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Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli. A flexible workforce can be obtained by using staffing firms or independent contractors. 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. Team-based work has increased the need for flexibility, and requires a different approach to job analysis […]

The process of criterion-related validation begins with the identification of criterion measures. Applicants have a strong preference for recruiters who are the same gender and race as they are. 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. Interest inventories play a key role in organizational selection decisions. 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. A correlation coefficient of 1.0 between variables X and Y indicates that there […]

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job. It is desirable that the denominator of a selection ratio be small. 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. Although it might seem like a good idea on first blush, offering different employees idiosyncratic deals doesn’t seem […]

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

A core workforce is an excellent technique for acquiring new technical and administrative knowledge. Orientation should focus on the person/job match exclusively. 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. Assessment centers tend to generate positive reactions from participants. Answer: TRUE Employers are required to post notices to all […]

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

Exit interviews should be conducted by exiting employee’s immediate supervisor whenever possible. 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 A prison […]

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

Staffing objectives are derived from identified gaps between requirements and availabilities. 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 Negligent hiring claims are made when […]

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

Some organizations have begun to screen out those who smoke tobacco. In human resources planning, a comparison is made between labor force requirements and labor availability. 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. Targeted recruiting is a poor choice for diversity-conscious firms. 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. Skills are underlying, enduring traits of a person that are useful for performing a […]

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

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

The EEOC’s preferred method of settlement for employment discrimination claims is a lawsuit. Evidence suggests that demographically diverse teams are far more effective than homogeneous teams. 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. The logic of prediction indicates that a point-to-point comparison needs to be made between requirements […]

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

Seniority is a highly valid method for internal selection. A targeted message for internal recruits points out how the job matches the needs of the applicant. 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. Performance management systems are used primarily to detect individuals whose performance is unsatisfactory and should be terminated. 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. Succession planning precedes replacement planning. 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. There is some evidence that realistic job previews might scare away the most promising job candidates. Answer: TRUE The initial stage in the staffing system components […]

Advances in technology are one of the major reasons for changes in jobs. Outsourcing is when an organization sets up its own operations in another country. 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. The Age Discrimination in Employment Act covers individuals over the age of 40. 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. 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 Age Discrimination Act of 1967 prohibits all discrimination on the basis of age. Little research has been done to identify particular job-related skills. 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. Examples of job-specific KSAOs include flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics skills. 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. A significance level of p < 0.05 means that there are fewer than […]

Although culture is intangible, it can have very significant effects on staffing planning activities. 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 […]

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

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

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. Turnover cost estimates are very precise and accurate in most cases. 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. Applicant flow statistics require the calculation of selection rates for groups […]

Career development centers are a low cost way to increase employee interest in internal career paths. 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: […]

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

The first step in developing a selection plan is to list relevant KSAOs associated with a job. There are no cases in which a predictor has high validity and high adverse impact. 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. Tasks should be constructed using broadly applicable verbs, such as ‘supports,” “assists,” and “handles.” Answer: FALSE […]

Biographical information tends to have low reliability. 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 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. Agencies that enforce staffing laws typically do not rely on written documents to perform their functions. Answer: FALSE When developing measures, it […]

Compared to discharge turnover, voluntary turnover is usually more costly. 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. […]

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. The most appropriate measure of central tendency for […]

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. Performance management systems enable organizations to ensure that an initial person/job match yields an effectively […]

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. An organization may not require medical exams of an applicant, nor make […]

Contingent assessment methods are always used in the selection process. Scored evaluations of unweighted application blanks are good predictors of job performance. 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. In disparate treatment cases, the employee attempts to demonstrate that the defendant’s stated reasons for […]