53. Artie’s Pretzels is a small but well-known company that receives thousands of job applications every year, though it
only fills about 50 positions annually. Company managers have learned that Artie’s human resource practices are
one of the driving factors that attract potential employees. Artie’s Pretzels is an example of a(n) _____.
a. contingency employer
b. employer of options
c. employer of choice
d. Employer of necessity
e. telecommuter-friendly employer
54. Which of the following means using computers and telecommunications equipment to do work without going to an
office?
a. Telecommuting
b. Social Loafing
c. New social contract
d. Outsourcing
e. Realistic Job Preview
55. is the first step in attracting an effective work force.
a. Selecting the candidate
b. Choosing recruiting sources
c. Applying the matching model
d. Human resource planning
e. Initiating change
56. is the second step in attracting individuals who show signs of becoming valued, productive, and satisfied
employees.
a. Selecting the candidate
b. Choosing recruiting procedures
c. Applying the matching model
d. Human resource planning
e. Initiating change
57. The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is
referred to as human resource .
a. development
b. organizing
c. planning
d. selection
e. downsizing
58. Bryan, who works in the human resource department, is interested in gathering data on the projected number of
resignations and retirements over the next ten years. He is most likely to perform which of the following activities?
a. Choosing a recruiting source
b. Selecting an employment candidate
c. Human resource planning
d. Welcoming new employees
e. Downsizing
59. All of the following are questions relevant to human resource planning EXCEPT:
a. “What is the current turnover rate?”
b. “What is the volume of business expected to be over the next five years?”
c. “What was the volume of business over the past five years?”
d. “How will new technology affect the organization?”
e. All of these are relevant questions for human resource planning.
60. Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next
five years. Which of the following questions is irrelevant to her task?
a. How many tellers are expected to retire over the next five years?
b. What new technologies (e.g., automated teller machines) will be introduced over the next five years?
c. How many new branches does the bank expect to open over the next five years?
d. All of these are relevant.
e. All of these are irrelevant.
61. is defined as activities or practices that define the characteristics of applicants to whom selection
procedures are ultimately applied.
a. Selection
b. Recruiting
c. Training
d. Developing
e. Planning
62. An example of is when current employees are given preference when a position opens in their organization.
a. discrimination
b. internal recruiting
c. nepotism
d. external recruiting
e. cannibalizing
63. generates higher employee commitment, development, and satisfaction than does .
a. External recruiting, internal recruiting
b. External selection, internal selection
c. Internal recruiting, external recruiting
d. Internal recruiting, internal selection
e. Downsizing, monetary rewards
64. Conolly Company uses internal recruiting whenever possible. This practice:
a. costs more than external recruiting.
b. decreases employee satisfaction.
c. generates increased employee commitment.
d. demotivates existing employee given limited socializing opportunities.
e. gives employees an upper hand in negotiations.
65. is a systematic process of gathering and interpreting information about the essential duties.
a. A job analysis
b. A job listing
c. A job requirement
d. A job description
e. A realistic job preview
66. Which of the following is NOT a method used in external recruiting?
a. Private employment agencies
b. Employee referrals
c. Newspaper advertising
d. Employee resource chart
e. State employment services
67. Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the
job and the organization?
a. Reality check
b. Affirmative action
c. Realistic job preview
d. Employment-at–will
e. Chart selection approach
68. is a clear and concise summary of the specific tasks, duties and responsibilities for a particular job.
a. A job analysis
b. A job listing
c. A job requirement
d. A job description
e. A realistic job previews
69. A(n) typically outlines the knowledge, skills, education, and physical abilities needed to perform the job
adequately.
a. job specification
b. application form
c. assessment test
d. paper-and-pencil test
e. OJT
70. Which of the following is a device for collecting information about an applicant’s education, previous job experience,
and other background characteristics?
a. An employment test
b. An assessment center
c. An application form
d. An affirmative action form
e. A privacy form
71. Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to
perform a particular job?
a. Recruiting
b. Training
c. Selection
d. Development
e. Orientation
72. While interviews are , they are generally predictors of subsequent job performance.
a. rarely used, not valid
b. widely used, not valid
c. rarely used, excellent
d. widely used, valid
e. painful, excellent
73. Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human
resource department conducted a series of interviews with employees who were choosing to leave RBI after a
short period of time. It was concluded that unmet expectations were the primary reason these people were leaving
so soon. RBI can begin to solve this problem by emphasizing:
a. external recruiting.
b. affirmative action.
c. better training and development.
d. the use of realistic job previews.
e. employment-at–will.
74. Recruiting methods that are used to promote the hiring, development, and retention of “protected groups” are
examples of:
a. equal employment opportunity.
b. affirmative action.
c. illegal discrimination.
d. unfair labor practices.
e. nepotism.
75. Which of the following is inappropriate to ask on an employment application?
a. If the applicant is over 18
b. Where the applicant went to school
c. If the applicant has ever been convicted of a crime
d. Whether the applicant has any disabilities that might inhibit job performance
e. Applicant’s ancestry/ethnicity
76. On employee applications and during interviews, it is appropriate to ask all of the following EXCEPT:
a. race or color of skin.
b. if the applicant is over 18.
c. if the applicant has ever been convicted of a crime.
d. prior work experience.
e. if the applicant has a legal right to work in the United States.
77. According to Spotlight on Skills in chapter 9, which of the following would improve your chances of getting the job?
a. Talking too much
b. Turning questions into conversations
c. Failing to effectively close
d. Stretching the truth
e. Making a fashion statement
78. One of the newest ways of gauging whether a candidate is right for the company is by checking:
a. previous places of employment.
b. with references.
c. trial employment period.
d. aptitude tests.
e. social networking sites.
79. All of the following are selection devices used for assessing applicant qualifications EXCEPT a(n) .
a. application form
b. interview
c. employment test
d. assessment center
e. drug usage test
80. In , an experienced manager shows a new employee how to perform job duties.
a. on–the-job training
b. classroom training
c. orientation training
d. computer-assisted instruction
e. realistic job previews
81. The most common form of formal corporate training is:
a. on–the-job training.
b. classroom training.
c. orientation training.
d. developmental training.
e. external training.
82. Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities
for employees. Pizza Deluxe University would be considered a(n) .
a. assessment center
b. on–the-job training center
c. orientation center
d. corporate university
e. learning community
83. The process of observing and evaluating an employee’s performance, recording the assessment, and providing
feedback to the employee is referred to as:
a. orientation training.
b. classroom training.
c. a paper-and-pencil test.
d. performance appraisal.
e. none of these.
84. provide more challenging assignments, prescribe new responsibilities, and help employees grow by expanding
and developing their abilities.
a. Promotions
b. Appraisals
c. Evaluations
d. Endorsements
e. Coaching
85. Which of the following is a process that uses multiple raters, including self-rating, to appraise employee
performance and guide development?
a. A 360-degree feedback
b. Job evaluation
c. Multiple-rater appraisal
d. Performance appraisal interview
e. Homogeneity appraisal
86. is developed from critical incidents relating to job performance.
a. Performance appraisal interview
b. Semantic differential rating scale
c. Behaviorally anchored rating scale
d. Unidimensional rating scale
e. All of these
87. One of the most dangerous performance evaluation errors is , which places an employee into a class or
category based on one or a few traits or characteristics.
a. homogeneity
b. the halo effect
c. stereotyping
d. diversion
e. leniency
88. Colby is a new interviewer who just finished an interview with Renee. Her professional style and her flawless
grooming immediately struck him. Colby gave Renee a very good evaluation although her previous work experience
and educational background were not that exceptional. What rating error did Colby succumb to?
a. Halo effect
b. Central tendency
c. Homogeneity
d. Leniency
e. General tendency
89. Which of the following refers to all monetary payments and all goods or commodities used in lieu of money to
reward employees?
a. Bonus
b. Compensation
c. Wages
d. Incentive Pay
e. Point System
90. With , compensation is linked to the specific tasks that an employee performs.
a. skill-based pay
b. incentive pay
c. job–based pay
d. salary
e. competency-based pay
91. Sandra, a human resources manager at an advertising firm, is currently in the process of determining the value and
worth of advertising executive positions within the agency. This is referred to as .
a. compensation
b. rightsizing
c. wage and salary surveying
d. incentive pay
e. job evaluation
92. is incentive pay that ties at least part of compensation to employee effort and performance.
a. Pay-for-performance
b. Seniority pay
c. Universal compensation plan
d. Cafeteria-plan
e. Group performance pay