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Interest inventories tend to be more tied to the occupation, rather than the organization
or the job.
Examples of job-specific KSAOs include flexibility and adaptability, ability to learn,
written and oral communication skills, and algebra/statistics skills.
While correlation is valuable as an indicator of the degree of association between
variables, it is generally not used as a tool for prediction.
Postexit surveys should ask be mailed quite some time after the employee's last day of
work so the individual has sufficient time to reflect on his or her experiences.
Organizations need to take diversity into account because the workforce has become
more diverse.
Research has shown that the best performers are least likely to quit when an
organization either rewards performance with higher compensation or widely
communicates its compensation practices; doing both adds little to these independent
effects.
When forced to choose between addressing short-term labor shortages or identifying
talent for the long term, most organizations focus on developing the long-term
concerns.
Staffing practices that may seem unfair, outrageous, or of dubious value to the
employer, but that do not cause adverse impact, are legal.
The job rewards approaches focuses on identifying a set of characteristics that reflects
the rewards the organization realizes by having individuals perform a specific set of
tasks.
A flexible workforce can bring in new technical and administrative knowledge that isn't
available from the core workforce.
Employment laws and regulations exist, in part, to reduce or limit the employer's power
in the employment relationship.
Employers are allowed to take actions like terminating or demoting members of the
uniformed services if they have to serve for an extended period of time overseas.
Interviews and surveys of current employees on job rewards, no matter how
comprehensive, miss several relevant groups of individuals.
Most managers report that talent management systems have greatly simplified their
work lives.
No-layoff policies cannot be implemented effectively by organizations.
One advantage to centralized recruitment is that recruitment efforts may be undertaken
in a more timely manner.
The consistency of measurement of an attribute refers to its validity.
A substantive assessment method often used in the selection of production workers and
staff technicians is the assessment center.
The smallest unit into which work can be divided without analyzing separate motions,
movements, and mental processes is called an element.
The essence of a BFOQ is that __________.
A. it is always illegal
B. it reduces discrimination
C. it justifies discrimination based on reasonable necessity of the job
D. it prohibits selection through use of a protected characteristic (e.g., gender)
Long-term variable pay plans provide employees ownership opportunities as the value
of the organization increases are applicable only in the _____.
A. public sector
B. private sector
C. technology sector
D. none of these
Which of the following is not a part of normal progressive discipline?
A. Give employees notice of the rules of conduct
B. Provide employees with alternative employment if performance problems persist
C. Allow for full investigation of alleged employee misconduct
D. Give employees the right to appeal a decision
The principal assumption behind the use of biodata is the axiom, _________.
A. The best predictor of future behavior is motivation level
B. The best predictor of future behavior is KSAOs
C. The best predictor of future behavior is education level
D. The best predictor of future behavior is past behavior
Which of the following are advantages of external staffing?
A. bringing in employees with new KSAOs
B. quick method to identify job applicants
C. it's less expensive than internal staffing
D. all of these
OFCCP suggested actions for the recruitment process include ______________.
A. encourage white male employees to refer job applicants
B. carefully select and train all personnel included in staffing
C. eliminate the use of job descriptions
D. none of these
For _______, it is better to keep staffing functions within the organization, rather than
outsourcing.
A. small organizations
B. organizations with continual hiring needs
C. firm-specific human capital
D. general human capital
The larger the correlation coefficient, __________.
A. the greater its practical significance
B. the smaller its practical significance
C. the larger its range
D. the smaller its statistical significance
An important advantage of peer assessments is ___________.
A. lower probability of bias in the assessment
B. greater clarity in the criteria for assessment
C. enhanced employee morale through the fostering of a competitive spirit
D. greater knowledge of the applicants' KSAOs
Evidence from a number of different studies in work organizations has shown that
idiosyncratic deals are associated with what outcomes?
A. resentment from co-workers who have different arrangements
B. higher levels of satisfaction, commitment, and engagement
C. exceptionally high labor costs
D. all of these
Job postings are effective internal recruitment tools because they _________.
A. resemble and support external messages
B. are efficient in matching employees to organizational needs
C. reduce record keeping
D. are far easier to prepare than external messages
An organization which is committed to shattering the "glass ceiling" should
____________.
A. decrease its use of selection plans
B. emphasize the use of traditional assessment methods
C. pay attention to the types of KSAOs needed for advancement
D. undertake programs to raise employees' awareness of general career issues
One of the key customers of the staffing system is __________.
A. the CEO
B. job applicants
C. society
D. the industry in which the company operates
What is the legal status of video resumes and social networking recruiting?
A. they are considered a very low risk recruiting tool
B. they can lead to lawsuits related to "lookism"
C. they have been banned outright in most states
D. they reveal protected class characteristics that may form the basis of a lawsuit
Contamination error _________.
A. is easy to minimize and control
B. is the same as deficiency error
C. represents unwanted sources of influence on a measure
D. shows a lack of an acceptable coefficient alpha
Which method of recruiting is most effective for tight labor markets and highly valued
jobs?
A. realistic
B. targeted
C. considerate
D. branded
Disparate treatment focuses on _________.
A. allegations and evidence about the effects of discriminatory actions
B. allegations and evidence about intentions to discriminate
C. adverse impact
D. quotas
Which of the following items is a major principle pertaining to selection under the
Americans with Disabilities Act?
A. It is unlawful to screen out individuals with disabilities unless the procedure is
consistent with a business necessity
B. It is unlawful to screen out individuals with disabilities for any reason
C. It is unlawful for employers to require employees to physical agility tests in a
selection context
D. The employer can retain the right to refuse to hire individuals with disabilities if
customers have a strong preference for not encountering disabled staff
When using ____________, finalists are banded together into rank-ordered categories.
A. ranking
B. random selection
C. clinical prediction
D. grouping
