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It is permissible to use terms or phrases that express a preference for older workers,
such as "over age 60," "retirees," or 'supplement your pension" in employment
advertising.
An organization may not require medical exams of an applicant, nor make a job offer,
conditional, pending the results of a medical exam.
According to the Supreme Court, an ADA related-reassignment request must prevail
over an organization's seniority system.
Multiple regression will be more precise than unit weighting if there is a small number
of predictors, low correlations between predictors, and a large sample.
Upon acceptance, a formal job offer in which consideration is provided to employees
becomes a contract.
Once a staffing process has been mapped out, the next step is to check for deviations
from the system.
Core activities for HR include legal compliance, planning, and job analysis.
A professional employer organization (PEO) is like a temporary help agency, but
provides a wider range of HR services and has a longer-term relationship with clients.
Hiring bonuses tend to enhance employee performance motivation.
A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of
the job.
Economic costs associated with voluntary turnover include accrued paid time off and
temporary coverage.
Both private and public employers have a legal mandate to test applicants only for
KSAOs that are directly job related.
Research suggests that employees really don't care if mobility policies are well-spelled
out, because they only care if they personally get promoted.
Court cases suggest that permatemps (employees from a staffing agency who have been
with the employer for extended period of time) are still exclusively considered
employees of the staffing agency.
Research has found that level of education is moderately related to job performance.
Human capital refers to the knowledge, skill, and ability of people and their motivation
to use them successfully on the job.
Substantive assessment methods are used to reduce the applicant pool to candidates.
The process of ensuring that all test takers receive the same tests in the same context, as
a way to eliminate extraneous influences on test performance is called
_____________________.
A. standardization
B. optimization
C. rationalization
D. inflation
A significance level of p < 0.05 in a validity study means __________.
A. that there are fewer than 5 chances in 100 of concluding there is a relationship in the
population of job applicants, when in fact, there is not
B. that there are 5 chances in 100 of concluding that there is not a relationship in the
population of job applicants, when in fact, there is
C. that the practical significance of the observed relationship is very low
D. that there are fewer than 5 chances in 100 that a predictor has adverse impact
Population-based HRP consists of __________.
A. organizational responses to sudden changes in the environment
B. planning focused on a specific employee group
C. planning that is part of the organization's strategic planning process
D. planning based on best practices of competitors
An ASP or SaaS provider offers which of the following services?
A. techniques to prevent managers from accessing HR data
B. hardware and software for running HR systems
C. paper-based forms and data for the organization
D. all of these
The process of acquiring, deploying, and retaining a workforce of sufficient quantity
and quality to create positive impacts on the organization's effectiveness is called
_________.
A. staffing
B. recruitment
C. selection
D. placement
Which of these activities is most directly associated with the employment phase of the
staffing process?
A. screening job applications
B. deciding on finalists for a job
C. advertising a job opening
D. evaluating the results of a job aptitude test
To increase the cost of leaving, employers _____.
A. reduce headcount
B. provide deferred compensation
C. increase workloads
D. provide free stock to employees
The most common person to be contacted in a reference check is the applicant's
___________.
A. former coworkers
B. HR department at his/her former employer
C. former supervisor
D. friends
Which of the following assessment methods does not have at least moderately high
validity?
A. assessment centers
B. job knowledge tests
C. seniority
D. work experience
The delivery of newcomer socialization should be the responsibility of ___________.
A. his/her supervisor
B. a mentor or sponsor
C. the HR department
D. all of these
Which of the following factors leading to turnover cannot usually be addressed by the
organization?
A. Poor social environment at work
B. Low levels of job satisfaction
C. Employee shocks
D. All of these can be addressed by organizational policy
Under a closed internal recruitment system, which of the following is not likely to
occur?
A. speed of decisions is faster than with open systems
B. contacted employees are immediately given preference under such a system
C. managers have less influence over the ultimate decision
D. overall effectiveness of the system in identifying qualified applicants will drop
Economic separation costs associated with voluntary turnover include _________.
A. hiring inducements
B. rehiring costs
C. manager's time
D. more than one of these
Which of the following statements regarding the development of recruiting strategies is
false?
A. recruiting information coming from employees is seen as especially credible
B. the most effective messages also allow employees to find more information and
customize their experience
C. recruiting advertisements in publications with large circulations will usually be more
expensive
D. organizations need to be careful about over-promoting their brand because repetition
of a message tends to decrease its persuasive appeal
The _________ approach means that an applicant must earn a passing score on each
predictor before advancing in the selection process.
A. multiple hurdles
B. Markov process
C. compensatory model
D. none of these
When using job analysis to comply with the ADA, which of the following is considered
most helpful by the EEOC?
A. Focusing on the way the work is usually done
B. Focusing on the results of a function
C. Focusing on the average qualifications of job holders
D. Focusing on managerial assessments of skill relevance
