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Human Resource
Q:
Riya is the director of recruiting for a large corporation. Which of the following is a warning signal that her efforts are not effective?
a) Recruiting costs have increased 5% over the last 3 years.
b) 25% of resumes are received through the Internet.
c) Riya's secretary spends more time acknowledging ad responses from qualified applicants than she did a year ago.
d) Riya's secretary spends more time acknowledging ad responses from under qualified applicants than she did a year ago.
e) The applicant pool is becoming increasingly diverse.
Q:
Marian is the vice-president of human resources for a large manufacturing organization. She is concerned that there are 40% more unqualified applicants for jobs this year than last year. She should talk to the director of
a) recruiting.
b) training.
c) benefits.
d) employee relations.
e) location.
Q:
At a recent meeting of HR executives, Rico announced that his firm did not recruit. What reason could he give for this?
a) The organization is growing.
b) Rico's company is a not global organization.
c) Rico's firm recently lost an EEO suit.
d) There are many new jobs being created in his organization.
e) The organization is downsizing and not growing.
Q:
Evan, a recruiter, is trying to identify the different constraints that may impact his recruiting efforts. Which of the following is NOT a major constraint on recruiting efforts?
a) Organization image
b) Job attractiveness
c) Marketing mix
d) Government influence
e) Internal organizational policies
Q:
Which of the following is NOT true regarding recruiting?
a) It is fairly easy to generate a pool of qualified candidates. People always need jobs.
b) An effective recruiting process requires a significant pool of candidates from which to choose.
c) The greater the number of applicants, the better the chances of finding an individual who is best suited to the job requirements.
d) A good recruiting program should attract the qualified and discourage the unqualified.
e) Recruiting is the process of seeking sources for job candidates.
Q:
A ________ is a citizen of the host country hired by an organization based in another country.
Q:
________ are valuable in meeting short-term fluctuations in HRM needs.
Q:
Aggressive job candidates may set up web pages, called_________, to market themselves to firms.
Q:
Management consulting firms are one form of a(n) ________.
Q:
Organizations open job searches to the community through advertisements, employment agencies, and college job fairs.
Q:
_________ is a recommendation from a current employee regarding a job applicant.
Q:
Conducting an ________ for an employee builds morale, reduces orientation and training costs, and is less costly than going outside to recruit.
Q:
Disney is effective at recruiting college graduates due to its excellent _________.
Q:
A good recruiting program encourages only ________ applicants to apply.
Q:
________ is the process of discovering potential candidates for actual or anticipated organizational vacancies.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterAnother name for executive search firms.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterRecruiting technique used effectively in tight or specialized markets.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterIndividuals hired by one firm and sent to work in another for a specific time.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterWeb pages that are used as rsums.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterPrivate employment agency specialized in middle- and top-management placements.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterAn advertisement that does not identify the advertising organization.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterRepresent employer to prospective applicants as colleges and job fairs.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterA promotion-from-within concept.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterAn individual who lives and works in a country of which he or she is not citizen.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterTypical employee of choice if a company wants to launch a technical product in a new country.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterWorkers often referred to as consultants that are not employees but do specific work at a location on or off the company's premises.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterLimit human resource recruiters' freedom to recruit and select a candidate of their choice.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterProcess of discovering potential candidates for actual or anticipated organizational vacancies.
Q:
a) "Headhunter" firmsb) Expatriatec) Leased employeesd) Internal searche) Recruitingf) Online rsumsg) Blind-box adh) Employee referrali) Generation Xersj) Constraints on recruiting effortsk) Executive search firml) Home-country nationalm) Job fairsn) Independent contractoro) RecruiterEvents attended by employer representatives or recruiters with the goal of reaching qualified candidates.
Q:
Given their size, large organizations with national reputations routinely use blind-box ads to fill lower-level positions.
Q:
Under law, an employer is permitted to seek out preferred job candidates based on non-job related factors such as physical appearance, sex, or religious background.
Q:
One of the better sources for individuals who will most likely perform effectively on the job is a recommendation from a current employee.
Q:
The difference between a leased and a temporary employee is that a temporary employee typically remains with an organization for a longer period.
Q:
Research shows that younger workers are usually more motivated than older workers.
Q:
Interestingly, older workers have less absenteeism than younger employees.
Q:
According to research, unfortunately due to privacy concerns, a very small percentage of companies in the United States use their website for recruiting.
Q:
Research shows that to optimize recruitment effectiveness, executive search firms work closely with college job fairs.
Q:
Employee referrals may minimize an organization's effort to diversify its workforce.
Q:
Unfortunately, employee referrals are not an effective means of locating potential employees for hard-to-fill positions.
Q:
The first step in recruiting for overseas positions is to define the relevant labor market.
Q:
Fortunately, internal organizational policies do not constrain a firm's recruiting efforts.
Q:
Organizations that are downsizing or not growing will need recruitment as a major human resource activity.
Q:
One goal of recruiting is to communicate the position in such a way that job seekers respond.
Q:
A good recruiting program should only attract the qualified job seekers.
Q:
How does the use of mobile technology affect today's job seekers?
a) Most job seekers expect companies to be mobile friendly, and some have a lower opinion if the company is not optimized for mobile technology.
b) Job seekers use mobile technology to search for openings, and then use traditional tools to apply for positions.
c) Job seekers use mobile technology as their only tool in researching potential employers.
d) Mobile technology has significantly increased the cost of recruiting efforts, resulting in fewer jobs in general.
e) Job seekers have become more inventive and casual when submitting their resumes to companies with mobile access.
Q:
Which of the following is an advantage when hiring employee referrals?
a) Employee referrals have a better understanding of the organization and job duties.
b) Employee referrals minimize organizational diversity.
c) Employee referrals limit nepotism.
d) Friendship and job performance both increase.
e) Employee referrals have a higher job survival rate.
Q:
When using a job posting, how can you attract and keep the attention of the candidate?
a) Explain the job so that it could be understood in 20 seconds or less.
b) Set clear expectations about the job.
c) Keep the writing style playful and upbeat.
d) Avoid logos or other corporate branding.
e) Keep job titles and keywords vague and flexible.
Q:
If external recruiting efforts are not producing desired results, what type of candidate should be sought out?
a) Internal candidates
b) Unsolicited candidates
c) Passive candidates
d) Candidates who have posted on job boards
e) Entry level candidates
Q:
If a company wants to launch a technical product in a new target country, why would they choose a home-country national to run the project?
a) The home-country national will have a better understanding of the local market.
b) Headquarters may want to control all strategic decisions.
c) The home-country national will have a fresh outlook on the national identity of the host country.
d) The host country may have a wealth of technical employees, but they may need close supervision.
e) The employees are already at the work site even though they are not citizens in the target country.
Q:
When it comes to networking, what is an "elevator pitch"?
a) A replacement for a cover letter when sending a resume
b) A networking opportunity within a professional organization
c) A skills summary found on your LinkedIn site
d) A 30 second personal message about your goals and qualifications
e) An appeal to friends and colleagues to refer you to open positions
Q:
How should the overall importance of a job in an organization be determined?
a) Through job redesign
b) Through observation techniques
c) By identifying essential functions
d) Through a job evaluation
e) By utilizing a technical conference
Q:
An accurate portrayal of job content, environment, and conditions of employment should be developed using:
a) job specifications.
b) essential functions.
c) job descriptions.
d) job design.
e) job evaluation
Q:
Why is it important to identify essential job functions when writing a job description?
a) To outline the job responsibilities and how it relates to other positions
b) To foster team collaboration among group members
c) To guide new hires in specific expectations
d) To ensure ADA compliance
e) To develop comprehensive job specifications
Q:
The way in which a position and the tasks within that position are organized is called:
a) job evaluation.
b) job design.
c) essential functions.
d) job enlargement.
e) job enrichment.
Q:
When a worker can perform a job and see a visible outcome that creates a sense of accomplishment, the worker may become motivated by:
a) task identity.
b) skill variety.
c) task significance.
d) autonomy.
e) feedback from the job itself.
Q:
Which of the following is an advantage of setting up a flexible work schedule for employees?
a) Less need for supervision of employees
b) Decreased cost of technology
c) Increased retention of current employees
d) More productive team atmosphere
e) The elimination of employees who are not productive
Q:
In order to support flexible scheduling and teams, employers should work to find employees with what traits?
a) Individually responsible and technically adept
b) Flexible schedules and attention to detail
c) Nonverbal communication skills and the ability to telecommute
d) "Big picture" planning
e) Technical and interpersonal skills
Q:
Alex is comparing various job analysis methods. He is looking for the best job analysis method. As a consultant, you advise Alex that he should choose
a) the observation method.
b) the structured questionnaire method.
c) some combination of job analysis methods.
d) the individual interview method.
e) the group interview method.
Q:
Which of the following is NOT a job analysis method?
a) Situational method
b) Observation method
c) Diary method
d) Technical conference method
e) Structured questionnaire method
Q:
All of the following are disadvantages of flexible scheduling EXCEPT:
a) potential reduction in productivity.
b) reduced childcare costs.
c) a lack of supervision of employees.
d) increased work stress levels.
e) increased employee turnover who aren"t productive.
Q:
Which of the following is NOT an activity that organizations frequently cite as being affected by the job analysis process?
a) Recruiting
b) Selection
c) Compensation
d) Succession planning
e) Performance appraisal
Q:
How important is job analysis to the contemporary organization?
a) Job analysis is the starting point of sound human resource management.
b) Job analysis has replaced other aspects of strategic human resource management.
c) Job analysis is the starting point of the organizational visioning process.
d) Job analysis, once so important to large organizations, has become obsolete.
e) Job analysis is crucial to the hiring process, but that's where it ends.
Q:
Stan, vice-president of human resources, is explaining why job descriptions are an important organizational resource to the rest of the executive board. He could use all of the following to support his discussion EXCEPT:
a) The job description can be used as a reference by recruiters during job interviews with prospective job candidates.
b) The job description can be used to create advertisements for job classifieds.
c) The job description can be used to identify essential job functions for ADA compliance requirements.
d) The job description can be used to identify target areas for retirement planning.
e) The job description can be used to appraise whether an incumbent's actual duties line up with her stated duties.
Q:
What use has the job description served under the ADA?
a) There is no use.
b) It provides reasonable accommodation.
c) It assures comparable worth.
d) It identifies essential job functions.
e) It protects against adverse impact.
Q:
The job analysis process has a multifaceted nature. Indeed, many activities in an organization are affected by the job analysis. Which of the following is NOT directly affected by the job analysis process?
a) Recruiting
b) Benefits administration
c) Labor relations
d) Safety and health
e) Selection
Q:
Which statement best compares job specifications and job descriptions?
a) Job description focuses on managerial positions. Job specification is used for hourly workers.
b) Job specification focuses on qualifications for incumbents. Job description focuses on what the incumbent does.
c) Job description focuses on qualifications for incumbent. Job specification focuses on what the incumbent does.
d) Job description is the computerized version of job specification.
e) Job specification occurs after job analysis. Job description occurs before job analysis.
Q:
Job design does all of these EXCEPT:
a) set the salary of a job.
b) describe what tasks are included in a job.
c) tells the order in which tasks are done in a job.
d) set the conditions under which the tasks of a job are completed.
e) how and when the tasks of a job are completed.
Q:
Which of the following is NOT true with respect to job specifications?
a) Specify the relative value of each job in the company.
b) State the minimum acceptable qualifications that the incumbent must have to perform the job successfully.
c) Identify the knowledge, skills, and abilities required to perform the job successfully.
d) Represent one of the tangible outcomes of the job analysis process.
e) Help determine whether job applicants are essentially qualified to perform the firm's jobs.
Q:
The job analysis process should generate:
a) only job descriptions
b) job descriptions and job specifications
c) job evaluations and job specifications
d) job descriptions, job specifications, and job evaluations
e) job descriptions and job evaluations
Q:
Which of the following is NOT a category of the Position Analysis Questionnaire (PQA)?
a) Information input
b) Mental processes
c) Job evaluation
d) Work output
e) Relationships with other people
Q:
Rhonda, a junior job analyst, needs to use several techniques for some new assembly line positions in a new production facility. Her supervisor warns her against using the PAQ for which of these reasons?
a) It is not quantitative.
b) It is not structured.
c) It appears to be more applicable to higher-level professional jobs.
d) It is too time-consuming.
e) It duplicates the results of the technical conference, which has already been performed for this set of jobs.
Q:
Which of the following is NOT considered a flexible work schedule?
a) Flex time
b) Job sharing
c) Telecommuting
d) Job enrichment
e) Compressed work week schedule
Q:
Felicia, a new analyst, is considering asking managers at various facilities to use the diary method of job analysis. As an expert in HR matters, what advice would you give her, since you want to help her do the right thing.
a) This technique is the quickest of all the job analysis methods.
b) It is the most objective method.
c) It is easy to use " no training required.
d) Sometimes people report what they think you want to hear rather than what they do.
e) The PAQ is an automated package that facilitates this process.
Q:
Monique, the director of job analysis, must write job descriptions for new supervisors in a new plant. The new robotics line will make this location comparable to existing sites. She has a limited budget and a limited amount of time. Many former plant managers (they would have supervised these supervisory positions) are in Monique's building. Which job analysis method should she use?
a) Observation
b) Individual interview
c) Benchmark
d) Diary
e) Technical conference
Q:
Leona has gathered job analysis data with a structured questionnaire for managerial jobs in remote locations of her firm. Exit interviews have produced comments like, "You should have told me what was really expected." She wants to use an additional collection technique to avoid misrepresentation in job descriptions. Leona's boss told her, "Be thorough. Job analysis time and cost are nothing compared to the cost of replacing these managers." Which method should she use?
a) Observation
b) Individual interview
c) Technical conference
d) Diary
e) Gap analysis
Q:
Fatima is working on the employment planning of her company. She expects that the demand for human resources will increase in the near future. Which of the following is NOT an appropriate option for Fatima?
a) Hire more full-time employees
b) Contract with additional staff
c) Offer early retirements
d) Change the company's objectives
e) Transfer employees within the company
Q:
Pierre is attempting to forecast the firm's future supply of human resources. He is currently looking at retirements, transfers out of a unit, layoffs, sabbaticals, and dismissals. Which one is likely to be the most difficult to predict?
a) Retirements
b) Transfers out of a unit
c) Layoffs
d) Sabbaticals
e) Dismissals
Q:
During a job analysis, which of these tasks are performed?
a) Promotion patterns and succession plans are identified.
b) An estimation of the labor supply is verified.
c) Skills, knowledge and abilities necessary to perform a job are determined.
d) Duties and responsibilities of a job are matched with pay grades.
e) EEO compliance is assessed.
Q:
Yoshiko works in the human resources area of a large organization. As part of her duties, she routinely uses such methods as observation, individual and group interviews, technical conferences, and diary monitoring. What does she do?
a) Job identification
b) Job clarification
c) Job analysis
d) Position description
e) Position strategy description
Q:
Employee retention is a major HRM issue. According to the text, it is estimated that about _______ of the reasons employees quit their jobs and leave organizations are within the control of managers.
a) 25 percent
b) 35 percent
c) 45 percent
d) 55 percent
e) 75 percent