Staffing Organizations 8th Edition

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli. Answer: TRUE Answer: TRUE Answer: TRUE A flexible workforce can be obtained by using staffing firms or independent contractors. Answer: TRUE Answer: TRUE Answer: TRUE The gap between current workforce size and available workforce size is a critical

Planning based on a specific group of employees, such as faculty in specialized areas of a university or nursing employees, is called population-based HRP. Answer: TRUE Answer: TRUE Answer: TRUE Team-based work has increased the need for flexibility, and requires a different approach to job analysis because team members perform multiple

The process of criterion-related validation begins with the identification of criterion measures. Answer: FALSE Answer: FALSE Answer: FALSE Applicants have a strong preference for recruiters who are the same gender and race as they are. Answer: FALSE Answer: FALSE Answer: FALSE There are several positive, functional outcomes of employee turnover.

In the strategy phase, the company develops a mix of individual, social, and organizational recruiting techniques for receiving applications. Answer: TRUE Answer: TRUE Answer: TRUE Interest inventories play a key role in organizational selection decisions. Answer: FALSE Answer: FALSE Answer: FALSE HR representatives report that one of the key advantages

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used. Answer: TRUE Answer: TRUE Answer: TRUE A correlation coefficient of 1.0 between variables X and Y indicates that there is a perfect linear

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job. Answer: FALSE Answer: FALSE Answer: FALSE It is desirable that the denominator of a selection ratio be small. Answer: FALSE Answer: FALSE Answer: FALSE Downsizing turnover is a reflection of a staffing level

Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs. Answer: TRUE Answer: TRUE Answer: TRUE Although it might seem like a good idea on first blush, offering different employees idiosyncratic deals doesn't seem to achieve much in

In recent years, a number of organizations have worked to develop standardized benchmarks for judging the effectiveness of staffing processes across organizations. Answer: TRUE Answer: TRUE Answer: TRUE Cost should not be used to guide the choice of initial assessment methods. Answer: FALSE Answer: FALSE Answer: FALSE Measures of engagement

A core workforce is an excellent technique for acquiring new technical and administrative knowledge. Answer: FALSE Answer: FALSE Answer: FALSE Orientation should focus on the person/job match exclusively. Answer: FALSE Answer: FALSE Answer: FALSE Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it

If an employment discrimination case involves an organization's defense of its selection procedures, the UGESP require the conduct of job analysis. Answer: TRUE Answer: TRUE Answer: TRUE Assessment centers tend to generate positive reactions from participants. Answer: TRUE Answer: TRUE Answer: TRUE Employers are required to post notices to all employees

Seniority-based systems may need to be eliminated as a means of reducing the prevalence of glass ceiling effects. Answer: TRUE Answer: TRUE Answer: TRUE Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam. Answer: TRUE Answer: TRUE

Exit interviews should be conducted by exiting employee's immediate supervisor whenever possible. Answer: FALSE Answer: FALSE Answer: FALSE Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs. Answer: TRUE Answer: TRUE Answer: TRUE A prison

Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs. Answer: TRUE Answer: TRUE Answer: TRUE An organization's core workforce is composed of workers who are used on an as-needed, just-in-time basis. Answer: FALSE Answer: FALSE Answer: FALSE Acquisition activities involve external

Staffing objectives are derived from identified gaps between requirements and availabilities. Answer: TRUE Answer: TRUE Answer: TRUE In plan-based HR planning, the organization's representatives set up a system that is integrally related to the organization's strategic planning process. Answer: TRUE Answer: TRUE Answer: TRUE Negligent hiring claims are made when

The "glass ceiling" refers to the prevalence of policies and procedures that have resulted in reverse discrimination. Answer: FALSE Answer: FALSE Answer: FALSE Standardization will probably decrease applicants' perceptions of procedural fairness of a staffing system. Answer: FALSE Answer: FALSE Answer: FALSE The Meyers-Briggs Type Inventory (MBTI) is an example of

Some organizations have begun to screen out those who smoke tobacco. Answer: TRUE Answer: TRUE Answer: TRUE In human resources planning, a comparison is made between labor force requirements and labor availability. Answer: TRUE Answer: TRUE Answer: TRUE A recent comprehensive examination of retention initiative effectiveness found that the most

The employer-employee relationship is the most prevalent type of employment relationship. Answer: TRUE Answer: TRUE Answer: TRUE Targeted recruiting is a poor choice for diversity-conscious firms. Answer: FALSE Answer: FALSE Answer: FALSE The assessment of concurrent validity is more convenient and more efficient than the assessment of predictive validity. Answer:

Although organizations are strongly encouraged to check the authorization to work of all employees, they cannot discriminate against applicants on the basis of country of origin. Answer: TRUE Answer: TRUE Answer: TRUE Skills are underlying, enduring traits of a person that are useful for performing a range of tasks. Answer:

Self-nomination is an especially important consideration in the internal recruitment of minorities and women. Answer: TRUE Answer: TRUE Answer: TRUE Measures are methods or techniques for describing and assessing attributes of objects that are of concern to us. Answer: TRUE Answer: TRUE Answer: TRUE A broken arm or leg would

Internal temporary employees require more orientation to the organization than would external hires. Answer: FALSE Answer: FALSE Answer: FALSE Employers may refuse to hire an individual who poses a direct threat to him/herself or the health and safety of others. Answer: TRUE Answer: TRUE Answer: TRUE Most organizations with a

The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit. Answer: FALSE Answer: FALSE Answer: FALSE Evidence suggests that demographically diverse teams are far more effective than homogeneous teams. Answer: FALSE Answer: FALSE Answer: FALSE There is little controversy over the use of personality measures in personnel

It is usually wise to just focus on task and KSAO requirements when staffing, because job requirements almost never extend beyond task and KSAO requirements. Answer: FALSE Answer: FALSE Answer: FALSE The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job be

It is best to ask for proof of employment eligibility prior to making a job offer. Answer: FALSE Answer: FALSE Answer: FALSE Calculation of the test-retest reliability of scores between time periods is done for objective measures, not subjective measures. Answer: TRUE Answer: TRUE Answer: TRUE The law is relatively

Seniority is a highly valid method for internal selection. Answer: FALSE Answer: FALSE Answer: FALSE A targeted message for internal recruits points out how the job matches the needs of the applicant. Answer: TRUE Answer: TRUE Answer: TRUE In order for "promissory estoppel" claim to apply when a job offer

The person/job match model says that jobs are characterized by their level of qualifications and motivation. Answer: FALSE Answer: FALSE Answer: FALSE Performance management systems are used primarily to detect individuals whose performance is unsatisfactory and should be terminated. Answer: FALSE Answer: FALSE Answer: FALSE The Big Five personality test

It is unlawful to discriminate in hiring, firing, compensation, or classification of employees on the basis of race, color, religion, sex, or national origin. Answer: TRUE Answer: TRUE Answer: TRUE Succession planning precedes replacement planning. Answer: FALSE Answer: FALSE Answer: FALSE Some state laws prohibit discrimination on the basis of

Even when measurement error is present, true scores can be measured with perfect precision. Answer: FALSE Answer: FALSE Answer: FALSE There is some evidence that realistic job previews might scare away the most promising job candidates. Answer: TRUE Answer: TRUE Answer: TRUE The initial stage in the staffing system components model

Advances in technology are one of the major reasons for changes in jobs. Answer: TRUE Answer: TRUE Answer: TRUE Outsourcing is when an organization sets up its own operations in another country. Answer: FALSE Answer: FALSE Answer: FALSE Markov Analysis is used to assess a previous period's workforce supply on

One potential benefit of employee discharges is the development of improved performance management and disciplinary skills. Answer: TRUE Answer: TRUE Answer: TRUE The Age Discrimination in Employment Act covers individuals over the age of 40. Answer: TRUE Answer: TRUE Answer: TRUE One way to improve employee socialization outcomes is to

There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination. Answer: TRUE Answer: TRUE Answer: TRUE If an attribute of job performance is "planning and setting work priorities," and the raters fail to rate people on that dimension during their performance appraisal, then the performance measure is

The Age Discrimination Act of 1967 prohibits all discrimination on the basis of age. Answer: FALSE[/cpmembership] Answer: FALSE[/cpmembership] Answer: FALSE[/cpmembership] Little research has been done to identify particular job-related skills. Answer: FALSE[/cpmembership] Answer: FALSE[/cpmembership] Answer: FALSE[/cpmembership] To have the power to attract and retain employees, rewards must be unique and

Interest inventories tend to be more tied to the occupation, rather than the organization or the job. Answer: TRUE Answer: TRUE Answer: TRUE Examples of job-specific KSAOs include flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics skills. Answer: FALSE Answer: FALSE Answer: FALSE While correlation

When deciding whether or not to use a new predictor, the validity coefficient, the base rate, and the selection ratio should be considered in combination, not independently. Answer: TRUE Answer: TRUE Answer: TRUE A significance level of p < 0.05 means that there are fewer than 5 chance in 100

Although culture is intangible, it can have very significant effects on staffing planning activities. Answer: TRUE Answer: TRUE Answer: TRUE Task statements are written to emphasize the outcomes of a work process, as well as describing how the task is expected to be performed. Answer: FALSE Answer: FALSE Answer: FALSE

The use of short-term incentive pay, like commissions or production bonuses, is common among private sector organizations. Answer: TRUE Answer: TRUE Answer: TRUE A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units. Answer: TRUE Answer: TRUE Answer: TRUE The strategic approach to job

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker. Answer: TRUE Answer: TRUE Answer: TRUE The law suggests that unless the organization is under a formal AAP, protected characteristics should not be considered in selection decision making. Answer: TRUE Answer: TRUE Answer: TRUE It is

Research shows that when an attribute is measured by both objective and subjective means, there is often relatively low agreement between scores from the two types of measures. Answer: TRUE Answer: TRUE Answer: TRUE Turnover cost estimates are very precise and accurate in most cases. Answer: FALSE Answer: FALSE Answer:

Providing feedback to employees if they are not selected in a job posting system is a bad idea because it will just discourage them from responding in the future. Answer: FALSE Answer: FALSE Answer: FALSE Applicant flow statistics require the calculation of selection rates for groups and the subsequent comparison

Career development centers are a low cost way to increase employee interest in internal career paths. Answer: FALSE Answer: FALSE Answer: FALSE In organizations where technology and globalization have caused jobs to change at a rapid pace, person/organization match is more important than person/job match. Answer: TRUE Answer: TRUE Answer: TRUE

An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job. Answer: TRUE Answer: TRUE Answer: TRUE One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace. Answer: TRUE Answer: TRUE Answer:

The first step in developing a selection plan is to list relevant KSAOs associated with a job. Answer: TRUE Answer: TRUE Answer: TRUE There are no cases in which a predictor has high validity and high adverse impact. Answer: FALSE Answer: FALSE Answer: FALSE In the absence of a discriminatory

The multiple hurdles method of setting a passing score for a job predictor would be a cost efficient method for making decisions about hiring. Answer: TRUE Answer: TRUE Answer: TRUE Tasks should be constructed using broadly applicable verbs, such as 'supports," "assists," and "handles." Answer: FALSE Answer: FALSE Answer: FALSE

Biographical information tends to have low reliability. Answer: FALSE Answer: FALSE Answer: FALSE An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses. Answer: TRUE Answer: TRUE Answer: TRUE Enforcement mechanisms used by the OFCCP closely mirror

The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable. Answer: FALSE Answer: FALSE Answer: FALSE Agencies that enforce staffing laws typically do not rely on written documents to perform their functions. Answer: FALSE Answer: FALSE Answer: FALSE When developing measures, it is

Compared to discharge turnover, voluntary turnover is usually more costly. Answer: FALSE Answer: FALSE Answer: FALSE Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase. Answer: TRUE Answer: TRUE

If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation. Answer: FALSE Answer: FALSE Answer: FALSE The most appropriate measure of central tendency for nominal scale data is

A study of HR departments in large organizations found that the focus on recruitment and selection activities had decreased significantly over the past several years. Answer: FALSE Answer: FALSE Answer: FALSE Performance management systems enable organizations to ensure that an initial person/job match yields an effectively performing employee. Answer: TRUE

It is permissible to use terms or phrases that express a preference for older workers, such as "over age 60," "retirees," or 'supplement your pension" in employment advertising. Answer: TRUE Answer: TRUE Answer: TRUE An organization may not require medical exams of an applicant, nor make a job offer, conditional,

Contingent assessment methods are always used in the selection process. Answer: FALSE Answer: FALSE Answer: FALSE Scored evaluations of unweighted application blanks are good predictors of job performance. Answer: FALSE Answer: FALSE Answer: FALSE Asking different questions of job applicants during comparisons of interview ratings between these same job applicants

Long term options for dealing with an employee shortage include hires, transfers into the position, retraining workers, or transferring the work out of the firm. Answer: TRUE Answer: TRUE Answer: TRUE In disparate treatment cases, the employee attempts to demonstrate that the defendant's stated reasons for a practice are a