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.
Some state laws prohibit discrimination on the basis of sexual orientation and gender
identity or expression.
There is little evidence that individuals who perceive themselves to be overqualified are
less satisfied or have higher intentions to turnover.
Applicants for jobs covered by civil service laws and regulations often have rights to
appeal hiring decisions, testing processes, or test contents and methods.
Organizations choose to follow an internal staffing strategy if they want to cultivate a
stable, committed workforce.
Availability of promotions or transfers may lessen or eliminate any intentions to quit,
even though the employee is very dissatisfied with the current job.
Surveys and interviews with employees are a key way to gather information on job
rewards preferences and the rewards associated with their work.
Surveys are the most common means of assessing personality.
The law prohibits the use of genetic information in employment.
Targeted recruiting messages are especially appropriate for internal applicants when
they move to an unknown job, a newly created job, or a new geographic area, including
an international assignment.
Employee perceptions of injustice are often rooted in misunderstanding or ignorance of
company policies that could be resolved with increased communication.
In using information about competitors to structure job offers, which of the following
statements is not useful as a general guideline?
A. It makes a difference who the competitors are.
B. Competitive offers should always be matched to ensure acceptance.
C. Analysis of competitive advertisements should be performed in order to have the
“market information” needed to prepare effective job offers.
D. Trade associations should be consulted for competitive information whenever
possible.
Which of the following are important components of ensuring sufficient quality in an
internal recruiting system:
A. internal job posting systems
B. regular performance appraisals of all employees
C. systematic review of the employee value proposition
D. all of these
What is the main reason for taking a realistic job preview approach to developing a job
communication message?
A. The approach aids applicants in self-selecting out of the organization.
B. The method enhances AA compliance.
C. The approach results in lower advertising costs.
D. The approach presents potential job applicants with the most attractive description of
the job attributes.
The most widely used test of general mental ability for selection decisions is the
______.
A. MMPI
B. Myers-Briggs
C. Wonderlic Personnel Test
D. Job Characteristics Inventory
Research on application blanks has suggested that the most common questions that are
misinterpreted include __________.
A. previous employers
B. reasons for leaving previous jobs
C. previous positions held
D. all of these are true
Which of the following is true regarding H-1B visas?
A. Employers may apply for permanent H-1B visas for foreign workers.
B. There is a cap of 50,000 workers per year who can obtain such visas.
C. H-1B visa holders may not change jobs as soon as their employer files an approval
petition and they are restricted to their current geographic area.
D. None of these
While information from internal selection can be better because multiple point of view
can be combined, there are concerns that ______________.
A. bribery for promotions is widespread
B. impression management and politics can play a role in who gets promoted
C. internal candidates with poor technical skills are likely to be promoted
D. instincts and intuition are not given enough weight
A lattice mobility path is __________.
A. characterized by upward, lateral, and downward movement
B. found mostly within the external recruitment process
C. used in conjunction with union contracts
D. concerned with management level recruitment only
Organizations have become interested in alternative mobility paths because
_______________.
A. they are extremely easy to administer
B. they allow employees to specialize in technical work or management work and
advance within either
C. they promote healthy competition to obtain rewards
D. unions find them more acceptable
Which of the following are common sources of résumé fraud?
A. inflated titles
B. inflated education or “purchased” degrees
C. inaccurate dates to cover up job hopping or unemployment
D. all of these
Markov analysis is a technique for ___________.
A. job analysis
B. availability forecasting
C. HR requirement forecasting
D. seniority estimation
A _____ contract provides certainty to both the new hire and the organization regarding
the length of the employment relationship.
A. variable premium
B. fixed annuity
C. fixed-term
D. latent variable
An internal placement policy should include which of the following elements to
increase perceptions of procedural justice?
A. Minimal communication to avoid getting employee hopes up.
B. Clearly stated policies and procedures and objective criteria.
C. Heavy use of personal relationships as part of the organization’s communication and
hiring process, to facilitate networking.
D. It is unclear that there is much of anything an organization can do to increase
perceived justice.
Which of the following is NOT shown by an ideal task statement?
A. what the employee does
B. to whom or what the employee does what he or she does
C. what is produced
D. how each behavior is rewarded
Which of the following levels of statistical significance would provide the most
confidence that a sample correlation coefficient would not be interpreted as having a
relationship in the population, when, in fact, there is no such relationship?
A. .10
B. .50
C. .01
D. .05
Number of positions filled and job performance are examples of __________ staffing
metrics.
A. cost
B. timeliness
C. outcomes
D. reactions
Human resource planning activities most directly involve ______.
A. assessing external environmental factors
B. forecasting labor requirements and availabilities
C. generating technological replacements for labor
D. all of these
Applicants typically prefer recruiters who are _________________.
A. well-informed about the job
B. in an HR-related function
C. the same gender
D. brusque
The Americans with Disabilities Act does not cover individuals with psychiatric
disorders, such as depression or schizophrenia.
What is the relationship between orientation and socialization activities?
A. orientation covers job content, socialization covers social content.
B. orientation is usually a small group activity, socialization is one on one.
C. orientation is typically an immediate activity for new hires, which overlaps with
more long-term socialization.
D. orientation is formal, socialization is informal.
Which of the following is true regarding genetic screening?
A. It helps to screen out people who will perform poorly on the job.
B. It is used widely by companies in the U.S.
C. It helps to screen out people who are susceptible to certain diseases.
D. A recent court decision has ruled that it is allowable under the Americans with
Disabilities Act.
Employers need to keep track of which of the following for adverse impact
calculations?
A. demographic profiles of all who visit organizational websites
B. all expressions of interest submitted through the internet
C. only applications backed up by paper files
D. none of these
A job description is best defined as ______.
A. the organization’s framework for AA compliance
B. the organization’s indicator of tasks, duties, and responsibilities required for each job
C. the organizations principle job training tool
D. the organization’s performance appraisal instrument