1. An unstructured interview differs from a structured interview in that an unstructured interview _____.

A) allows an interviewer to use open-ended questions

B) tends to increase reliability and accuracy

C) is not susceptible to the personal biases of the interviewer

D) allows systematic coverage of all questions deemed necessary by the organization

E) allows the interviewer to use projective techniques

2. Test _____ refers to the extent to which a test predicts a specific criterion.

A) refutability

B) consistency

C) reliability

D) reproducibility

E) validity

3. Which of the following tests measure how well an applicant can do a sample of the work that is to be performed?

A) Psychomotor tests

B) Reliability tests

C) Aptitude tests

D) Proficiency tests

E) Job knowledge tests

4. Which of the following is a disadvantage of using internal sources for recruitment?

A) Attracting and contracting employees is more difficult.

B) Adjustment time is longer.

C) Job candidate will be unaware about the company policies and culture.

D) Return on investment that an organization has on its present workforce is decreased.

E) Inbreeding can stifle new ideas and innovation.

5. The Peter Principle states that in a hierarchy such as a modern organization, _____.

A) individuals tend to rise to their levels of incompetence

B) all people have the right to work and advance on the bases of merit and ability

C) the amount of recruitment depends on the forecasted human resource needs

D) the use of temporary help is independent of economic conditions

E) individuals with disabilities should get increased access to jobs

6. Given the current trend of downsizing, some human resource departments now maintain a _____ chart for each employee.

A) remuneration

B) skill

C) productivity

D) replacement

E) training

7. What is the significance of a skills inventory?

A) It contains basic information about each employee of an organization.

B) It identifies the tasks and duties required in a particular job.

C) It matches the supply of people in the job market with the current job openings.

D) It is largely made on the basis of intuition.

E) It contains the list of candidates who would be qualified to replace a particular person.

8. Which of the following is a characteristic of job description?

A) It identifies the skills necessary for better job performance.

B) It identifies the abilities of prospective employees.

C) Its accuracy can help or hinder recruiters in their efforts to attract qualified applicants.

D) It can be used to consolidate information about the companys human resources.

E) It can be used to identify the qualifications of an employee.

9. Which of the following functions of management includes securing and developing people to perform the jobs created by the organizing function?

A) Staffing

B) Positioning

C) Controlling

D) Organizing

E) Forecasting

10. Human resource forecasting is defined as the process that _____.

A) attempts to determine the future human resource needs of an organization in light of its objectives

B) consolidates information about an organizations current human resources

C) assesses the current quantity and quality of an organizations human resources

D) shortlists candidates who qualify in the preliminary aptitude test

E) outlines specific goals and timetables remedying past discriminatory actions