Archives: Quiz

A core workforce is an excellent technique for acquiring new technical and administrative knowledge. Orientation should focus on the person/job match exclusively. Answer: FALSE Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it […]

Contingent assessment methods are always used in the selection process. Scored evaluations of unweighted application blanks are good predictors of job performance. Answer: FALSE Asking different questions of job applicants during comparisons of interview ratings between these same job applicants […]

The use of short-term incentive pay, like commissions or production bonuses, is common among private sector organizations. A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units. Answer: TRUE The strategic approach to job […]

It is unlawful to discriminate in hiring, firing, compensation, or classification of employees on the basis of race, color, religion, sex, or national origin. Succession planning precedes replacement planning. Answer: FALSE Some state laws prohibit discrimination on the basis of […]

Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used. A correlation coefficient of 1.0 between variables X and Y indicates that there […]

There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination. If an attribute of job performance is “planning and setting work priorities,” and the raters fail to rate people on that dimension during their performance appraisal, then […]

Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job. It is desirable that the denominator of a selection ratio be small. Answer: FALSE Downsizing turnover is a reflection of a staffing level […]

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. Answer: TRUE The initial stage in the staffing system components […]

The multiple hurdles method of setting a passing score for a job predictor would be a cost efficient method for making decisions about hiring. Tasks should be constructed using broadly applicable verbs, such as ‘supports,” “assists,” and “handles.” Answer: FALSE […]

The employer-employee relationship is the most prevalent type of employment relationship. Targeted recruiting is a poor choice for diversity-conscious firms. Answer: FALSE The assessment of concurrent validity is more convenient and more efficient than the assessment of predictive validity. Answer: […]

The process of criterion-related validation begins with the identification of criterion measures. Applicants have a strong preference for recruiters who are the same gender and race as they are. Answer: FALSE There are several positive, functional outcomes of employee turnover. […]

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 […]

Staffing objectives are derived from identified gaps between requirements and availabilities. In plan-based HR planning, the organization’s representatives set up a system that is integrally related to the organization’s strategic planning process. Answer: TRUE Negligent hiring claims are made when […]

Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs. Although it might seem like a good idea on first blush, offering different employees idiosyncratic deals doesn’t seem […]

The first step in developing a selection plan is to list relevant KSAOs associated with a job. There are no cases in which a predictor has high validity and high adverse impact. Answer: FALSE In the absence of a discriminatory […]

The “one year rule” ensures that oral agreements for time intervals greater than one year are legally enforceable. Agencies that enforce staffing laws typically do not rely on written documents to perform their functions. Answer: FALSE When developing measures, it […]

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. Answer: FALSE While correlation […]

If an employment discrimination case involves an organization’s defense of its selection procedures, the UGESP require the conduct of job analysis. Assessment centers tend to generate positive reactions from participants. Answer: TRUE Employers are required to post notices to all […]

The EEOC’s preferred method of settlement for employment discrimination claims is a lawsuit. Evidence suggests that demographically diverse teams are far more effective than homogeneous teams. Answer: FALSE There is little controversy over the use of personality measures in personnel […]

Internal temporary employees require more orientation to the organization than would external hires. Employers may refuse to hire an individual who poses a direct threat to him/herself or the health and safety of others. Answer: TRUE Most organizations with a […]

Exit interviews should be conducted by exiting employee’s immediate supervisor whenever possible. Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs. Answer: TRUE A prison […]

Some organizations have begun to screen out those who smoke tobacco. In human resources planning, a comparison is made between labor force requirements and labor availability. Answer: TRUE A recent comprehensive examination of retention initiative effectiveness found that the most […]

Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs. An organization’s core workforce is composed of workers who are used on an as-needed, just-in-time basis. Answer: FALSE Acquisition activities involve external […]

Planning based on a specific group of employees, such as faculty in specialized areas of a university or nursing employees, is called population-based HRP. Team-based work has increased the need for flexibility, and requires a different approach to job analysis […]

If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a “role play” type interview simulation. The most appropriate measure of central tendency for […]

It is best to ask for proof of employment eligibility prior to making a job offer. Calculation of the test-retest reliability of scores between time periods is done for objective measures, not subjective measures. Answer: TRUE The law is relatively […]

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker. The law suggests that unless the organization is under a formal AAP, protected characteristics should not be considered in selection decision making. Answer: […]

Long term options for dealing with an employee shortage include hires, transfers into the position, retraining workers, or transferring the work out of the firm. In disparate treatment cases, the employee attempts to demonstrate that the defendant’s stated reasons for […]

One potential benefit of employee discharges is the development of improved performance management and disciplinary skills. The Age Discrimination in Employment Act covers individuals over the age of 40. Answer: TRUE One way to improve employee socialization outcomes is to […]

A study of HR departments in large organizations found that the focus on recruitment and selection activities had decreased significantly over the past several years. Performance management systems enable organizations to ensure that an initial person/job match yields an effectively […]

Providing feedback to employees if they are not selected in a job posting system is a bad idea because it will just discourage them from responding in the future. Applicant flow statistics require the calculation of selection rates for groups […]

The person/job match model says that jobs are characterized by their level of qualifications and motivation. Performance management systems are used primarily to detect individuals whose performance is unsatisfactory and should be terminated. Answer: FALSE The Big Five personality test […]

Career development centers are a low cost way to increase employee interest in internal career paths. In organizations where technology and globalization have caused jobs to change at a rapid pace, person/organization match is more important than person/job match. Answer: […]

In recent years, a number of organizations have worked to develop standardized benchmarks for judging the effectiveness of staffing processes across organizations. Cost should not be used to guide the choice of initial assessment methods. Answer: FALSE Measures of engagement […]

Competitive advantage is the ability of one company to outperform another because its managers are able to create more value from the resources at their disposal. All stakeholder groups are equally important for an organization. Answer: FALSE A divisional structure […]

The “glass ceiling” refers to the prevalence of policies and procedures that have resulted in reverse discrimination. Standardization will probably decrease applicants’ perceptions of procedural fairness of a staffing system. Answer: FALSE The Meyers-Briggs Type Inventory (MBTI) is an example […]

Seniority-based systems may need to be eliminated as a means of reducing the prevalence of glass ceiling effects. Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam. […]

Developing competitive advantage increases an organization’s ability to obtain scarce resources. Ego-defensiveness is a cognitive bias that leads managers to interpret events in such a way that their actions appear in the most favorable light. Answer: TRUE The technical approach […]

Exploration is a more radical learning strategy than exploitation. Specialist organizations concentrate their competences and skills to compete for resources in a single niche. Answer: TRUE Cartels and collusion increase the stability and richness of an organization’s environment and reduce […]

An interlocking directorate is a linkage that results when a director from one company sits on the board of another company. Continuous-process technology is associated with the tallest hierarchy of authority. Answer: TRUE The plant equipment possessed by a company […]

Typically, the manufacturing function in an organization uses an organic structure and decentralized decision-making. Both collusions and cartels are illegal in the United States. Answer: TRUE The strategy of related diversification involves an organization entering a new domain in which […]

Servicing the needs of new kinds of customer groups and tailoring products to suit them are relatively simple in a functional structure. In a bureaucratic organization, individuals can be held accountable for what they do, and such accountability reduces the […]

In terms of Thompson’s model of technology, the move from reciprocal to sequential to pooled task interdependence between people or subunits increases the degree to which the actions of one subunit directly affect the actions of others. The critical path […]

The rational model of decision-making ignores the ambiguity, uncertainty, and chaos that is typically involved in decision-making. Formation of organization results in increased transaction costs. Answer: FALSE Multidivisional structures tend to be the tallest of all organizational structures. Answer: TRUE […]

A functional structure has greater vertical and horizontal differentiation than a divisional structure and employs more complex integrating mechanisms. The term “organizational inertia” refers to the tendency of an organization to increase the level of production in order to take […]

Mediating technology at the organizational level is also found in organizations that use franchise arrangements to organize their businesses. Team building does not focus on what the group is trying to achieve. Answer: TRUE A flexible work team is self-managed. […]

Attitudinal structuring is a process of restructuring an organization so as to remove the cause of conflict among subunits. Organizational isomorphism is the process by which organizations in a population become more alike or similar. Answer: TRUE To manage the […]

The current price of a non-dividend paying stock is $30. Use a two-step tree to value a European call option on the stock with a strike price of $32 that expires in 6 months. Each step is 3 months, the […]

When LIBOR is used as the discount rate: A. The value of a swap is worth zero immediately after a payment date B. The value of a swap is worth zero immediately before a payment date C. The value of […]

Which of the following is NOT true? A. A volatility surface provides more information than a single volatility smile B. A volatility surface is used to determine the implied volatility of an option that does not trade actively C. A […]