Management 370 Exam 2

a. true

Behavior-based performance appraisals are good because they are effective at improving performance, especially when the process used to accomplish the job is very important. a. true b. false

a. true

For the purpose of internal workforce analysis in planning for people, it is important in many cases to realize headcount is not the same as full-time equivalents. a. true b. false

a. true

It is important to remember that a job specification should reflect the minimum acceptable qualifications for job holders, not the profile of an "ideal" worker. a. true b. false

a. true

Negligent hiring can be a problem for organizations because they can be liable if an employee commits a crime during the performance of duties/responsibilities and the organization knew or should have known that the employee was unfit for the job. a. true b. false

a. true

ONET is a good source of information about different job characteristics and requirements for adequate performance, although the jobs described may not exactly match that job within different companies. a. true b. false

a. true

The onboarding process begins much earlier than the employee's first day at work (i.e., orientation). a. true b. false

c. exempt employees

Which of the following are NOT paid overtime under the Fair Labor Standards Act (FLSA)? a. Physicians, lawyers and registered nurses b. Farm workers c. exempt employees d. All of the above are not paid overtime under the FLSA

d. deciding to use employee referrals or not

Which of the following is likely to be one of the current challenges in the hiring process for organizations? a. determining a person's mental age b. determining an applicant's fitness for duty c. incorporating mobile platforms in to the application process d. deciding to use employee referrals or not

a. job posting

_______ is the internal publishing of job openings. a. job posting b. job announcements c. internal review boarding d. none of the above

b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required.

All of the following are drawbacks of promoting from within EXCEPT a. when an internal candidate in promoted, it causes a cascade of vacancies within the firm. b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required. c. if the current workforce lacks diversity, EEO problems may be perpetuated. d. an employee's good performance on one job may not be a good predictor of his/her performance on another job. e. internal promotions typically work within a shorter timeframe than external hiring.

b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required.

All of the following are drawbacks of promoting from within EXCEPT a. when an internal candidate in promoted, it causes a cascade of vacancies within the firm. b. internal recruiting costs tend to be higher than external recruiting costs because of the extensive databases and employee skills inventories required. c. if the current workforce lacks diversity, EEO-related problems may be perpetuated. d. an employee's good performance on one job may not be a good predictor of his/her performance on another job.

I would have a behavioral interview, since they will have to answer questions based off of past experiences.. i.e. what did you do? It would be a board interview led by one person. I think this would be best so that each interviewer can see exactly how the applicant responds verbally and non verbally to each question. I would give them the opportunity to hear about the job, ask if they have ever been in a role like the one they're applying for, and hopefully they are since the application stated that we wanted to hire someone with experience in this area, if they have been in a similar role i would ask them more job specific question about if they had encountered certain problems or situations and how they responded to them. I would ask them to tell me about how they responded to a stressful situation in the past.

Based upon what was covered in the textbook and in (including class notes), how would you design an interview process that would be more, rather than less, valid (i.e., types of interviews, format, questions).

Validity refers to the accuracy drawn from test scores Reliability refers to the faith that one can have in the data obtained from the use of an instrument, that is, the degree to which any measuring tool controls for random error. The importance of reliability: will ensure that the output obtained is not specific to this given or environmental conditions have been put forth. Validity is important to ensure that the output that is being generated is relevant and meaningful in nature without causing differentiation and deviations from the expected output.

Because there is so much variation among individuals in terms of personal characteristics and because human resource managers generally only have a limited amount of information to predict the performance of each job candidate, HR needs to have confidence in the information it does gather (i.e., accuracy). For these reasons, the reliability and validity of the selection tools used to make hiring decisions are critical considerations. Define both reliability and validity (including both content and empirical validity), noting why you need both.

e. all of the above were discussed in class as challenges in the hiring process

Challenges in the Hiring Process discussed in class include all of the following EXCEPT: a. Determining characteristics that differentiate high performers from low performers b. Measuring those characteristics that differentiate high performers from low performers c. Evaluating applicants' motivational levels d. Deciding who should make the decision to hire. e. all of the above were discussed in class as challenges in the hiring process

b. a validity error.

Clay is reviewing the results of an employment test his company has been using. It seems that the scores do not relate well to applicants' actual job performance once hired. This test seems subject to: a. a reliability error. b. a validity error. c. a comparison to other candidates error. d.a quantification error. e. a content reliability error.

The frameword defines the 26 processes categorized around 4 functional process groups (teh Administration, the Content, the Delivery, and the Technology. The five stages of training are: to assess, to motivate, to design, and to evaluate. The most important stage and that perhaps the least talked about upon from the training process is the delivery. That there are facotrs like time and venue of the deliver are already decided in the ealier stages.

Describe the EDGE framework for conducting training. Make sure to elaborate on each element. Comment upon the extent to which you think this is a good basic framework for training an employee to know or do something that has been determined that is strongly linked to achieve the workgroup and organization's objectives.

a. true

E-verify is an internet internet-based system that compares information on an employee's Form I-9 (Employment Eligibility Verification) to information from Homeland Security & Social Security Administration to verify employment eligibility which is voluntary for most businesses. a. true b. false

The three "governing ideas" that should serve as a company's "strategic guidance system" are policy, practice, and priodic review and audit Policy: it is important to set human resource policies that are approved by both senior management and board of directors. The policies should comply with the human rights code, employment standards, and workplace and health safety. Practice: The focus on fundementals without consideration for human resource management can lead to employee legilsations or developing practives that are not aligned to the companies policies. Priodic Review & Audit: The periodic review is built to ensure that both poliy and practice continue to align the organizations vision, mission, goals and objectives.

From Chapter 6, you know that the first step in Human Resource Planning is to examine the firm's objectives and plans. Describe the three "governing ideas" that should serve as a company's "strategic guidance system."

b. consistency with which the predictor actually tests the desired construct.

In a selection test, validity refers to the a. correlation between a predictor (i.e., the test/tool) and job performance. b. consistency with which the predictor actually tests the desired construct. c. applicant achieving approximately the same score in a test-retest situation. d.None of the above are correct.

e. all of the above are ways managers evaluate their recruiting and selection process.

Managers evaluate the effectiveness and efficiency of recruiting and selection based on: a. how long new employees stay. b. yield ratios. c. cost per hire. d. time to fill a position. e.all of the above are ways managers evaluate their recruiting and selection process

e. both a and c are correct.

One aspect of forecasting labor supply available from within the company is succession planning. a. succession planning has been likened to an insurance policy because it allows the company to quickly and effectively replace employees who leave the organization. c. succession planning is considered important for facilitating business growth strategies as it often focuses upon leadership development and growing talent internally.

a. true

One objective of the external recruiting process is simply "attraction," or said differently, selling the firm to highly qualified potential applicants. a. true b. false

a. true

One of the concerns with using games for recruiting and selection, particularly if they are based upon artificial intelligence, is that they may have biases that lead to illegal discrimination. a. true b. false

a. true

One result of a job analysis is a job specification, which describes the knowledge, skills, and abilities needed to perform the job. a. true b. false

a. true

Really, the only thing that needs to be considered when evaluating the use of an employment assessment tool for selection is its utility (i.e., usefulness in accomplishing hiring objectives). a. true b. false

b. false

Recent research indicates that using LinkedIn as a method of selecting new employees tends to be unreliable, have low predictive validity, and high levels of adverse impact. a. true b. false

a. true

Research suggests that serial interviews have higher predictive validity (i.e., more effective) than panel/board interviews when using unstructured forms of interviewing. a. true b. false

a. true

The available applicant pool consists of those applicants who possess the minimum qualifications for the job. a. true b. false

b. false

The best legal defense of a selection process is the validity of the process. a. true b. false

c. attract a large pool of qualified applicants.

The task of recruiting is to: a. identify the best-qualified candidates. b. introduce the best candidates to the organization. c. attract a large pool of qualified applicants. d. ensure all OFCCP requirements are fulfilled. e. orient the new employee to the organization.

a. work sample.

When applying for a job as a history instructor at local college, Catherine was required to teach a class of sophomores on a history topic of her choosing. This is an example of a a. work sample. b. situational judgment test. c. behavioral interview. d. realistic job preview.

a. ratio analysis

When attempting to forecast HR requirements, which of the following is a way to identify and incorporate several (i.e., more than one) historical predictors of workforce size (i.e., full time equivalents) into a single forecasting estimate? a. ratio analysis b. regression analysis c. transition analysis d. none of the above were discussed in class as a way to identify and incorporate several different historical predictors of FTEs into a single HR workforce forecasting estimate

a. true

When developing a successful onboarding program, companies need to answer the question "what impression do we want to create in a new hire at the end of the first day?" a. true b. false

d. all of the above are positive aspects of Markov Analysis.

Which of the following are advantages of using a Markov Analysis (i.e., transition analysis) when doing an HR planning forecast? a. it acknowledges that forecasting HR requirements needs to account for mobility within the organization (e.g., promotions, job changes). b. it can help better understand turnover rates c. it can help identify problem departments or jobs where there are low retention rates d. all of the above are positive aspects of Markov Analysis.

d. employee recognition

Which of the following could be considered a non-monetary reward (i.e., something that does not entail a direct financial cost to the organization)? a. training and development programs. b. matching stock purchase plans. c. career management services. d. employee recognition.

b. structured and board/panel interview

Which of the following does research show tend to be more effective ways of interviewing? a. unstructured and board/panel interview b. structured and board/panel interview c. serial/individual interviewer and unstructured interview d. serial/individual interviewer and structured interview

d. conscientiousness

Which of the following is the dimension of the Big Five Personality traits that is most strongly and consistently related to job performance? a. Neuroticism (aka its polar opposite, emotional stability) b. agreeableness c. openness to experience d. conscientiousness e. extraversion

d. interviews

Which of the following is the most common selection tool? a. work samples b. integrity tests c. recommendation letters d. interviews e. general mental ability tests

d. all of the above

Which of the following were discussed in class as ways of dealing with a surplus of talent? a. reduction in hours or compensation b. voluntary separation programs like early retirement c. hiring freezes d. all of the above

a. training, development

_____ involves the planned programs a company has to improve current performance at the individual, group, and organizational levels. ___________ involves developing more defuse/broad skills and knowledge as well as specific skills need for future jobs. a. training, development b. onboarding, development c. development, training d. training, future proofing

a. Initial Selection Methods like applications and resumes

_______ are considered to be "screening devices" that facilitate the elimination of unqualified candidates from the applicant pool. a. Initial Selection Methods like applications and resumes b. Substantive Methods like interviews c. High utility personality tests. d. none of the above are correct.

e. all of the above are correct.

_______ has been shown to be a desirable characteristic of an effective recruiter. a. extraversion b. self-confidence c. good social skills d. familiarity with the company e. all of the above are correct.

a. behavioral

___________ interviewing involves questions that ask you to provide examples of when you did something in a particular situation (e.g., describe a situation where you persuaded someone to adopt your view on something). a. behavioral b. results-oriented c. fit oriented d. simulation

a. true

A company can recruit externally or internally when filling a position. Hiring an internal candidate over an external candidate may result in greater general employee motivation among other employees but does nothing to reduce the vacancy in the organization. a. true. b.false.

e. a, b, and c

A realistic job preview is considered to be important for which of the following reasons? a. it helps people "self-select themselves out of the recruitment/selection process. b. it helps to show the company is honest c. it sets appropriate expectations for what the job and work will be like. d. a and c e. a, b, and c