c.
trial employment period.
d.
aptitude tests.
e.
social networking sites.
48. 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
49. Which of these may include intelligence tests, aptitude and ability test, and personality inventories?
a.
Assessment tests
b.
Probability exams
c.
Employment tests
d.
Development tests
e.
Culture exams
50. Blayne is interviewing for an IT specialist position at a technology firm. His interviewer informs him
that he will ask him a series of standardized questions that are being asked of every applicant
interviewing for the same position. This can best be described as what type of interview?
a.
Nondirective interview
b.
Structured interview
c.
Panel interview
d.
Biographical interview
e.
Situational interview
51. While on a job interview for an administrative position at a university, Alyssa was asked to respond to
simulated memos and emails that are similar to those she would address if she was in that position.
This is an example of a(n) _____.
a.
cognitive ability test
b.
performance review
c.
360 degree feedback test
d.
work sample test
e.
assessment center
52. 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
53. 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.
54. 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
55. 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.
56. ____ 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
57. 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
58. Which of the following performance appraisal methods essentially evaluates employees by pitting
them against one another?
a.
Performance review ranking system
b.
Semantic differential rating scale
c.
Behaviorally anchored rating scale
d.
Unidimensional rating scale
e.
All of these
59. _____ 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
60. 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
61. 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
62. 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
63. 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
64. 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
65. _____ 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
66. Intentionally reducing the company’s workforce to the point where the number of employees is
deemed to be right for the company’s current situation is referred to as _____.
a.
restructuring
b.
rightsizing
c.
supersizing
d.
reengineering
e.
recruiting
67. Which are used to help determine why employees are leaving their jobs?
a.
Termination interviews
b.
Focus groups
c.
Employment tests
d.
Exit interviews
e.
Assessment Centers
68. A(n) ___________ is an arrangement whereby a student exchanges free or low-cost labor for the
opportunity to explore a new field or gain valuable work experience in a particular field.
a.
realistic job preview
d.
job analysis
b.
job assessment
e.
acquisition
c.
internship
69. Which of the following is true of panel interviews?
a.
It is an interview in which the interviewer
allows the applicant to talk freely with
minimal interruption.
d.
It is a formal, one-on-one interview
between an interviewer and the applicant.
b.
It is an interview in which the candidate
meets with several interviewers who take
turns asking questions.
e.
It is an interview in which an interviewer
interviews two or more candidates at the
same time.
c.
It is a series of interviews, each one
conducted by a different person and each
one probing a different aspect of the
candidate.
CASE
Scenario – Gregory Trout
Gregory Trout has just received a memo explaining that because of his department’s success with the
newly developed Trout, Inc., that his request for three new employees has been approved. Gregory
now faces the challenge of working with the areas of human resource management in recruiting,
selecting, training and maintaining effective employees.
1. In recruiting and selecting employees for the new positions, Gregory will apply which human resource
management goal?
a.
Implementing strategies
b.
Managing talent
c.
Maintaining an effective workforce
d.
Finding the right people
e.
Controlling strategies
2. To select high-potential individuals for management positions, what is the best selection device that
Gregory could use?
a.
Interview.
b.
Employment test.
c.
Assessment center.
d.
Job application form.
e.
None of these are essential.
3. When making a performance evaluation, which of the following suggestions would NOT help
Gregory?
a.
Be personally knowledgeable about the employee’s job and performance levels.
b.
Be prepared to tell and sell his view to the employee when necessary.
c.
Give more frequent feedback to newer employees.
d.
All of these suggestions would be helpful.
4. In training employees for the new positions, Gregory will apply which human resource management
goal?
a.
Implementing strategies
b.
Managing talent
c.
Maintaining an effective workforce
d.
Finding the right people
e.
Controlling strategies
COMPLETION
1. The term _____ refers to activities undertaken to attract, develop, and maintain an effective workforce
within an organization.
2. _____ refers to the economic value of the knowledge, experience, skills, and capabilities of
employees.
3. _____ is the hiring or promoting of applicants based on criteria that are not job relevant.
4. A policy requiring employers to take positive steps to guarantee equal employment opportunities for
people within protected groups is known as _____.
5. _____ are people who work for an organization, but not on a permanent or full-time basis.
6. _____ means using computers and telecommunications equipment to perform work from home or
another remote location.
7. With the _____, the organization and the individual attempt to match the needs, interests, and values
that they offer each other.
8. _____ is the forecasting of human resource needs.
9. _____ is defined as “activities or practices that define the characteristics of applicants to whom
selection procedures are ultimately applied.”
10. The systematic process of gathering and interpreting information about essential duties refers to
_____.
11. The _____ outlines the knowledge, skills, education, physical abilities, and other characteristics
needed to adequately perform the job.
12. A recruiting approach that gives applicants all pertinent and realistic information about the job and the
organization is called a(n) _____.
13. A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.
14. In the _____ process, employers attempt to determine the skills, abilities, and other attributes a person
needs to perform a particular job.
15. The _____ is used to collect information about the applicant’s education, previous job experience, and
other background characteristics.
16. A written test, designed to measure a particular attribute such as intelligence or aptitude, is called a(n)
_____.
17. _____ present a series of managerial situations to a group of applicants over a period of time.
18. In _____, an experienced employee is asked to take a new employee “under his or her wing” and show
the newcomer how to perform job duties.
19. A(n) _____ is an in-house training and education facility that offers broad-based learning opportunities
for employees.
20. _____ comprises the steps of observing and assessing employee performance, recording and
assessment, and providing feedback to the employee.
21. A process that uses multiple raters including self-rating, to appraise employee performance and guide
development is called _____.
22. _____ occurs when an employee receives the same rating on all dimensions even if his or her
performance is good on some dimensions and poor on others.
23. The _____ is developed from critical incidents pertaining to job performance. Each job performance
scale is anchored with specific behavioral statements that describe varying degrees of performance.
24. The term _____ refers to (1) all monetary payments and (2) all goods or commodities used in lieu of
money to reward employees.
25. _____ is the process of determining the value of jobs within an organization through an examination of
job content.
26. _____ show what other organizations pay incumbents in jobs that match a sample of “key” jobs
selected by the organization.
27. _____ is incentive pay that ties at least part of compensation to employee effort and performance.
28. A(n) _____ is an interview conducted with departing employees to determine why they are leaving.
SHORT ANSWER
1. What are some innovative approaches that managers can use to recruit the right people?
2. List the three most common types of employment tests that organizations may use to select employees.
3. List the most frequently used selection devices.
4. List the four steps in attracting an effective workforce.
ESSAY
1. What are the three primary goals of human resource management (HRM)?
2. Define discrimination and affirmative action.
3. Describe the concept of changing social contract by differentiating between the new and the old
contract.
4. Explain the purpose of the selection process and identify four of the most frequently used selection
devices.
5. Name and briefly describe four approaches to training and development.
6. Explain the appraisal process known as “360-degree feedback.”
7. Describe how to maintain an effective workforce.