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.
Negligent hiring claims are made when an employer fails to provide adequate
compensation and benefits to a new hire.
An organization should provide a definite starting date for an offer, or else the
acceptance and consideration of the offer occur whenever the new hire actually begins
to work.
Physical ability tests are becoming increasingly common to screen out individuals
susceptible to repetitive stress injuries, such as carpal tunnel syndrome.
A medical examination for employees is defined the same way as for job applicants.
The first stage of developing a talent management system is identifying the KSAOs
required for all jobs in the organization.
Organizations should attempt to eliminate all employee turnover if at all possible.
The validity of experience is higher than seniority for internal selection.
Data from the U.S. Department of labor shows that labor force participation has been
rapidly increasing in recent years.
Knowledge is a body of information that can be directly applied to the performance of
tasks.
The interviewee in an exit interview should be told that the comments that he/she
makes will be confidential and that only aggregate results will be used by the
organization.
Statements in employee handbooks can be construed as employment contracts.
A realistic recruitment message portrays the organization and the job as they really are,
rather than describing what the organization thinks job applicants want to hear.
If you are using the “economic gains formula,” and you have just increased the validity
of your selection procedures with no change in cost, your economic gain value should
increase.
Job requirements job analysis involves collecting information on the activities
performed on the job, and uses this information to assess the KSAOs needed for each
job.
Comparing objective scores from T1 to T2 is a method for assessing _____ reliability.
A. maximal asymptotic
B. internal consistency
C. test-retest
D. interrater
Consideration in a contract entails ___________.
A. evidence that both parties agree to the terms as offered
B. a polite exchange of information
C. the exchange of something of value between the parties to the contract
D. none of these
This personality trait is associated with better performance, higher job satisfaction, and
lower adaptability on the job.
A. Neuroticism
B. Extraversion
C. Agreeableness
D. Conscientiousness
E. Openness to experience
The four common types of staffing metrics evaluate ______.
A. performance, process, quantity, and quality
B. rectification, justification, elaboration, and relation
C. cost, timeliness, outcomes, and reactions
D. speed, diligence, dedication, and perseverance
What is the “employee value proposition?”
A. the total worth of an employee’s KSAOs
B. the organization’s package of rewards provided to employees
C. the net worth of all an organization’s employees
D. none of these
A major disadvantage of a flexible work force is that _________.
A. it leads to loss of some control over workers
B. it can lead to conflict between core and flexible workers
C. flexible workers are often less familiar with equipment
D. all of these
Which of the following creates a problem for Markov analysis?
A. large sample sizes
B. lack of employee moves
C. poor economic conditions
D. small sample sizes
The reason for having the manager participate as a job analyst is _______.
A. provide acceptance of job statements to guide performance on the job
B. verify statements are inclusive and accurate
C. control incumbent responses on job analysis questionnaires
D. establish pay scales
Replacement costs associated with voluntary turnover include ___________.
A. HR staff induction costs
B. mentoring
C. severance pay
D. contagion
Reliability of a measure places _________.
A. no limit on the validity of a measure
B. a lower limit on the validity of a measure
C. an average limit on the validity of a measure
D. an upper limit on the validity of a measure
Why might an organization use internal temporary pools?
A. to decrease accountability for personnel errors
B. to avoid paying agency feels to temporary help agencies
C. to provide a buffer against lawsuits
D. both to decrease accountability for personnel errors and to provide a buffer against
lawsuits
Which communication medium refers to the informal information regarding an
organization’s reputation, employment practices, and policies?
A. recruitment brochures
B. word of mouth
C. advertising
D. organizational websites
According to the staffing quantity model, an organization will be __________ when
availabilities exceed requirements.
A. fully staffed
B. understaffed
C. overstaffed
D. none of these
KSAOs which are used in making advancement decisions are stored in __________.
A. job descriptions
B. job specifications
C. talent management systems
D. ability inventories
Examples of initial assessment methods that have moderate degrees of adverse impact
against women and/or minorities include _______.
A. education level
B. quality of school
C. training and experience
D. all of these are correct
Managers are especially concerned about all of the following issues because of the
aging workforce except ________.
A. loss of skills due to retirement
B. decreased ability to learn new material
C. increases in medical expenses
D. employee elder-care responsibilities
Which of the following statements about disclaimers is false?
A. They can appear in almost any written documents made available to job applicants
or employees.
B. They can be used to limit employee rights.
C. They are never oral.
D. Their receipt by employees should be acknowledged in some formal way.
The key to a successful rebuttal in a disparate treatment case is _________.
A. to prove adverse impact
B. to provide nondiscriminatory reasons for the practice(s) in question
C. to show the presence of a “mixed motive”
D. to prove discrimination