilities of all identified succession candidates D) write a person specification linked to the firm's business strategy

B. Check that the job description outlines the current and future competencies, a person needs to perform at a high level in the key position

Socialization programs putting newcomers through a common set of experiences as a group rather than individually are called ________. A) one-time programs B) collective programs C) variable programs D) tournament programs

B. Collective programs

Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________. A) multiple hurdles approach B) compensatory approach C) contingent approach D) normative approach

B. Compensatory approach

Don is a high-ranking manager in an advertising firm. He was recently offered a job with higher pay and more lucrative benefits by a rival firm. On coming to know about this, Don's employers decided to make him a(n) ________ matching the offer from their rival firm. A) compensatory package B) counteroffer C) equity bonus D) employment contract

B. Counteroffer

Effective staffing enhances the degree to which a(n) ________. A) hiring manager ensures job performance B) employee meets a job's requirements C) individual candidate has a chance to be selected D) employee realizes his or her own potential

B. Employee meets a job's requirements

If an applicant is not hired because the applicant has previously claimed overtime which they were owed, they are likely to be covered under the ________. A) Family and Medical Leave Act B) Fair Labor Standards Act C) National Labor Relations Act D) Equal Pay Act

B. Fair labor standards act

Online applications give the candidate real time status information and A) a deadline for completing the application B) flexibility to complete at their own convenience C) ability to submit a hard copy of the application D) increase the burden placed on recruiters

B. Flexibility to complete at their own convenience

Working from 6 a.m. to 2 p.m. is an example of ________. A) job sharing B) flextime C) telecommuting D) home-sourcing

B. Flextime

When a call center fires an employee who cannot meet her call volume goals, which of the following types of turnover has occurred? A) dysfunctional B) functional C) avoidable D) voluntary

B. Functional

Graphology includes any practice that involves determining personality traits or abilities from a person's ________. A) face B) handwriting C) palm D) biodata

B. Handwriting

Matthew works as an accountant in a mobile phone company. During lunch he spoke to Peter from the sales department about wanting to buy a mobile phone for himself. Peter persuaded Matthew to buy a mobile phone from the sales department itself, which Matthew did. Matthew is a(n) ________. A) stakeholder B) internal customer C) human resource personnel D) external customer

B. Internal customer

Juan is a highly qualified biomedical researcher. Having recently completed his education, he applies to work at a pharmaceutical company which is renowned for its fast-paced innovation and aggressive growth policy. Which of the following, if true, would provide for a poor person-organization fit in this case? A) Juan is interested in applied research that is likely to produce tangible results. B) Juan has the tendency to be process-oriented and is risk averse. C) Juan is a team-player and works exceedingly well in lab groups. D) Juan is interested in making numerous breakthrough discoveries in the lab.

B. Juan has the tendency to be process-oriented and is risk averse

When a finalist does not get a job offer, they are likely to perceive ________. A) low procedural fairness B) low distributive fairness C) low interactional fairness D) high interactional fairness

B. Low distributive fairness

Holding managers accountable for turnover of the employees under them is an effective retention strategy because ________. A) managers become stressed about being laid-off B) managers know which employees to retain C) employees have most grievances about their supervisors D) employees cannot complain about miscommunication

B. Managers know which employees to retain

Denise, the human resource manager of a manufacturing company found that the company's socialization process was too overwhelming for new hires. It consisted of presentations, meetings, and seminars packed into the first week of joining the company. She decided to switch into a(n) ________ approach to socializing so that new employees did not suffer from information overload. A) investiture B) staggered C) sequential D) formal

B. Staggered

An insurance company assesses all employees' current job skills and creates road maps for them outlining the competencies they need to advance within the company. The company then makes sure they get the training they need, including coaching and mentoring, classroom training. This is an example of ________. A) making a career development plan B) succession management C) restructuring D) ethical assessment

B. Succession management

When a restaurant hires a server who has similar competencies to the existing servers, this is an example of ________. A) person-organization fit B) supplementary fit C) complementary fit D) person-supervisor fit

B. Supplementary fit

Which of the following, if true, would make a firm keep cut scores low? A) The company is following an innovation strategy. B) The company is following a cost-leadership strategy. C) The company wants to maintain its competitive advantages. D) The company wants to hire top talent in the field.

B. The company is following a cost-leadership strategy

Contingent assessments are used when ________. A) there are too many candidates and too few jobs B) the firm has identified whom it wants to hire C) there are too few qualified candidates per job D) the firm is narrowing down candidates for a post

B. The firm has identified whom it wants to hire

When a company rejected Sara, who would have been a poor performer on the job, which assessment outcome occurred? A) true positive B) true negative C) false positive D) false negative

B. True negative

To be enforceable, any contract that cannot be performed or fulfilled within ________ must be in writing under the statute of frauds. A) six months B) twelve months C) eighteen months D) twenty four months

B. Twelve months

Moving employees to other parts of the company or to other jobs the company needs filled to match its workforce with its talent needs is ________. A) socialization B) workforce redeployment C) mobility barriers D) golden handcuffs

B. Workforce redeployment

The biggest legal problem with personality tests is based on ________. A) administration issues B) privacy issues C) morality issues D) diagnostic issues

B.Privacy issues

Adam has joined an advertising firm as a junior executive. Due to his lack of experience, he has a lot to learn and has been assigned as a protégé to Mark, a senior executive in the firm, who will assist in training and assessing his performance. This process of internal assessment is called ________. A) skills inventorying B) performance reviewing C) a mentoring program D) job knowledge assessing

C. A mentoring program

Which of the following statements is a UGESP guideline that pertains to candidate assessment? A) No selection procedure measuring ability should closely approximate an observable work behavior. B) The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity. C) Abilities must be defined in terms of observable aspects of job behavior. D) Knowledge must be defined in general terms not necessarily directly linked to the job.

C. Abilities must be defined in terms of observable aspects of job behavior

BioMd is a manufacturer of high-end medical diagnostic equipments. The company's revenues and profit margins have come under pressure during the last two years because of decline in product demand. Daisy Howell, the CEO of the company, calls for a senior management meeting to finalize the strategies to be adopted to tacklethe dip in profit margins. In the meeting, most managers argue in favor of using downsizing as a means to reducing costs and improving margins. However, Daisy strongly argued for the use of layoffs instead of downsizing. Which of the following, if true, would most strengthen Daisy's argument? A) The organization has a business-based target for reducing the number of employees. B) Major hospital chains have announced plans to open up more facilities in the coming year. C) An internal demographics review has shown that about ten percent of the firm's employees would retire within three years. D) Worker Adjustment and Retraining Notification Act applies to the organization as it has more than hundred employees

C. An internal demographics review has shown that about ten percent of the firm's employees would retire within three years

Having administrative assistant job candidates perform a set of exercises including taking phone messages, typing reports, scheduling meetings, and filing is an example of a(n) ________. A) clinical assessment B) job knowledge test C) assessment center D) structured interview

C. Assessment center

The Uniform Guidelines on Employee Selection Procedures were created to ________. A) validate employee selection methods B) outline the enforcement of the Americans with Disabilities Act C) assist organizations in complying with federal law prohibiting discrimination in hiring D) assist organizations with fewer than 10 employees comply with Title VII

C. Assist organizations in complying with federal law prohibiting discrimination in hiring

Internal assessment typically improves a firm's strategic capabilities by ________. A) conducting a legal audit of the staffing system B) giving all poor performers a chance to improve C) assisting "blocked" employees to improve their performance D) improving the competence of human resource personnel

C. Assisting "blocked" employees

An additional ethical issue involves the ________ of an employee's application for another position in the company. A) assessment B) processing C) confidentiality D) rejection

C. Confidentiality

Which of the following improves the ease of use of skills inventories? A) O*Net B) career management C) databases D) nine box matrix

C. Databeses

The Wolverines are a leading university soccer team. All new recruits to the team must go through certain "rites of passage" which include shaving their heads, swimming in cold water, getting a tattoo of the team's emblem, and other tests of servitude and obedience. This is an example of ________. A) investiture socialization B) disjunctive socialization C) divestiture socialization D) tournament socialization

C. Divestiture socialization

RBC Electronics is a retailer of electronic appliances. If Sandy does not see or understand the work processes and rules that influence RBC employees' task behaviors and has limited knowledge of the regulations, policies, and resources that affect employees' behavior, then Sandy is most likely a(n) ________. A) internal customer B) subordinate C) external customer D) supervisor

C. External customer

When a company hired Marcus who turned out to be a poor performer, which assessment outcome occurred? A) true positive B) true negative C) false positive D) false negative

C. False positive

________ downsizing targets specific locations for headcount reduction, perhaps due to the loss of an important customer. A) Seniority-based B) Business-based C) Geographic D) Across the board">Across the board

C. Geographic

Having a low selection ratio means ________. A) hiring most people who apply for a job B) having unacceptable adverse impact C) hiring only a few applicants D) having a small number of applicants per job

C. Hiring only a few applicants

Who usually has overall responsibility for conducting socialization programs? A) coworkers B) hiring managers C) human resources D) top management

C. Human resources

Using high cut scores ________. A) is more appropriate for firms focusing on filling vacancies in the short-term B) can reduce adverse impact to a minimum in every case C) increase the number of false negative hiring outcomes D) is inappropriate for firms with a talent strategy of hiring only the best

C. Increase the number of false negative hiring outcomes

Which of the following is true about integrity tests? A) Integrity tests often result in adverse impact. B) Integrity tests are, by definition, measures of cognitive ability. C) Integrity tests have the ability to overcome the problem of faking. D) Integrity tests usually take the form of oral interviews.

C. Integrity tests have the ability to overcome the problem of faking

The way a firm negotiates a job offer with a candidate influences the candidate's perceptions of ________. A) distributive fairness B) procedural fairness C) interactional fairness D) indicative fairness

C. Interactional fairness

A layoff is an example of which type of turnover? A) dysfunctional B) voluntary C) involuntary D) avoidable

C. Involuntary

Which of the following is true of person-organization fit? A) It is not related to the intent to stay with the company. B) It is the same as person-job fit. C) It is positively related to job satisfaction. D) It is unrelated to organizational commitment

C. It is positively related to job satisfaction

What is optimal turnover? A) It is the lowest turnover that a firm can achieve. B) It produces lowest level of long-term productivity. C) It produces the highest level of long-term business improvement. D) It sees any employee turnover as a loss for the company.

C. It produces the highest level of long-term business improvement

Assigning a new employee to regularly meet with a more senior, more experienced employee to further the career development of both employees is ________. A) job sharing B) transferring C) mentoring D) training

C. Mentoring

If a company wanted to quickly identify which employees speak Spanish, what would be the best way to do this? A) Query the company's replacement charting system B) Ask all managers to ask their subordinates if any of them speak Spanish C) Query the company's skills inventory system D) E-mail all employees and ask Spanish speakers to respond

C. Query the company's skills inventory system

Backing out of an employment contract after the job offer is accepted is called ________. A) rejection B) prima facie evidence C) reneging D) renegotiating

C. Reneging

The higher the fidelity of a job simulation test, the higher is the ________. A) number of candidates taking the test B) cognitive ability required to pass the test C) similarity between the real job and the test D) cost required to maintain and administer the test

C. Similarity between the real job and the test

The best time to pursue workforce diversity is during ________. A) candidate assessment B) making a final choice C) sourcing and recruiting D) developing an Affirmative Action plan

C. Sourcing and recruiting

The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance is ________. A) development training B) replacement planning C) succession management D) business planning

C. Succession management

Workforce redeployment applies the ________ principles used to optimize inventory management, planning, and production to optimize the utilization of a firm's employees. A) product innovation B) customer management C) supply chain D) competitive advantage

C. Supply chain

In which of the following cases is asking employees to take a leave without pay a good idea? A) The company is planning to expand its operations. B) The company is relocating abroad and needs foreign workers. C) The company needs to cut down costs for a specific period. D) The company has decided to conduct mass downsizing.

C. The company needs to cut down costs for a specific period

Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of________. A) contingent weighting B) unequal weighting C) unit weighting D) normative weighting

C. Unit weighting

In the career crossroads model, each passage requires that the person ________. A) build on old skills B) change organizations C) unlearn old skills and learn new skills D) is promoted based on their mastery of their current job

C. Unlearn old skills and learn new ones

Behavioral interviews are more reliable and substantially better than ________ at predicting job performance. A) structured interviews B) situational interviews C) unstructured interviews D) situational judgment tests

C. Unstructured interviews

Companies generally try to minimize turnover that is ________. A) unavoidable, voluntary, and functional B) voluntary and functional C) voluntary, dysfunctional, and avoidable D) dysfunctional and involuntary

C. Voluntary, dysfunctional, avoidable

When should medical tests be administered? A) before interviewing the applicant B) after the candidate has accepted a job offer C) any time the employer feels that it is appropriate D) after a job offer has been extended

D. After a job offer has been extended

What is a stereotype threat? A) Comparison of the hired pool of candidates against the applicant pool to avoid discrimination. B) Evaluation of the job performance of hired candidates to avoid supplementary fit. C) Admission of the fact that certain hiring practices have adverse impact on performance. D) Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores

D. Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores

An HR manager asked every candidate during an interview to describe a situation in the past in which they had to display their leadership abilities even though they were not a formal leader, discuss what they did, and describe the result. This is an example of which external assessment method? A) situational judgment test B) interview C) unstructured interview D) behavioral interview

D. Behavioral interview

The bargained-for exchange between the contract parties is known as ________. A) compensation B) co-optation C) confirmation D) consideration

D. Consideration

A nine box matrix requires assessing employees on ________. A) past job performance and current job performance B) past job performance and future potential C) tenure and current job performance D) current job performance and future potential

D. Current job performance and future potential

A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a ________. A) criterion score B) contingent score C) band score D) cut score

D. Cut score

Asking a departing employee why he or she is leaving the firm is a(n) ________. A) unstructured interview B) structured interview C) behavioral interview D) exit interview

D. Exit interview

Which of the following is true of voluntary turnover? A) It occurs especially if employees' job duties are well-defined. B) It has been proven that average performers are most likely to quit. C) It reduces when the economy is good and vice versa. D) It can be reduced by giving new hires a realistic job preview

D. It can be reduced by giving new hires a realistic job preview

Which of the following is true about downsizing? A) It works best when done regularly. B) It is never constrained by a collective bargaining agreement. C) It enhances employees' perceptions of fairness. D) It can improve shareholders' return.

D. It can improve shareholders' return

Which of the following is true of a competitive job offer? A) It is the best and final offer extended to the candidate. B) It offers a total rewards package higher than competitors. C) It is most likely to entice top finalists to accept the offer. D) It may or may not allow for further negotiations.

D. It may or may not allow for further negotiations

Which of the following reduces the ability of rank ordering to identify the best hire? A) large differences between candidates' scores B) large scores of regression analysis C) large unit weighting of multiple candidates D) large standard error of measurement

D. Large standard error of measurement

The focus of the career crossroads model is on ________. A) physical work B) technical work C) professional work D) managerial positions

D. Managerial positions

Mr. Draper is the hiring manager of a large corporation. He has been asked to recruit two new sales executives for the firm specifically targeted for luring away from a rival firm. Which of the following packages should he offer in order to have a maximum chance of fulfilling this task? A) low job offer B) competitive job offer C) minimum job offer D) maximum job offer

D. Maximum job offer

In order to reduce turnover rates, Sigma Corp. offers middle and high-ranking employees stock options in the company. This is an example of which retention strategy? A) job challenge B) strong culture C) accountability D) mobility barriers

D. Mobility barriers

When IBM extensively trains employees in processes and procedures that are unique to the company, it is creating ________. A) job challenge B) strong culture C) accountability D) mobility barriers

D. Mobility barriers

Black Lilies is a fledgling apparel company which is run and managed by its creator Patricia. She has advertised for an accounting executive to manage the finances of the firm. Which of the following, if true, would result in a complementary fit having occurred for the post? A) Patricia is well-versed in accounting and will manage the firm's finances jointly with the new employee. B) There is already a dedicated finance team in the firm who would work with the new employee. C) The existing accounting executive is planning to quit to take up a better opportunity. D) Patricia lacks the requisite skills to manage the company's accounts, hence the opening.

D. Patricia lacks the requisite skills to manage the company's accounts, hence the opening

Firms that do not have proper documentation to terminate an employee but want to end the employment relationship, and at the same time reduce the possibility of a lawsuit, offer the employee a(n) ________. A) non-compete agreement B) non-disclosure agreement C) employment at will statement D) release

D. Release

________ is(are) used to reenergize employees and give them the opportunity to develop skills and pursue other interests via workshops, formal classes, or travel. A) Job rotation B) Skills assessment C) Peer reviews D) Sabbaticals

D. Saabaticals

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method? A) personality assessment B) behavioral interview C) unstructured interview D) situational interview

D. Situational interview

Which of the following raters is often the most controversial feature of a multisource assessment? A) internal customers B) external customers C) peers D) subordinates

D. Subordinates

If an individual's goals, values, and work style clashes with the goals, values, and work style of his or her co-workers, which of the following is true? A) The individual has low person-job fit. B) The individual has low person-organization fit. C) The individual has low person-vocation fit. D) The individual has low person-group fit.

D. The person has low person-group fit

A socialization program that requires new hires to "pass" different stages of socialization or be removed from the organization is a ________. A) one-time program B) collective program C) variable program D) tournament program

D. Tournament program

Which of the following would be required to provide critical skills to employees that might be needed in the future? A) competition B) promotion C) evaluation D) training

D. Training

Which of the following would reduce adverse impact? A) Contract the definition of what constitutes a good job performance. B) Use a single valid predictor instead of multiple predictors. C) Use of cognitive tests instead of simulations. D) Use assessment methods with less adverse impact early in the selection process

D. Use assessment methods with less adverse impact early in the selection process

Which of the following would result in peer ratings being a successful method of internal assessment in a firm? A) A well developed skills inventory system exists. B) The level of technological expertise in the firm is high. C) All supervisors provide timely feedback. D) Work in the firm is done in teams

D. Work in the firm is done in teams

A clinical assessment puts job candidates through a series of simulations and exercises that reflect the typical challenges of the job

False