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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.
The initial stage in the staffing system components model is recruitment.
One guideline for effective staffing practice is that all predictors should be routinely
subjected to content validation.
Utility analysis models do not take factors like EEO/AA concerns into account.
Unequal access to development experiences and internal selection systems have both
contributed to the glass ceiling.
The work setting, attire, environmental conditions, and job hazards are associated with
a job's "context."
Quantity or quality labor shortages can mean lost business opportunities, scaled-back
expansion plans, an inability to provide critical consumer goods and services, and even
threats to organizational survival.
A job posting may be announced through a bulletin board, newsletter, e-mail, or
intranet.
There are few tools to facilitate the electronic processing of employee satisfaction
surveys, so paper and pencil measures are usually preferable.
Internal selection is virtually identical to external selection both in terms of the
applicability of the logic of the prediction principle, and in terms of the relevance of
data about past job experiences.
It is typically not possible to use techniques like split-samples analysis or longitudinal
analysis to evaluate the effectiveness of established processes.
The usefulness of a predictor is determined by the value it adds to the prediction of job
success above and beyond the forecasting powers of other available predictors.
Electronic recruiting may lead to adverse impact because certain demographic groups
are less likely to own and regularly use computers.
Claims of disparate impact focus on the effect of employment practices, rather than on
the motive or intent underlying them.
Outsourcing is a more drastic step than using independent contractors or temporary
employees.
Level of education requirements have little adverse impact against minority applicants.
If tasks/dimensions are not weighted formally, then _________.
A. the job description has no value
B. AA non-compliance will result
C. all tasks/dimensions are assessed as equally important by default
D. pay scales cannot be developed
As organization size increases, the likelihood that there will be a highly centralized HR
department __________.
A. increases
B. decreases
C. stays about the same
D. none of these
Increasingly, organizations are emphasizing __________ as a key indicator of staffing
effectiveness because vacancies can mean loss of revenue.
A. yield ratios
B. employee satisfaction surveys
C. staffing-to-employee ratios
D. time to fill
Which of the following statements regarding talent management systems is(are) true?
A. talent management systems are maintained by the employee
B. talent management systems simplify record keeping
C. talent management systems reduce the need for supervisory judgment in promotion
decisions
D. talent management systems require a user-friendly data base for effective use
Which of the following is an advantage of using an external recruiting agency?
A. it ensures consistency from opening to closing
B. it is useful for companies too small to have dedicated recruiters
C. it is very inexpensive
D. all of these
Which of the following is an example of a major employee offense?
A. sabotage
B. theft
C. drug/alcohol abuse at work
D. all of these
Which of the following is a good definition of a job family?
A. A grouping of elements to form an identifiable work activity that is a logical and
necessary step in the performance of a job
B. A grouping of jobs, usually according to function
C. A grouping of jobs according to generic job title or occupation
D. A grouping of positions that are similar in their tasks and task dimension
The problem with using _____ for hiring purposes is that only very poor applicants
cannot obtain these, and the format is unstandardized.
A. certifications
B. biodata forms
C. letters of recommendation
D. MBAs
The process of determining reconciliation and gaps tells managers ______.
A. how many employees will be needed for jobs in the coming period
B. why employees are leaving the organization
C. which activities should be performed to place new employees in appropriate
positions
D. when employees are most likely to quit
Regarding employment contracts, _________.
A. both written and oral contracts are enforceable
B. employment-at-will is defined under set-term contracts
C. most employees have a contractual right to be discharged only for cause
D. all of these are correct
Exit interviews can be used to explain _________ to departing employees.
A. rehiring rights
B. benefits
C. confidentiality agreements
D. all of these
The most commonly negotiated element of a job offer is ____.
A. severance packages
B. educational assistance
C. salary
D. paid time off
The staffing system components model says that the phases of the staffing process
occur in which order after the initial interaction between the applicant and the
organization?
A. selection, recruitment, employment
B. recruitment, selection, employment
C. recruitment, employment, selection
D. employment, recruitment, selection
A limitation of observation as a means of gathering job information would be
_______________.
A. access to job context
B. short job cycle
C. access to KSAOs
D. mental processes are difficult to measure
This personality trait is associated with more helping behaviors, teamwork, and
difficulty in coping with conflicts.
A. Neuroticism
B. Extraversion
C. Agreeableness
D. Conscientiousness
E. Openness to experience
Terms and conditions that the organization states the employee is entitled to upon
departure from the organization constitute __________.
A. pay rates
B. health benefits
C. severance packages
D. life insurance
Which of the following is a challenge to traditional methods of job design?
A. Jobs which evolve in response to technology
B. A need for flexible job assignments in start-up business units
C. Team-based work processes
D. All of these
A manager has gathered data on staffing levels over time, and then predicts future
requirements based on the pattern of demand, taking seasonal variations in demand into
account. This equation is used to predict future staffing levels. This is an example of
______________.
A. regression analysis
B. ratio analysis
C. trend analysis
D. Markov analysis
Interest inventories are designed to improve person job match by assessing applicant
preferences for different types of work. Research suggests that these inventories _____.
A. are about as predictive of job performance as ability tests
B. are more predictive of job performance than ability tests
C. are not strongly predictive of job performance
D. are prohibited by law
What are the most important factors in applicant attraction and job choice?
A. website design
B. work and organization characteristics
C. recruiter characteristics
D. recruitment processes
Research suggests __________ realistic job previews lead to reduce turnover most?
A. verbal
B. videotaped
C. written
D. computerized
The type of selection methods which are used to narrow down a list of finalists to those
who will receive job offers is called _________ methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
