Which of the following statements is false regarding person-job match?
Answer
· Question 2
4 out of 4 points
When jobs are highly fluid, it is probably advisable for organizations to focus more on:
Answer
· Question 3
4 out of 4 points
The ___________ is composed of more peripheral workers who are used on an as-needed, just-in-time basis.
Answer
· Question 4
4 out of 4 points
The person/job match model says that there must be a match between _______.
Answer
· Question 5
4 out of 4 points
A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."
Answer
· Question 6
4 out of 4 points
The purpose of retention systems is to __________.
Answer
· Question 7
4 out of 4 points
Which of the following statements is true regarding staffing?
Answer
· Question 8
4 out of 4 points
According to the overall staffing organizations model, one support activity is ________.
Answer
· Question 9
4 out of 4 points
The process that involves the placement of new hires on the actual job they will hold is called ___________.
Answer
· Question 10
4 out of 4 points
According to the overall staffing organizations model, HR and staffing strategy are driven by _____________.
Answer
· Question 11
4 out of 4 points
A _____________ staffing strategy is when organizations decide to go to locations where there are ample labor supplies.
Answer
· Question 12
4 out of 4 points
The staffing system components model says that the phases of the staffing process occur in which order after the initial interaction between the applicant and the organization?
Answer
· Question 13
4 out of 4 points
Which of these activities is most directly associated with the employment phase of the staffing process?
Answer
· Question 14
4 out of 4 points
According to the overall staffing organizations model, an example of a core staffing activity is ______.
Answer
· Question 15
4 out of 4 points
Outsourcing is _________.
Answer
2
Statutory law is derived from ________.
Answer
· Question 2
4 out of 4 points
The legal status of seniority and merit systems is that _______.
Answer
· Question 3
4 out of 4 points
Due process rights have their primary source in _________.
Answer
· Question 4
4 out of 4 points
The essence of a BFOQ is that _________.
Answer
· Question 5
4 out of 4 points
Where reasonable accommodations for disabled individuals are concerned, it can be said that _______.
Answer
· Question 6
4 out of 4 points
Regarding the use of tests in staffing, it can be said that ______.
Answer
· Question 7
4 out of 4 points
The Age Discrimination in Employment Act focuses on individuals over the age of ________.
Answer
· Question 8
4 out of 4 points
Which of the following is true regarding discrimination on the basis of sexual orientation?
Answer
· Question 9
4 out of 4 points
Executive Order 11246 covers _________.
Answer
· Question 10
4 out of 4 points
Which of the following statements is true regarding the laws and regulations which govern the employment relationship?
Answer
· Question 11
4 out of 4 points
A _________ is a civil wrong that occurs when the employer violates a duty owed to its employees or customers that results in harm or damages.
Answer
· Question 12
4 out of 4 points
Noncompliance with the Immigration Reform and Control Act (1986) could result in __________.
Answer
· Question 13
4 out of 4 points
When using stock statistics in job selection discrimination cases, the comparison being made is __________.
Answer
· Question 14
4 out of 4 points
Which of the following is not covered by the Civil Rights Act ________?
Answer
· Question 15
4 out of 4 points
The primary source of common law is ________.
Answer
· Question 16
0 out of 4 points
What percentage of employers believe high school graduates are deficient in work habits such as professionalism, critical thinking, personal accountability, and time management?
Answer
· Question 17
4 out of 4 points
In Markov analysis for staffing, __________ is used to forecast future workforce availabilities.
Answer
· Question 18
4 out of 4 points
Population-based HRP consists of _________.
Answer
· Question 19
4 out of 4 points
Passive diversity planning means _______.
Answer
· Question 20
4 out of 4 points
Which of the following are likely to occur during job expansion periods?
Answer
· Question 21
4 out of 4 points
Which of the following would not be addressed in forecasting HR availabilities?)
Answer
· Question 22
4 out of 4 points
To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should _________.
Answer
· Question 23
4 out of 4 points
A(n) ______ provides specific task and project assistance to the organization, such as maintenance, bookkeeping, advertising, programming, and consulting, with payment contingent on completion of the project (rather than time worked or methods of completing the task).
Answer
· Question 24
4 out of 4 points
A key advantage of having a core work force is that it provides _________.
Answer
· Question 25
4 out of 4 points
Which of the following creates a problem for Markov analysis?
Answer
· Question 26
4 out of 4 points
A manager has gathered data on staffing levels over time, and then predicts future requirements based on the pattern of demand, taking seasonal variations in demand into account. This equation is used to predict future staffing levels. This is an example of _______________.
Answer
· Question 27
4 out of 4 points
The major legal issue for HR strategy and planning is _______.
Answer
· Question 28
4 out of 4 points
What proportion of the workforce is unionized?
Answer
· Question 29
4 out of 4 points
A transition matrix would appear in a _________.
Answer
· Question 30
4 out of 4 points
]
· Question 29
4 out of 4 points
· Question 18
4 out of 4 points
The biggest reason why cognitive ability tests are not more widely used is _____________.
Answer
· Question 19
4 out of 4 points
The correlation between structured interviews and cognitive ability tests is ____________.
Answer
· Question 20
4 out of 4 points
The most widely used test of general mental ability for selection decisions is the _____.
Answer
· Question 21
4 out of 4 points
Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____.
Answer
· Question 22
4 out of 4 points
The best description of UGESP is that they are _____.
Answer
· Question 23
4 out of 4 points
Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?
Answer
· Question 24
4 out of 4 points
This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
Answer
· Question 25
4 out of 4 points
Which of the following is not one of the five-factor model personality traits?
Answer
· Question 26
4 out of 4 points
Which of the following is a characteristic of a typical unstructured interview?
Answer
· Question 27
4 out of 4 points
The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.
Answer
· Question 28
4 out of 4 points
Applicants' reactions to interviews tend to be _________.
Answer
· Question 29
4 out of 4 points
Drug tests are not common for many jobs because _____.
Answer
· Question 30
4 out of 4 points
This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.
Answer
The validity of assessment centers as a method for internal selection is approximately ___________.
Answer
· Question 2
4 out of 4 points
A job candidate responding to an "in-basket exercise" would most likely be asked to _________.
Answer
· Question 3
4 out of 4 points
While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________.
Answer
· Question 4
4 out of 4 points
Where peer assessments are concerned, it would be accurate to say that _____________.
Answer
· Question 5
4 out of 4 points
Which of the following factors is the most relevant to the theory behind assessment centers?
Answer
· Question 6
4 out of 4 points
If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________.
Answer
· Question 7
4 out of 4 points
An organization which is committed to shattering the "glass ceiling" should ___________.
Answer
· Question 8
4 out of 4 points
The concept which refers to the idea that individuals rise to their lowest level of incompetence is the _______.
Answer
· Question 9
4 out of 4 points
An important advantage of peer assessments is __________.
Answer
· Question 10
4 out of 4 points
Which of the following statements about various methods of managerial sponsorship is false?
Answer
· Question 11
4 out of 4 points
The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.
Answer
· Question 12
4 out of 4 points
Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.
Answer
· Question 13
4 out of 4 points
Research on the use of selection and experience as internal selection methods indicates that ___________.
Answer
· Question 14
4 out of 4 points
Which of the following is true regarding seniority?
Answer
· Question 15
4 out of 4 points
Which of the following assessment methods does not have at least moderately high validity?
Answer
·
If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ______ method of determining cut scores.
Answer
· Question 2
4 out of 4 points
Which of the following is the most difficult to estimate term in the economic gain formula?
Answer
· Question 3
4 out of 4 points
Economic gain formulas provide the HR specialist with an estimate of ______.
Answer
· Question 4
4 out of 4 points
A significance level of p<0.05 in a validity study means _________.
Answer
· Question 5
4 out of 4 points
In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to ________.
Answer
· Question 6
4 out of 4 points
Validity refers to __________.
Answer
· Question 7
4 out of 4 points
When HR specialists state that a new predictor "adds value" to the prediction of job success, they mean that _____.
Answer
· Question 8
4 out of 4 points
If a cutoff score is lowered, the effect of this on hiring results is likely to be ______________.
Answer
· Question 9
4 out of 4 points
Under which circumstances is "hiring success gain" likely to be optimal?
Answer
· Question 10
4 out of 4 points
An applicant who is not hired but who would have performed successfully if hired is a ______________.
Answer
· Question 11
4 out of 4 points
When using ___________, finalists are banded together into rank-ordered categories.
Answer
· Question 12
4 out of 4 points
If an HR specialist is assessing the usefulness of predictors in forecasting job success, and it is noted that a given predictor has both high validity and high adverse impact, the HR specialist should conclude ___________.
Answer
· Question 13
4 out of 4 points
When using ___________, each finalist has an equal chance of being selected.
Answer
· Question 14
4 out of 4 points
Taylor-Russell tables are an effective decision making tool in that they ________.
Answer
· Question 15
4 out of 4 points
When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.
Answer
· Question 16
4 out of 4 points
The most commonly negotiated element of a job offer is ___.
Answer
· Question 17
4 out of 4 points
Under the requirements of the Immigration Reform and Control Act, employers must ___________.
Answer
· Question 18
4 out of 4 points
______ prohibit current or departing employees from the unauthorized use or disclosure of information during or after employment.
Answer
· Question 19
4 out of 4 points
In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?
Answer
· Question 20
4 out of 4 points
Non-compete agreements should be drafted in such a way that they cover ____.
Answer
· Question 21
4 out of 4 points
A _____ is a right to purchase a share of stock for a predetermined price at a later date.
Answer
· Question 22
4 out of 4 points
Flat pay rate job offers are least appropriate for _______.
Answer
· Question 23
4 out of 4 points
Which of the following statements about negligent hiring lawsuits against employers is accurate?
Answer
· Question 24
4 out of 4 points
Which of the following is likely to be a contingency related to a job offer?
Answer
· Question 25
4 out of 4 points
As a general rule concerning job offers, it can be said that __________.
Answer
· Question 26
4 out of 4 points
Long-term variable pay plans provide employees ownership opportunities as the value of the organization increases are applicable only in the ____.
Answer
· Question 27
4 out of 4 points
The most sensible approach for addressing the issue of applicant truthfulness would be to ________.
Answer
· Question 28
4 out of 4 points
Most rejection messages sent to applicants are _________.
Answer
· Question 29
4 out of 4 points
The sales approach to presenting a job offer has been adopted by many organizations because ________.
Answer
· Question 30
4 out of 4 points
Which of the following statements about written contracts is false?
Answer
9]
1.
Which of the following factors leading to turnover cannot usually be addressed by the organization?
Answer
Poor social environment at work
Low levels of job satisfaction
Employee shocks
low levels of productivity
4 points
Question 2
1.
Work-life balance programs are an example of _____.
Answer
communal distribution
intrinsic rewards
instrumentality
a completely ineffective retention strategy
4 points
Question 3
1.
Which of the following is a common tool to assess employee reasons for leaving?
Answer
Position analysis
Job rotation
Exit interview
Discharge notification
4 points
Question 4
1.
Which of the following is a potential benefit associated with voluntary employee turnover?
Answer
lowered replacement costs
savings from not replacing an employee
vacancy creates an open job that must be staffed
savings from replacing an employee
4 points
Question 5
1.
From a legal standpoint, if performance appraisal information is to be used in the retention management and termination process for an organization, the organization needs to ensure that the information is _____.
Answer
organizationally relevant
sufficiently general to cover a variety of situations
communicated in advance to the employee
subective
4 points
Question 6
1.
Economic separation costs associated with voluntary turnover include ________.
Answer
hiring inducements
rehiring costs
manager's time
retraining costs
4 points
Question 7
1.
To increase the cost of leaving, employers ____.
Answer
reduce headcount
provide deferred compensation
increase workloads
provide free stock to employees
4 points
Question 8
1.
One problem that has been shown to accompany downsizing is _____.
Answer
increased payroll costs
decreases in employee health and motivation
most companies fail to downsize sufficiently
insufficient attention to issues of seniority
4 points
Question 9
1.
Which of the following is the most commonly pursued alternative to layoffs for reducing staffing levels?
Answer
Attrition
Retraining
Benefits reductions
Job sharing
4 points
Question 10
1.
Organizations that link extrinsic rewards to employee performance (i.e. that use incentive compensation plans) find that _____.
Answer
turnover of high performers decreases and turnover of low performers increases
turnover is increased across the board
turnover is decreased across the board
turnover rates are largely unaffected
4 points
Question 11
1.
Which of the following is an attribute of a high value employee that an organization would want to prevent from leaving?
Answer
low training investment
strong KSAOs
retirement
low seniority
4 points
Question 12
1.
Research most clearly suggests that when organizations wish to increase retention they need to _____.
Answer
provide team-building
convince employees that there are few alternatives
offer "bundles" of HR practices that complement one another
demonstrate executive commitment to outreach
4 points
Question 13
1.
Which of the following makes involuntary turnover potentially more costly than a similar level of voluntary turnover?
Answer
Accrued paid time off
Possibility of a lawsuit
Staffing costs for a new hire
Formal training
4 points
Question 14
1.
Which of the following is an attribute of a low value employee that an organization would not want to prevent from leaving?
Answer
little intellectual capital
high seniority
high performance
High skill level
4 points
Question 15
1.
Turnover due to organizational downsizing is classified as ______.
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