An employee’s perceived desirability of movement can depend on reasons that have
little or nothing to do with the job.
One guideline for increasing job satisfaction and retention is to ensure that fairness and
justice exist in the workplace.
In using performance appraisals to predict the performance of an individual being
considered for promotion from a junior to a senior level position, it would be
appropriate to use the results of performance appraisals for a junior-level technical
position to make a selection decision concerning a promotion to a senior level
managerial position.
When assessing the quality of tests to be purchased, the only considerations to attend to
are the qualifications of the firm and the standardization of procedures.
The burden of proof is on employers to defend BFOQ claims.
A recruitment guide is an informal set of principles suggesting, but not proscribing, how
recruiting might proceed.
Executive search firms are usually extremely expensive.
Developing effective policies and procedures requires clearly delineating the
overarching HR strategy.
A general rule of thumb is that if the ratio of incumbency percentage for a group to their
availability is less than 80%, the organization should establish a placement goal to
increase minority representation.
A measure with a coefficient alpha of .55 should generally be regarding as having
adequate reliability.
Employees who have a high intention to quit necessarily end up quitting their jobs.
The Position Analysis Questionnaire measures extrinsic rewards such as pay,
recognition, and promotional opportunities.
Manager judgment is an ideal method for forecasting workforce availabilities for
companies with large numbers of employees in many job categories.
Alternative mobility paths tend to be very difficult to administer.
Many organizations are reluctant to give out detailed reference information regarding
their former employees because they are afraid of being sued.
The term essential functions refers to the fundamental job duties of the employment
position the individual with a disability holds or desires.
The Federal Glass Ceiling Commission study found that although men and women
were nearly equally eager to move into management, women were much less optimistic
about their chances of being promoted.
Staffing the organization requires attention to both the quantity and quality of people
brought into, moved within, and retained by the organization.
The direct approach to recruiting, by contacting applicants through phone or personal
e-mail, has higher levels of credibility and richness.
Which of the following makes involuntary turnover potentially more costly than a
similar level of voluntary turnover?
A. Accrued paid time off
B. Possibility of a lawsuit
C. Staffing costs for a new hire
D. Formal training
A _____________ staffing strategy is when organizations decide to go to locations
where there are ample labor supplies.
A. transfer system
B. relocate system
C. factional system
D. extrinsic system
What are the most useful personality traits, in order, for selection contexts?
A. Conscientiousness, emotional stability, extraversion
B. Emotional stability, conscientiousness, openness to experience
C. Agreeableness, openness to experience, extraversion
D. Extraversion, conscientiousness, emotional stability
Which of the following is true regarding biodata and background tests?
A. Background information is obtained through interviews and conversations with
references.
B. They are two different names for the same thing.
C. Only background tests look into an applicant’s past.
D. Biodata is used primarily when screening applicants for positions in which integrity
and emotional adjustment are necessary.
The proper test to determine that a given sample correlation is statistically significant as
an estimate of a correlation in a population is the __________.
A. z score
B. standard deviation
C. squared correlation coefficient
D. the t test
Which of the following statements is(are) not an important step in staffing process
evaluations?
A. Mapping out the intended process.
B. Identifying deviations from the intended process.
C. The norm is for organizations to conduct validation studies.
D. Correction actions should be planned to eliminate deviations.
Most initial assessment methods have _________ validity.
A. moderate to low
B. high to very high
C. moderately high to high
D. moderate
Research on the use of selection and experience as internal selection methods indicates
that ____________.
A. seniority is a more valid method of internal selection than experience
B. seniority is better suited to predict short-term rather than long-term potential
C. experience is less likely to be content valid if the past or present jobs are similar to
the future job
D. experience is unlikely to remedy initial performance difficulties of low ability
employees
Which of the following is a source of error or bias in unstructured interviews?
A. Low reliability between interviewers.
B. Nonverbal cues from interviewees influence interview ratings.
C. Primacy effects.
D. All of these are true.
To have a high probability of being acceptable in the eyes of the Supreme Court, an
organization’s AAP should __________.
A. not necessarily interfere with the job status of non-minority and male employees
B. concentrate on future, rather than past discrimination
C. not focus on underutilization
D. be a permanent feature of organizational structure
The first strategy for improving employee retention is to ______________.
A. redesign employee jobs
B. increase pay
C. improve job satisfaction
D. none of these
For succession planning to work, organizations must also have ______.
A. historical data on product demand
B. training and development systems in place
C. reimbursable expenditure accounts
D. none of these
Applicant flow statistics require the calculation of _________.
A. selection rates for the groups under analysis
B. interview rates for the groups under analysis
C. rejection rates for the groups under analysis
D. range scores for the groups under analysis
Recommendations for the effective design and use of a performance appraisal or
management system include _____________.
A. evaluations should be in writing
B. the employee should receive timely feedback about the evaluation and an
explanation for any outcome decision
C. there should be agreement among different raters in their evaluation of the
employee’s performance
D. all of these
Which of the following is the law that governs the collection of background check
information for employment purposes?
A. Americans with Disadvantaged Access Act
B. Fair Credit Reporting Act
C. Personnel Reporting Statue of 1977
D. National Labor Rights Act