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MBA - HRM Human Resource Management 2017 - Managing Human Resources, 8e (Gomez-Mejia et al.) - Quiz 05

HRM Human Resource Management

MBA - Human Resource Management 2017

Managing Human Resources, 8e (Gomez-Mejia et al.)

Chapter 5   Recruiting and Selecting Employees 

 

1) Carmen is involved in the process of ensuring that her firm has the right number of people with the right skills to meet customer demand for the firm's products. Carmen is most likely engaged in:

  1. A) HR benchmarking.
  2. B) HR planning.
  3. C) recruiting.
  4. D) selecting.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.1: Understand human resource supply and demand

 

2) If labor supply exceeds labor demand, HR needs can best be met by:

  1. A) succession planning.
  2. B) recruiting externally.
  3. C) reducing wages.
  4. D) subcontracting.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

3) If labor demand exceeds labor supply, HR needs can best be met through:

  1. A) worker training.
  2. B) work sharing.
  3. C) severance pay.
  4. D) internal transfers.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

 

4) If labor demand equals labor supply, HR needs can best be met by:

  1. A) retraining long-term employees.
  2. B) transferring employees internally.
  3. C) reducing employee work hours.
  4. D) paying overtime to employees.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

5) A restaurant chain is forecasting next year's labor needs. Ten restaurants have their own managers, and the firm experiences 45% manager turnover each year. The firm plans to open 4 more restaurants next year. The firm's projected need for managers for the upcoming year will be: (Round your answer up to the next full position.)

  1. A) 9.
  2. B) 10.
  3. C) 11.
  4. D) 12.

Answer:  A

Diff: 3

AACSB:  Reflective thinking

Skill:  Critical Thinking

LO:  5.1: Understand human resource supply and demand

 

6) A restaurant chain is forecasting next year's labor needs. The firm employs 90 workers as wait staff at ten restaurants. The firm experiences 100% turnover each year among wait staff. The firm plans to open 4 more restaurants next year. The firm will need ________ wait staff next year. (Round your answer up to the next full position.)

  1. A) 60
  2. B) 90
  3. C) 126
  4. D) 252

Answer:  C

Diff: 3

AACSB:  Reflective thinking

Skill:  Critical Thinking

LO:  5.1: Understand human resource supply and demand

 

 

7) An accounting firm plans to open 3 new branches. The firm currently has 4 branches with 4 accountants each. Each new branch will also need 4 accountants. The firm experiences a yearly 30% turnover among accountants. The firm's projected need for accountants will be: (Round your answer up to the next full position.)

  1. A) 17.
  2. B) 20.
  3. C) 25.
  4. D) 30.

Answer:  B

Diff: 3

AACSB:  Reflective thinking

Skill:  Critical Thinking

LO:  5.1: Understand human resource supply and demand

 

8) A quantitative forecast:

  1. A) can utilize any variables which increase flexibility.
  2. B) is very helpful in a dynamic business environment.
  3. C) is highly subject to judgment errors.
  4. D) relies primarily on past data.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

9) Qualitative forecasts are best described as:

  1. A) more accurate than quantitative forecasts.
  2. B) more flexible than quantitative forecasts.
  3. C) less subject to judgment errors.
  4. D) too reliant on historical data.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

10) Which of the following is a quantitative technique for forecasting labor supply?

  1. A) Vacancy analysis
  2. B) Regression analysis
  3. C) Markov analysis
  4. D) Ratio analysis

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

 

11) The labor supply for an organization is how many workers are available with the required skills to meet company needs.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

12) Labor demand is the number of employees who are seeking employment.

Answer:  FALSE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

13) A firm that terminates employees during a laborer surplus suffers no consequences under federal law.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

14) Quantitative forecasting techniques are especially useful for new organizations that lack historical staffing information.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

15) To forecast labor demand and supply, a firm must have historical staffing data.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

16) Qualitative forecasting techniques permit the firms to incorporate any factors or conditions the forecaster wishes to consider.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

 

17) Qualitative forecasting techniques tend to be less accurate than quantitative forecasting techniques.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

18) The availability of workers with the required skills to meet the firm's labor demand is referred to as ________.

Answer:  labor supply

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

19) ________ is how many workers the organization will need in the future.

Answer:  Labor demand

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

 

20) ________ is the process an organization uses to ensure that it has the right amount and the right kind of people to deliver a particular level of output or services in the future.

Answer:  Human resource planning (HRP)

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.1: Understand human resource supply and demand

21) Explain the role of forecasting in human resource planning, the choices of forecasting techniques a planner has, and why an HR manager would choose one technique over another.

Answer:  Summary of suggested answer - There are two groups of forecasting techniques, quantitative and qualitative. Quantitative techniques project past history into the future. They offer more precision and accuracy than qualitative techniques but they require historical data. The relationships that affected past performance may not exist in the present or future. Also, quantitative techniques are most appropriate for large firms in relatively stable work environments. Qualitative techniques rely on expert subjective judgment. They may include any factor or condition that researchers feel may affect the labor pool. The subjective nature of these techniques results in less accurate estimates.

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  5.1: Understand human resource supply and demand

 

 

22) In the hiring process, generating a pool of qualified candidates for a job constitutes the ________ phase.

  1. A) recruitment
  2. B) selection
  3. C) socialization
  4. D) interviewing

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

23) The process of making hire- or no-hire decisions describes the ________ step of the hiring process.

  1. A) recruitment
  2. B) selection
  3. C) socialization
  4. D) interviewing

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

24) You are part of a team selecting employees at Helping Hands, Inc. All applicants will take a cognitive test and participate in a structured interview. The selection process would most likely be more efficient if the team:

  1. A) oriented the applicants with potential co-workers.
  2. B) established a cut score for the cognitive test.
  3. C) expanded the structured interview.
  4. D) recruited nontraditional laborers.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.2: Have familiarity with the hiring process

 

25) ________ involves familiarizing new employees with company policies and procedures and orienting them to the company in general.

  1. A) Recruiting
  2. B) Selection
  3. C) Socialization
  4. D) Interviewing

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

26) Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.

Answer:  FALSE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

27) The hiring process begins with deciding who should make selection decisions.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

28) Cut scores are used to make final decisions regarding employee selection.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

29) The process of generating a pool of qualified candidates for a particular job is called ________.

Answer:  recruitment

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

 

30) ________ is the process of making a "hire" or "no-hire" decision regarding each applicant for a job.

Answer:  Selection

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

31) The process of orienting new employees to the organization, or the unit in which they will be working, is referred to as ________.

Answer:  socialization

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.2: Have familiarity with the hiring process

 

32) According to research, employees who perform their jobs at above-average levels are:

  1. A) worth 60% of their salary more to the organization than average employees.
  2. B) less motivated by income levels than average employees.
  3. C) worth 40% of their salary more to the organization than average employees.
  4. D) the primary source of brain drain in most organizations.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

 

33) Which of the following is LEAST relevant to determining the characteristics necessary for job performance?

  1. A) Organizational culture
  2. B) Applicant knowledge
  3. C) Applicant abilities
  4. D) Labor market

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

 

 

34) Determining the characteristics necessary for good job performance is most likely difficult because of the:

  1. A) changing business environment.
  2. B) lack of accurate job descriptions.
  3. C) lack of managerial involvement.
  4. D) changing nature of most jobs.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

 

35) Most of the measures used in hiring decisions focus on an applicant's:

  1. A) ability.
  2. B) motivation.
  3. C) ethics.
  4. D) personality.

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

36) Which of the following is most likely a true statement about job motivation?

  1. A) Lack of motivation does not affect performance when ability is present.
  2. B) Motivation is usually quantified with a personality test.
  3. C) Motivation is both easy to measure and easy to stimulate.
  4. D) Motivation depends heavily on the work environment.

Answer:  D

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

 

37) Recent studies of MBA graduates have found that the early career success of these graduates seems to be a function of:

  1. A) ability.
  2. B) personality.
  3. C) motivation.
  4. D) motivation and ability.

Answer:  D

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

 

 

38) What is the primary reason for a firm to have its HR department manage the staffing process?

  1. A) HR is most familiar with the position.
  2. B) HR can ensure that employment practices are legal.
  3. C) HR is most knowledgeable about the organization.
  4. D) HR can minimize conflicts between applicants and co-workers.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

Additional Case 5.1

About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.

 

Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.

 

This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.

 

39) Refer to Additional Case 5.1. The firm most likely made a poor selection decision because of an inability to:

  1. A) agree on important job characteristics.
  2. B) attract an adequate pool of qualified applicants.
  3. C) decide who would make the selection decision.
  4. D) decide what recruiting source was best to use.

Answer:  A

Diff: 2

AACSB:  Reflective thinking

Skill:  Critical Thinking

LO:  5.3: Recognize challenges in the hiring process

 

 

40) Refer to Additional Case 5.1.Which of the following is most likely true given the problems associated with Jeff?

  1. A) HR should have administered a personality test as part of the selection process.
  2. B) Line personnel should have been more involved in the final selection decision.
  3. C) HR should have conducted more thorough reference and background checks.
  4. D) The firm should have taken an applicant-centered approach to recruiting.

Answer:  B

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  5.3: Recognize challenges in the hiring process

41) Refer to Additional Case 5.1. Based on Jeff's performance, it is most likely that the employer failed to properly assess Jeff's:

  1. A) abilities.
  2. B) cognitive skills.
  3. C) general knowledge of the publishing business.
  4. D) motivation for doing the job for which he was hired.

Answer:  D

Diff: 3

AACSB:  Reflective thinking

Skill:  Critical Thinking

LO:  5.3: Recognize challenges in the hiring process

 

42) The HR department should take sole responsibility to recruit, select, and socialize new employees.

Answer:  FALSE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.3: Recognize challenges in the hiring process

 

43) Richard has a very high motivation to perform a job well but is somewhat inept. He should be hired because his motivation will offset his lack of ability.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.3: Recognize challenges in the hiring process

 

 

44) An applicant-centered approach to recruiting would most likely:

  1. A) give applicants personality tests.
  2. B) introduce applicants to co-workers.
  3. C) accommodate the schedules of applicants.
  4. D) offer applicants the highest industry wages.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

45) Which recruitment source has been linked to the most loyal and satisfied hires?

  1. A) Referrals from current employees
  2. B) Referrals from customers
  3. C) Employment agencies
  4. D) Online job postings

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

46) If a firm is concerned about changing EEO-related balances among its employee base, it should NOT use:

  1. A) referrals from current employees.
  2. B) college campus recruiting.
  3. C) employment agencies.
  4. D) advertisements.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

47) DF Enterprises often recruits former employees when positions become available. What is the most likely benefit of this strategy?

  1. A) Compliance with EEO guidelines
  2. B) Minimal worker demands for benefits
  3. C) Worker familiarity with company values
  4. D) Highest degree of worker loyalty and satisfaction

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

 

48) Cora's new fabric and textiles business is looking for its first employees. She hopes to open within the next two weeks and needs an inexpensive, timely recruitment method that will reach a large pool of applicants for long-term work. Her best option is to:

  1. A) create a radio ad.
  2. B) use online career sites.
  3. C) use print advertisements.
  4. D) contact a local headhunter.

Answer:  B

Diff: 3

AACSB:  Information technology

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

49) Kyle has been hired by a staffing agency and put to work at Columbus Enterprises as a data analyst. After 90 days, Kyle will learn if he will be hired as a permanent employee. Which of the following terms best describes this recruiting method?

  1. A) Offshoring
  2. B) Evaluation orientation
  3. C) Temporary hiring
  4. D) Applicant-driven selection

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

50) The recruiting pool that most likely contains people who already enjoy the firm's product is:

  1. A) current customers.
  2. B) contingent workers.
  3. C) temporary workers.
  4. D) incumbent employees.

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

 

51) According to research, why do firms experience lower turnover rates when they fill positions with current and former employees?

  1. A) Effective socialization skills among workers
  2. B) Realistic job expectations of workers
  3. C) Applicable training in college
  4. D) Flexible demands at the firm

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

52) Managers primarily evaluate the effectiveness of recruiting sources based on:

  1. A) how long new employees stay.
  2. B) how much time is needed for training.
  3. C) the diversity levels within management.
  4. D) the bonuses required to minimize turnover.

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

53) Steve, an HR supervisor at APEX construction, has recently noticed a shortage of skilled workers due to a building boom in the area. He must find new workers quickly because it is uncertain how long the boom will last. He decides to hire nontraditional laborers. The most likely disadvantage of using nontraditional laborers is the:

  1. A) high costs of making reasonable accommodations.
  2. B) additional training that will be necessary.
  3. C) extensive involvement of the EEOC.
  4. D) high advertising costs.

Answer:  B

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

54) Which of the following is primarily associated with hiring external candidates?

  1. A) Lowers training costs
  2. B) Provides new ideas and perspectives
  3. C) Decreases recruitment time and expense
  4. D) Motivates other workers to strive for advancement

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

55) One of the advantages of promoting internal candidates is:

  1. A) rejuvenating work units.
  2. B) reducing training costs.
  3. C) fostering innovative ideas.
  4. D) reducing employee turnover.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

56) Tatiana needs to hire a line manager and has a very small recruiting budget. The firm's current employees don't feel they have many advancement opportunities. It would be best for Tatiana to recruit:

  1. A) internally.
  2. B) externally.
  3. C) former military members.
  4. D) nontraditional workers.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

57) Which of the following is most likely a true statement about recruiting?

  1. A) Internal recruiting enhances organizational communication.
  2. B) External recruiting fills positions quickly and inexpensively.
  3. C) External recruiting promotes innovation and new perspectives.
  4. D) Internal recruiting requires developing new organizational policies.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

58) Which of the following is most likely a true statement about recruiting employees in a protected class?

  1. A) The recruiting message should be targeted to specific minority groups.
  2. B) All private sector firms are legally required to have an affirmative action policy.
  3. C) Using media that focuses on minorities is an effective way to recruit protected group members.
  4. D) Intense minority competition for jobs ensures a large pool of qualified and motivated applicants.

Answer:  C

Diff: 3

AACSB:  Diverse and multicultural work environments

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

59) Which of the following must have written affirmative action plans?

  1. A) Non-profit groups
  2. B) Government contractors
  3. C) Privately-held corporations
  4. D) Publicly-held corporations

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

60) In human resource planning, the answer to the question, "How many candidates should we recruit?":

  1. A) is based on the firm's affirmative action plan.
  2. B) comes from the yield ratio calculated in the forecast.
  3. C) is directed by EEO consideration and the size of the labor pool.
  4. D) depends on the state of the labor pool and the current economy.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

 

61) The offer-to-acceptance ratio at Central Manufacturing is 6:1. How many offers will the firm need to make in order to fill 80 positions?

  1. A) 120
  2. B) 240
  3. C) 480
  4. D) 540

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

62) After an extensive recruiting effort, your company has contacted 225 interested individuals. At the application deadline, you have received 75 applications. What is your contact-to-applicant ratio?

  1. A) 1:2
  2. B) 2:3
  3. C) 1:3
  4. D) 3:1

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

 

Additional Case 5.2

You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.

 

The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.

 

An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.

 

63) Refer to Additional Case 5.2. The best recruiting source of candidates for the newly created computer programming jobs would most likely be obtained through:

  1. A) university job placement offices.
  2. B) private employment agencies.
  3. C) temporary employee agencies.
  4. D) former employee networks.

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

64) Refer to Additional Case 5.2. The first-line supervisor jobs would best be filled by:

  1. A) current employees.
  2. B) employee referrals.
  3. C) employment agencies.
  4. D) college recruiting.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

65) Former employees are generally a poor choice for rehiring due to strong resentment against the employer.

Answer:  FALSE

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

66) A firm's current customers are a convenient and cost-effective employee source.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

67) An applicant-centered approach to recruitment would most likely involve connecting with potential applicants on LinkedIn.

Answer:  TRUE

Diff: 2

AACSB:  Information technology

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

68) Federal employment laws prevent employers from viewing applicants' Facebook pages.

Answer:  FALSE

Diff: 2

AACSB:  Information technology

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

69) Workers who make up nontraditional labor pools typically lack the experience, education, and social experience found in traditional labor pools.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

70) The best way to recruit protected-class job applicants is to target those individuals with a recruiting message designed specifically for them.

Answer:  FALSE

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

71) What is the difference between labor supply and labor demand? When labor demand exceeds labor supply, what employee recruitment sources are available? What are the advantages and disadvantages of each source?

Answer:  Labor supply is the availability of workers who possess the required skills that an employer might need. Labor demand is the number of workers an organization needs. Estimating future labor supply and demand and taking steps to balance the two require planning. Summary of recruitment sources:

  • Current employees

strength - employees see opportunities for promotion

weakness - automatically creates another job opening to fill

  • Referrals

strength - referrals tend to stay with a company longer and display greater loyalty and job satisfaction than employees recruited by other means.

weakness - may decrease diversity as employees tend to refer people who are demographically similar to themselves.

  • Former employees

strength - they already have experience with the business and tend to be safe hires.

weakness - they may harbor some resentment against the business if their employment was involuntarily terminated.

  • Advertisements

strength - can be used for local and distant searches and can reach large pools of potential applicants.

  • Employment agencies

strength - often find candidates who are not looking for a new job and whose current employer is pleased with their performance

weakness - a fee is owed to the agency

  • Temporary workers

strength - can find temporary help in a time of need

  • College recruiting

strength - a large pool of educated potential applicants

  • Customers

strength - customers are generally pleased with the organization's performance and service and may have insight into how the organization could be improved.

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  5.4: Learn practices for meeting the challenge of effective staffing

 

 

72) According to your text, which mechanism determines the overall quality of a firm's human resources?

  1. A) Socialization
  2. B) Recruiting
  3. C) Selection
  4. D) Job analysis

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

73) All of the following are associated with poor employee selection EXCEPT:

  1. A) affirmative action mandates
  2. B) employee resentment
  3. C) dissatisfied customers
  4. D) decreased productivity

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

74) The selection process can help a firm contain costs as demonstrated by the ________ per year savings the federal government enjoys via ability testing for entry-level employees.

  1. A) $500,000
  2. B) $1 million
  3. C) $1.5 billion
  4. D) $15 billion

Answer:  D

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

75) Which term refers to the consistency of measurement across time?

  1. A) Reliability
  2. B) Validity
  3. C) Accuracy
  4. D) Predictability

Answer:  A

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

 

76) Which term refers to the extent to which a technique measures an intended skill?

  1. A) Reliability
  2. B) Validity
  3. C) Accuracy
  4. D) Predictability

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

77) Damen is reviewing the results of an employment test his company has been using. The scores do not relate well to applicants' actual job performance once hired. This test is most likely subject to a:

  1. A) reliability error.
  2. B) validity error.
  3. C) contamination error.
  4. D) deficiency error.

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

78) An unsuccessful job applicant has filed suit against your company, alleging that a test she was given does not measure performance required on the actual job. Her suit is about the ________ of the test.

  1. A) reliability
  2. B) validity
  3. C) accuracy
  4. D) disparate impact

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

79) An employment selection tool that has content validity:

  1. A) reports consistent results across time.
  2. B) results in consistency among evaluators.
  3. C) contains a high correlation to job performance.
  4. D) accurately measures knowledge required for the job.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

80) An employment selection tool that has empirical validity:

  1. A) reports consistent results across time.
  2. B) results in consistency among evaluators.
  3. C) correlates with job performance.
  4. D) measures unwanted influences.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

81) In response to a lawsuit by an unsuccessful job applicant, your HRM department has compared previous applicants' scores on the test to their rates of success in the job. A high correlation arises, demonstrating that the test:

  1. A) is reliable.
  2. B) has content validity.
  3. C) has empirical validity.
  4. D) contains a contamination error.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

82) Tyrese has just measured Cambridge Corporation's workforce. He is now trying to determine whether the tests he used are valid by comparing them to performance appraisals that supervisors have completed on the workers. He is attempting to find the:

  1. A) predictive validity of the tests.
  2. B) concurrent validity of the tests.
  3. C) content validity of the tests.
  4. D) reliability of the tests.

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

 

83) Sebastian is concerned about his most recent hires at Anderson Brothers Company. He believed that by basing his selection on job-knowledge tests administered during the interview, he would have few problems with inept hires and would find the best employee for each position. He has found though, that the eight employees who were hired during the last hiring period each have had complaints about lack of competence and job knowledge. This most likely indicates that the tests lack:

  1. A) reliability.
  2. B) internal validity.
  3. C) external validity.
  4. D) predictive validity.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

84) Which of the following is the LEAST effective predictor of job performance?

  1. A) Application questionnaires
  2. B) Recommendation letters
  3. C) Personality tests
  4. D) Honesty tests

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

85) A biodata form is a type of:

  1. A) ability test.
  2. B) psychological test.
  3. C) reference check.
  4. D) application form.

Answer:  D

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

 

86) Which of the following subjects is appropriate to address on an application form?

  1. A) Age
  2. B) Race
  3. C) Education
  4. D) National origin

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

87) Which of the following would be most appropriate to measure a job candidate's math and verbal skills?

  1. A) Honesty test
  2. B) Application form
  3. C) Cognitive ability test
  4. D) Work sample test

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

88) Which of the following is important for an employer to remember when reading letters of recommendation about job applicants?

  1. A) The more positive a letter is, the better the candidate.
  2. B) A poor letter of recommendation should be ignored.
  3. C) The content of the letter is more important than its positivity.
  4. D) Letters of recommendation are highly related to job performance.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

89) Which of the following is an example of a direct performance test?

  1. A) A general cognitive ability test
  2. B) A work sample test
  3. C) A physical ability test
  4. D) The Meyers-Brigg Type Indicator

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

 

90) Which activity would most likely be required of job applicants taking a work sample test?

  1. A) Participating in an in-basket exercise
  2. B) Assembling and disassembling a small motor
  3. C) Discussing ethical situations with a manager
  4. D) Answering questions about engineering processes

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

91) Which personality trait is most related to job performance?

  1. A) Conscientiousness
  2. B) Emotional stability
  3. C) Agreeableness
  4. D) Extroversion

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

92) Which selection tool would most likely be appropriate for a firm that has a significant problem with employee theft?

  1. A) Psychological test
  2. B) Personality test
  3. C) Honesty test
  4. D) Structured interview

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

93) Which of the following is the most common selection tool?

  1. A) Work sample tests
  2. B) Personal interviews
  3. C) Personality tests
  4. D) Assessment centers

Answer:  B

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

 

94) Which of the following is NOT a criticism related to traditional interviews?

  1. A) Lack of flexibility
  2. B) Poor reliability
  3. C) Low validity
  4. D) Interviewer bias

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

95) Questions developed from the critical incident technique for the purpose of discovering how job candidates would respond to work-related events are called:

  1. A) unstructured questions.
  2. B) job knowledge questions.
  3. C) worker requirement questions.
  4. D) situational questions.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

96) Which of the following is an example of a work requirement question?

  1. A) Tell me about a time when you disagreed with a supervisor.
  2. B) What is the procedure for handling a customer complaint?
  3. C) Are you willing to work overtime to meet customer demands?
  4. D) Tell me what you know about our company and product line.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

97) Which of the following is the most likely advantage of traditional interviews?

  1. A) Predicting a candidate's fit with the organization
  2. B) Making the hiring decision a team process
  3. C) Limiting questions to job-related issues
  4. D) Accurately predicting job performance

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

 

98) Which of the following is NOT a characteristic of a structured interview?

  1. A) Questions are limited to job-related factors.
  2. B) Answers are scored in the same manner.
  3. C) Applicants are interviewed by one manager.
  4. D) Applicants are asked the same questions.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

99) Which of the following is an inappropriate question to ask during a job interview?

  1. A) "What is your maiden name?"
  2. B) "Have you ever been convicted of a crime?"
  3. C) "Are you willing to take a physical exam as a condition of your employment?"
  4. D) "Have you ever applied for a job with our company before and been turned down?"

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

100) You are considering three candidates for a manager's job. Each candidate's experience and education are quite similar. You want to know how each candidate will perform, given certain tasks or situations. Your best selection tool for predicting this is:

  1. A) an assessment center.
  2. B) personality testing.
  3. C) psychological testing.
  4. D) an unstructured interview.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

101) Assessment centers are useful in evaluating a candidate's:

  1. A) interpersonal skills.
  2. B) mechanical abilities.
  3. C) organizational fit.
  4. D) managerial skills.

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

 

102) In a study conducted by the U.S. Postal Service regarding drug testing, applicants who had positive drug tests were fired nearly ________% more often than those who did not.

  1. A) 10
  2. B) 25
  3. C) 38
  4. D) 55

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

103) A study conducted by the U.S. Postal Service regarding drug testing:

  1. A) showed that drug testing is a valid predictor of job performance.
  2. B) showed that drug testing does not correlate with on-the-job performance.
  3. C) revealed that most job candidates can "beat" a drug test.
  4. D) has been struck down by the Supreme Court.

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

104) An employer's best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools?

  1. A) Structured interviews
  2. B) Honesty tests
  3. C) Personality tests
  4. D) Reference checks

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

105) Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job. The courts have held that employers have a "qualified privilege" if the employer:

  1. A) only discusses EEO-related information.
  2. B) has selection test information to support the reference.
  3. C) only gives information to an inquirer who has a job-related need to know.
  4. D) qualifies the information as "his/her opinion" and not necessarily factual.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

106) Most state courts have upheld that employers have a qualified privilege to discuss an employee's past performance. Which of the following is NOT one of the rules a firm must follow to have this privilege?

  1. A) Applicant must receive a copy of any information released by a former employer.
  2. B) Inquirer must exhibit a job-related need to know the information.
  3. C) Former employers must release only truthful information.
  4. D) EEO-related information should not be released.

Answer:  A

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

107) Which screening method is most commonly used to help firms avoid negligent hiring lawsuits?

  1. A) Recommendation letters
  2. B) Assessment centers
  3. C) Background checks
  4. D) Honesty tests

Answer:  C

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

108) It is generally held in the U.S. that graphology is:

  1. A) an invalid predictor of job performance.
  2. B) an unreliable but valid predictor of job performance.
  3. C) a valid selection tool when combined with psychological testing.
  4. D) associated with creating disparate impact among minority groups.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

109) A manager wants to combine selection tools to help him make a staffing decision. He wants to make a preliminary selection after administering each instrument. He is most likely using a ________ strategy.

  1. A) clinical
  2. B) statistical
  3. C) centralized
  4. D) multiple hurdle

Answer:  D

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

110) Which selection strategy is most appropriate when a large number of applicants are being considered for a position?

  1. A) Single-variant
  2. B) Multiple-hurdle
  3. C) Statistical
  4. D) Clinical

Answer:  B

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

Additional Case 5.1

About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.

 

Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.

 

This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.

 

111) Refer to Additional Case 5.1. The best selection tool for helping Powley Publishing to identify organizational fit as well as job skill and knowledge, would most likely be:

  1. A) ability tests.
  2. B) personality tests.
  3. C) unstructured interviews.
  4. D) assessment centers.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Critical Thinking

LO:  5.5: Know the tools of selection

 

Additional Case 5.2

You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.

 

The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.

 

An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.

 

112) Refer to Additional Case 5.2. What is your best choice of selection tool to assess your number one criterion?

  1. A) Unstructured interview
  2. B) Cognitive ability testing
  3. C) An assessment center
  4. D) Reference checking

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

Additional Case 5.3

You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.

 

The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.

 

113) Refer to Additional Case 5.3. The best way to combine predictors used in the selection process would be a:

  1. A) statistical strategy.
  2. B) clinical strategy.
  3. C) multiple hurdle strategy.
  4. D) differentiated strategy.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

114) Refer to Additional Case 5.3. The best selection tool for assessing your number one criterion is:

  1. A) structured interviews.
  2. B) psychological testing.
  3. C) cognitive ability testing.
  4. D) reference checking.

Answer:  C

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

 

 

115) Refer to Additional Case 5.3. To meet your second criterion, your best selection tool would be:

  1. A) structured interviews.
  2. B) psychological testing.
  3. C) reference checking.
  4. D) an assessment center.

Answer:  A

Diff: 2

AACSB:  Analytical thinking

Skill:  Application

LO:  5.5: Know the tools of selection

116) Selection tools should be reliable and valid. By reliable, we mean that the tool measures consistently across time and evaluators. By valid, we mean that scores from the tools correspond to actual job performance.

Answer:  TRUE

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

117) Letters of recommendation are among the best predictors of future job performance.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

118) Personality tests, while valid and reliable, are not generally accepted as legally defensible in the selection process.

Answer:  FALSE

Diff: 3

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

119) In an interview, worker-requirement questions assess whether a candidate has the basic knowledge needed to perform the job.

Answer:  FALSE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

 

120) Unstructured interviews are more effective than structured interviews at screening out unsuitable job candidates who don't fit with the organization.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

121) John is subjectively evaluating all applicant information prior to making a hiring decision. He is using a clinical approach in the selection process.

Answer:  TRUE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

122) Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills.

Answer:  FALSE

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

123) ________ is consistency of measurement, usually across time but also across judges.

Answer:  Reliability

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

124) The extent to which the technique measures the intended knowledge, skill, or ability is known as ________.

Answer:  validity

Diff: 2

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

125) A job interview based on a thorough job analysis, applying job-related questions with predetermined answers consistently across all interviews for a job is called a(n) ________.

Answer:  structured interview

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

 

126) A(n) ________ is a set of simulated tasks or exercises that candidates are asked to perform.

Answer:  assessment center

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.5: Know the tools of selection

127) What is human resource planning? How can effective selection procedures improve the HR planning process?

Answer:  Human resource planning is the process used to ensure the right amount and kinds of employees to deliver a specified level of service. Firms that do not conduct HRP may not be able to meet their future labor needs (a labor shortage) or may have to resort to layoffs (in the case of a labor surplus).

 

Selection determines the overall quality of an organization's human resources. Hiring the wrong person can cause friction among staff, managerial problems, and customer dissatisfaction. Inappropriate hires may even lead better employees to seek employment elsewhere. Effective selection procedures can aid the HR planning process by improving an employer's chances of hiring the right people for the right positions.

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  5.5: Know the tools of selection

 

128) What is the difference between reliability and validity in testing? How can valid selection methods protect a firm from employment lawsuits?

Answer:  Summary of suggested answer -

  • Reliability refers to the consistency of measurement, usually across time, but also across judges. It is a measure of how much error there may be in a test. One example is the job interview- different interviewers may judge the same candidate differently, etc.
  • Validity is the extent to which scores on a test accurately determine the test-taker's abilities and performance.

 

A test that is not valid does not test what it is supposed to test, or does not do it accurately. A test may be reliable and yet not be valid, but a test that is not reliable is not valid. To decrease the chances of lawsuits claiming discrimination, firms should ensure that selection techniques are job related. In other words, the best defense is evidence of the validity of the selection process. For example, if a minority group member turned down for a job claims discrimination, the organization should have ample evidence to document the job relatedness of its selection process. This evidence should include job analysis information and evidence that test scores are valid predictors of performance.

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  5.5: Know the tools of selection

 

129) The selection process may involve a significant amount of testing. Describe the various tests HR professionals have to choose from, why they use each, and the importance of the validity and reliability of the tests used.

Answer:  Summary of suggested answer -

  • Ability tests measure cognitive and physical ability to perform the actual job. Work sample tests are the most common and most valid.
  • Personality tests measure traits and are rarely used in selection anymore due to questions of validity and reliability.
  • Psychological testing measures job applicants' work ethic, ability to deal with challenges and other job-related factors. They are extensively used by large companies.
  • Drug testing is a preemployment test and is used to eliminate problem employees before they begin work.
  • Honesty tests are controversial.
  • Paper and pencil tests have replaced polygraph tests, which were virtually eliminated by the Employee Polygraph Protection Act in 1988.

 

Reliability is the consistency of measurement across time and users. Validity is the extent to which the tests measure job performance. Validity is the key for legal defensibility.

Diff: 3

AACSB:  Analytical thinking

Skill:  Critical Thinking

LO:  5.5: Know the tools of selection

 

130) What are the advantages and disadvantages of traditional interviews and structured interviews when making staffing decisions? What topics should be avoided to ensure that interviews are legal?

Answer:  Summary of suggested answer - Traditionally, interviews have been the most common selection tool. Often interviewers, however, disagree among themselves on a candidate. They make decisions in the first few minutes of the interview, and the experience varies widely from interviewee to interviewee. These problems led to the development of the structured interview, which uses situational questions:

-   to assess responses to specific incidences, job-knowledge questions

-   to assess basic knowledge, and worker-requirement questions

-   to assess candidates' willingness to perform under given circumstances.

 

Structured interviews are quite valid and have been used successfully. However, many companies stay with the traditional unstructured interview because it seems to work better at screening out unsuitable job applicants. Regardless of type, the questions asked must be legal. Legal questions avoid asking applicants about their age, race, religion, citizenship, and health.

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  5.5: Know the tools of selection

 

131) One of your employees, a member of a protected class, loses his temper and assaults and injures a customer. The customer is also a member of a protected class. During the investigation, the police discover that the employee has a long history of such behavior and served jail time for assault and battery. As the employer, you are most likely:

  1. A) not liable for any injuries because the employee was a member of a protected class.
  2. B) not liable for negligent hiring because you had an affirmative action plan.
  3. C) liable for negligent hiring because you did not conduct a background check.
  4. D) liable for injuries under Executive Order 11246.

Answer:  C

Diff: 3

AACSB:  Analytical thinking

Skill:  Application

LO:  5.6: Develop awareness of legal issues in staffing

 

Additional Case 5.3

You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.

 

The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.

 

132) Refer to Additional Case 5.3. Given the nature of the firm, which of the following laws is most relevant at this time?

  1. A) Vocational Rehabilitation Act
  2. B) Americans with Disabilities Act
  3. C) Equal Pay Act
  4. D) Executive Order 11246

Answer:  D

Diff: 3

AACSB:  Analytical thinking

Skill:  Critical Thinking

LO:  5.6: Develop awareness of legal issues in staffing

 

 

133) Refer to Additional Case 5.3. Which of the following would most likely help the firm avoid liability for negligent hiring?

  1. A) Instituting a sexual harassment policy
  2. B) Strictly using structured interview methods
  3. C) Administering personality tests to screen for violent personalities
  4. D) Developing hiring policies that require employee background checks

Answer:  D

Diff: 3

AACSB:  Analytical thinking

Skill:  Synthesis

LO:  5.6: Develop awareness of legal issues in staffing

134) If an employer does not thoroughly check information provided by a potential employee who later commits a crime while an employee, the company can be held liable for a negligent hiring.

Answer:  TRUE

Diff: 1

AACSB:  Analytical thinking

Skill:  Concept

LO:  5.6: Develop awareness of legal issues in staffing

 

 

 

 

 

 

 

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Human Resource Management
Human Resource Management, 15th Edition, 2017, Gary Dessler,
Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio
Fundamentals of Human Resource Management, 4th Edition, 2016, Gary Dessler
Human Resource Management, 14th Edition, 2016, R. Wayne Dean Mondy, Retired, Joseph J. Martocchio
Mastering Project Human Resource Management: Effectively Organize and Communicate with All Project Stakeholders, 2015, Harjit Singh
Managing Human Resources, 8th Edition, 2016, Luis R. Gomez-Mejia, David B. Balkin, Robert L. Cardy

-----

PART 1: Setting the Stage for Strategic Compensation
1. Strategic Compensation: A Component of Human Resource Systems
2. Contextual Influences on Compensation Practice
PART 2: Bases for Pay
3. Seniority Pay and Merit Pay
4. Incentive Pay
5. Person-Focused Pay
PART 3: Designing Compensation Systems
6. Building Internally Consistent Compensation Systems
7. Market-Competitive Compensation Systems
8. Building Pay Structures that Recognize Employee Contributions
PART 4: Employee Benefits
9. Discretionary Benefits
10. Legally-Required Benefits
PART 5: Contemporary Strategic Compensation Challenges
11. Compensating Executives
12. Compensating the Flexible Workforce
PART 6: Compensation Around the World
13. Compensating Expatriates
14. Pay and Benefits outside the United States
Epilogue
15. Challenges Facing Compensation Professionals
------
Managing Human Resources Today
Managing Equal Opportunity and Diversity
Human Resource Strategy and Analysis
STAFFING: WORKFORCE PLANNING AND ENFORCEMENT
Job Analysis and Talent Management
Personnel Planning and Recruiting
Selecting Employees
TRAINING AND HUMAN RESOURCE DEVELOPMENT
Training and Developing Employees
Performance Management and Appraisal
Managing Careers
COMPENSATION AND TOTAL REWARDS
Developing Compensation Plans
Pay for Performance and Employee Benefits
EMPLOYEE AND LABOR RELATIONS
Maintaining Positive Employee Relations
Labor Relations and Collective Bargaining
Improving Occupational Safety, Health, and Risk Management
SPECIAL ISSUES IN HUMAN RESOURCE MANAGEMENT
Managing HR Globally
Managing Human Resources in Small and Entrepreneurial Firms
PHR and SPHR Knowledge Base
Comprehensive Cases
------
Human Resource Management: An Overview
Business Ethics and Corporate Social Responsibility
Equal Employment Opportunity, Affirmative Action, and Workforce Diversity
Staffing
Strategic Planning, Human Resource Planning, and Job Analysis
Recruitment
Selection
Performance Management and Training
Performance Management and Appraisal
Training and Development
Compensation
Direct Financial Compensation (Core Compensation)
Indirect Financial Compensation (Employee Benefits)
Labor Relations, Employee Relations, Safety, and Health
Labor Unions and Collective Bargaining
Internal Employee Relations
Employee Safety, Health, and Wellness
Operating in a Global Environment
Global Human Resource Management
------
Lectures, Test Bank, Case Study, Video Guides
Equal Opportunity,
Recruitment, Placement, Talent Management,
Job Analysis, Talent Management Process,
Personnel Planning, Recruiting,
Employee Testing, Selection,
Training, Development,
Developing Employees,
Performance Management, Appraisal,
Managing Careers, Retention,
Compensation,
Establishing Strategic Pay Plans,
Pay for Performance, Financial Incentives,
Benefits, Services,
Labor Relations,
Safety,
Health,
Human Resource Management Lectures

 

----

 

HRM Human Resource Management - New Collection 2017

1. Youtube Playlist: See the collection of HRM Videos - link

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Human Resource Management, 15th Edition, 2017, Gary Dessler - LINK Free PPT Download

Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Joseph J. Martocchio - LINK 

Fundamentals of Human Resource Management, 4th Edition, 2016, Gary Dessler - Link Free PPT Download

Managing Human Resources, 8th Edition, 2016, Luis R. Gomez-Mejia, David B. Balkin - Link Free PPT download

4. HRM Cases and Answers  - buy

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Managing Human Resources, 8e (Gomez-Mejia et al.) - link free download

Strategic Compensation: A Human Resource Management Approach, 9th Edition, 2017, Martocchio   - link free download

Human Resource Management, 15th Edition, 2017, Gary Dessler   - Link free Download

 

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