BUS 247 ch 7

Discuss the use of an assessment center as a selection technique.

-only used for manager selection -measures and evaluates their ability to perform critical work behaviors -undergo tests, exercises, and feedback over 2-3 days -after the assessment center, current managers (evaluators) provide in-depth evaluations of each attendee and make an overall evaluation about the persons suitability for promotion

Explain the various types of employment tests and their uses

1) cognitive ability test - measure mental skill (general intelligence, IQ), vocabulary and reading comprehension, mathematics, clerical ability, and spatial relations 2) psychomotor ability test - measures physical abilities such as strength, eye-hand coordination, and manual dexterity 3) personality tests - measures traits, or tendencies to act, that are relatively unchanging in a person (self-report inventory or projective technique) 4) integrity tests - attempts to assess an applicants moral character and honesty

Discuss the different criteria used in a selection decision.

1) education and experience - the formal classroom training an individual received in school and college, and the amount of time the individual has spent working in either a general capacity or a particular field of study 2) skills and abilities - skills necessary to function effectively in a group situation 3) personal characteristics (big 5) - these traits tend to be more behavioral than cognitive or emotional, and are likely to be important for job performance (conscientiousness, agreeableness, neuroticism, openness, extraversion)

Briefly explain the different organizational development techniques that are employed by organizations to increase overall performance.

1) survey feedback - having employees respond to questionnaires about attitudes and perceptions of leadership styles, then sharing the results of the survey with everyone involved 2) third-party peacemaking - when a neutral third party hears both sides in a conflict, and then helps develop solutions or compromises so that everyone can win 3) process consultation - when the OD consultant observes managers in the organization to develop an understanding of their communication patterns, decision-making and leadership processes, etc. and then provides feedback and recommendations on how the manager can improve

A(n) _____ is a form of temporary employee who can help respond to work demands in the short term. a. intern b. applicant c. mentor d. trainee

a

Barbara, a product manager at an organic soap manufacturing company, is supposed to interview a candidate for a new job opening in her department. The candidate arrives late to the interview, and therefore, Barbara assumes that he would be irregular and uninterested in his work as well. Despite the fact that the candidate meets all the job requirements, Barbara rejects the candidate. Which of the following interview errors has Barbara most likely made? a. The first-impression error b. The nonrelevancy error c. The similarity error d. The contrast error

a

Brandton Corp., a private company with a rigid, hierarchical organizational structure, is looking to fill the position of a senior supervisor. Francesca is among the top five applicants being considered for the post. Francesca does not have the expertise necessary for the position, but she comes across as a person who abides by rules and thrives under supervision and directions. This matches the organization's requirements. As a result, Francesca is hired. In the context of basic selection criteria, Brandton Corp. most likely hired Francesca on the basis of _____. a. fit b. skill c. knowledge d. education

a

In a(n) _____, the interviewer works from a list of standard questions that are presented to every candidate by every interviewer. a. structured employment interview b. semistructured employment interview c. non-directive interview d. unstructured employment interview

a

In the context of making hiring decisions, the best way an organization can avoid legal issues is by: a. not asking for a person's age, gender, or marital status in the employment application. b. making sure that a selection decision is based on organizational fit. c. selecting a candidate with an authorized recommendation letter. d. not making a selection decision based on a candidate's personality and values.

a

In the context of popular selection techniques, _____ are used by an organization for assessing a person's past experiences and work history. a. recommendation letters b. employee declaration certificates c. no objection certificates d. appraisal forms

a

In the organizational development (OD) technique of _____, an OD advisor observes managers in the organization to develop an understanding of their communication patterns, decision-making and leadership processes, and methods of cooperation and conflict resolution. a. process consultation b. vestibule training c. third-party peacemaking d. survey feedback

a

Judd, an HR manager at an information technology firm, is asked by his supervisor to develop a pool of qualified applicants for the position of a senior content analyst. His employer will then conduct tests and interviews to select the best candidate. In this scenario, Judd is involved in the process of _____. a. recruiting b. onboarding c. planning d. scheduling

a

Rose, a police officer, applies for the position of a deputy in the police department of her city. In the interview round, she is asked to pick up marbles using forceps and place them perfectly on little grooves. Which of the following types of employment tests is Rose taking in the given scenario? a. A psychomotor ability test b. A personality test c. A cognitive ability test d. An integrity test

a

Westside Elementary School received a number of applications for a teaching position. The school wanted to increase the diversity of its staff, which mostly comprised white females. After the completion of the selection tests and interviews, the school found that the top two scorers were both white females. However, it decided to hire a Hispanic female, who was the third top scorer and equally qualified as the top two. In this scenario, the school most likely made its selection decision through _____. a. banding b. an in-basket exercise c. onboarding d. utility analysis

a

Which of the following is a difference between internal recruiting and external recruiting? a. External recruiting is more expensive than internal recruiting because of the advertising and other search processes that must be undertaken. b. Unlike external recruiting, internal recruiting has the advantage of bringing in new ideas, new perspectives, and new ways of doing things. c. External recruiting is more likely to sustain a firm's knowledge and culture than internal recruiting d. Unlike external recruiting, internal recruiting avoids the ripple effect.

a

Which of the following is one of the three specific organizational goals that are important to the recruiting process? a. Keeping the pool of qualified applicants at a manageable size b.Ensuring to orient the organizational culture to suit the culture of employees c. Downsizing redundant positions to accommodate new hires d. Running background checks on the personal information of employees

a

Which of the following statements is true of an executive search firm? a. It specializes in finding applicants for high-level positions. b. It helps unemployed individuals avail state aid. c. It is more likely to serve the blue-collar labor market. d. It is the least expensive method of external recruiting.

a

Which of the following statements is true of external recruiting? a. It is a way of bringing in new perspectives and ideas into an organization. b. It increases motivation among the existing employees of an organization. c. It employs the method of job posting for filling vacant job positions. d. It leads to stagnation in terms of creativity and spontaneity in an organization.

a

Which of the following statements is true of on-the-job training? a. It can help an organization achieve a return on the labor cost of an employee almost immediately. b. It can increase direct training costs for an organization. c. It involves a combination of vestibule training and classroom instruction. d. It mandates the hiring of dedicated trainers.

a

In the context of designing a training and development program for an organization, which of the following is the next step after conducting a needs analysis? a. Deciding between in-house versus outsourced training b. Measuring the organizational commitment of employees c. Determining the capabilities of the existing workforce d. Assessing the company's philosophy regarding employee training

a?

Alister, a finance graduate, interviewed for the position of an executive financial analyst at an investment firm. He had a one-on-one interview with the head of the finance department. During his interview, Alister was asked by the interviewer to imagine a scenario in which a subordinate and a supervisor, both working on the same project, have a conflict on both personal and professional levels. He was then asked to describe his approach to solving this problem effectively. In this case, Alister attended a: a. behavioral interview. b. situational interview. c. presentation interview. d. panel interview.

b

In the context of basic selection criteria, _____ is the amount of time an individual has spent working in either a general capacity or a particular field of study. a. competency b. experience c. education d. knowledge

b

In the context of external recruiting, an individual working for an executive search firm is also known as a _____. a. mentor b. headhunter c. curator d. gatekeeper

b

In the context of popular selection techniques, _____ is an approach to selecting managers based on measuring and evaluating their ability to perform critical work behaviors. a. utility analysis b. an assessment center c. a recommendation letter d. the projective technique

b

Mateo, a head chef in a popular restaurant in Los Angeles, recently conducted interviews to hire a pastry chef. He was really impressed with Farooq, one of the interviewees, as Farooq shared his passion for trance music. Despite the fact that many other candidates were better qualified for the position than Farooq, Mateo hired Farooq. Which of the following errors did Mateo most likely make? a. The nonrelevancy error b. The similarity error c. The first-impression error d. The contrast error

b

The process of designing a training and development program should begin with: a. the selection of the specific training techniques that are to be used in the program. b. a needs analysis where HR managers determine the organization's true needs related to training. c. the decision of whether to conduct training in-house or through outsourcing. d. a preparatory session for HR instructors to ensure the success of the program.

b

Unlike public employment agencies, private employment agencies: a. help unemployed individuals avail state aid. b. charge a fee for their services. c. are less likely to serve the white-collar labor market. d. are financed by and work closely with the U.S. Employment Service.

b

Which of the following is a common method used by organizations for internal recruiting? a. Digital recruiting b. Job posting c. Word-of-mouth recruiting d. Headhunting

b

Which of the following is a disadvantage of external recruiting? a. It fosters stagnation in an organization. b. It can decrease the motivation of existing employees. c. It causes a ripple effect in an organization. d. It can stifle new ideas and perspectives.

b

Which of the following is a disadvantage of internal recruiting? a. It is time consuming as new employees need to be familiarized with the policies of the company. b. It can result in stagnation and stifle creativity. c. It decreases motivation among current employees. d. It is expensive to implement because of the advertising that must be undertaken.

b

Which of the following is the second step in the selection process? a. Gathering information about the members of the pool of qualified recruits b. Evaluating the qualifications of each applicant from among the recruiting pool c. Making the actual decision about which candidate should be offered employment d. Collecting the impressions of current managers about the applicants' likelihood of success

b

Which of the following is true of psychomotor ability tests? a. They measure the reasoning and problem-solving skills of individuals. b. They measure the manual dexterity of individuals. c. They are designed to measure a wide spectrum of the personality traits of individuals. d. They focus on predicting the future performance of individuals.

b

_____ is a recruiting approach that enables an organization to combine the elements of both internal and external methods of recruiting. a. Headhunting b. An internship c. An apprenticeship d. Job posting

b

_____ is an attempt to determine the extent to which a selection system provides real benefit to the organization. a. A realistic job preview b. Utility analysis c. A self-report inventory d. Banding

b

_____ refers to the process of looking within the organization for existing qualified employees who might be promoted to higher-level positions. a. Homesourcing b. Internal recruiting c. Word-of-mouth recruiting d. Onboarding

b

In a selection context, _____ refers to the formal classroom training an individual has received in public or private school and in a college, university, or technical school. a. competency b. experience c. education d. knowledge

c

In the context of employee development, _____ is the most common method of implementing a work-based program. a. vestibule training b. classroom instruction c. on-the-job training d. computer-assisted instruction

c

In the context of the evaluation of training programs, the best way to ensure that changes have occurred because of training and not just the passage of time is to: a. use work simulation techniques to assess employees. b. train employees for only some job-related tasks, but not for others. c. have a control group of employees who work on the same job, but do not receive training. d. train employees at regular intervals.

c

In the context of training and development, _____ involves a work-simulation situation in which a job is performed under a condition that closely simulates the real work environment. a. an instructional-based program b. utility analysis c. vestibule training d. an apprenticeship

c

Reliance on _____ is a common method for external recruiting. a. self-report inventories b. job postings c. employment agencies d. supervisory recommendations

c

Rochelle, the head of the content team at Artsy Inc., was asked by her manager to nominate candidates from her team who could be considered for a promotion to the position of an editor. Rochelle carefully considered all potential candidates and submitted the names of the two most promising employees to the manager. The manager later chose one of the two employees. In this scenario, Rochelle's manager used _____ for recruiting. a. word-of-mouth communication b. job posting c. a supervisory recommendation d. a headhunter

c

Which of the following statements is true of an unstructured interview? a. The questions asked are specific to the applicant's education and work experience. b. The interviewer works from a list of standard questions that are presented to every candidate. c. It involves relatively little advance preparation. d. It is pre-planned, systematic, and very specific in its focus.

c

_____ is defined as a planned attempt by an organization to facilitate employee learning of job-related knowledge, skills, and behaviors. a. Selection b. Recruiting c. Training d. Development

c

A _____ is an effective technique for ensuring that job seekers understand the actual nature of the jobs available to them. a. validity test b. psychomotor ability test c. utility analysis d. realistic job preview

d

After conducting interviews with several bad candidates, Althea, a manager at Langrover Inc. interviewed a candidate who was better than the others in terms of skills and experience. Despite not meeting all the necessary qualifications, the candidate was hired by Althea. Which of the following errors has Althea most likely made? a. The nonrelevancy error b. The similarity error c. The first-impression error d. The contrast error

d

Alan, a content analyst, frequently attends seminars at his workplace. At one such seminar, a new content development position in Alan's department was announced. The management asked employees to refer friends or family members that they thought were suitable for the position. Alan referred Sam, a cousin with previous experience in content creation. After various selection processes, Sam was hired. In this scenario, which of the following recruiting methods did Alan's organization use? a. Digital recruiting b. Job posting c. Headhunting d. Word-of-mouth recruiting

d

Glebson Security, a security services agency in North Carolina, adds another process to its traditional interview round to make its selection procedure more stringent. In this new process, shortlisted candidates are individually sent into a room in which a trained clinician shows them an ambiguous inkblot as a stimulus and asks them what they see in it. This process helps the firm measure the personality traits of prospective employees. In this scenario, Glebson Security has decided to use _____. a. the logistic regression technique b. a self-report inventory c. an in-basket exercise d. the projective technique

d

In the context of designing a training and development program for an organization, which of the following is the next step after deciding between in-house versus outsourced training? a. Assessing the company's philosophy regarding employee training b. Conducting a needs analysis c. Determining the capabilities of the existing workforce d. Deciding upon the specific techniques to be used in the program

d

In the context of popular selection techniques, _____ provide a quick and inexpensive mechanism for gathering several kinds of objective information about an individual and information of a type that can be easily verified. a. in-basket exercises b. self-report inventories c. utility analyses d. application blanks

d

Jacob applied for the position of a correspondent at The News Curator, a news agency in New Orleans, after he graduated. The news agency, however, did not hire him as it felt that he was not skilled enough for the job. Jacob then joined another popular agency as a reporter and won the best crime beat reporter award within a year. Which of the following selection errors did The News Curator most likely make? a. The similarity error b. The first-impression error c. The contrast error d. The false negative error

d

Janice, a third-year undergraduate student, joins a publication house as a temporary employee for a period of two months to gain work experience. At the end of this period, based on her work, she is offered a permanent position in the organization. Considering that Janice is still a student, she is offered a contract that would be effective on graduation. Janice confirms to the publication house that she will take up the job as soon as she graduates. The given scenario is an example of _____. a. an apprenticeship b. vestibule training c. outbound training d. an internship

d

Which of the following statements is true of development? a. It focuses on teaching employees job-related skills. b. It is considered a finance management function in most organizations. c. It helps in predicting a person's ability to perform a job effectively. d. It is aimed at helping managers better understand and solve problems.

d

Which of the following statements is true of internal recruiting? a. It causes dissatisfaction among existing employees regarding opportunities for advancement. b. It brings in new ideas, new perspectives, and new ways of doing things. c. It is expensive and time consuming because of the search processes that must be undertaken. d. It is a method used by organizations to fill higher-level openings with current employees.

d

Which of the following statements is true of training? a. It focuses on improving problem-solving and decision-making skills rather than on operational skills. b. It facilitates learning solely for top-level managers. c. It is considered a finance management function in most organizations. d. It usually involves teaching technical employees how to do their jobs more effectively and efficiently.

d

A work-based program is a selection technique that involves asking a prospective employee to perform tasks that represent the actual work for which the person is being considered.

false

Development involves teaching operational employees job-specific knowledge and skills.

false

Job posting is an external recruiting mechanism

false

Organizational development (OD) assumes that people rarely have an inclination toward being accepted by other members of the organization.

false

Research shows that unstructured interviews are much better predictors of subsequent job performance than structured interviews.

false

The fit criterion of selection involves hiring a person with the best qualifications.

false

Briefly discuss the advantages and disadvantages associated with internal recruiting

pros: increases motivation (bc of opportunity to move up), sustains knowledge and culture cons: may foster stagnation and stifle creativity (if everyone is familiar with doing things one way), may cause a ripple effect (constantly needing to fill a new opening)

Banding allows an organization to select an applicant from some underrepresented group in the organization while still ensuring high performance standards.

true

Individuals participating in an assessment center are likely to be current managers who are being considered for promotion to higher levels.

true

Integrity tests attempt to assess an applicant's moral character and honesty.

true

Public employment agencies became a formal part of the recruiting process with the passage of the Social Security Act of 1935.

true