31. A successful orientation should explain the organization's structure in a broad sense, clarify what the firm expects in terms of work and behavior, and begin the socialization process.

	a) True
	b) False

32. Talent management is the goal-oriented and integrated process of planning, recruiting, developing, managing, compensating and rewarding employees. Achieving the strategic goals of the company is the underlying purpose.

	a) True
	b) False

33. Hiring highly skilled employees with great potential eliminates the need to provide orientation and training.

	a) True
	b) False

34. Cost leadership means the enterprise aims to become the low-cost leader in an industry, which is Walmart's strategy.

	a) True
	b) False

35. Succession planning is the attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills.

	a) True
	b) False

36. Person-job fit means matching the knowledge, skills, abilities, and competencies (KSACs) that are required for performing the job (based on the job analysis) with the applicant's knowledge, skills, abilities and competencies.

	a) True
	b) False

37. ADEA (Age Discrimination in Employment Act) states it is unlawful to discriminate against employees or applicants who at a minimum age 35 or older.

	a) True
	b) False

38. 70/20/10 reflects training methods that are through experiences on the job 70%, 20% employee exposure to mentoring/coaching and 10% education/formal training.

	a) True
	b) False

39 . Job enrichment means assigning workers additional same-level activities. Job enlargement means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.

	a) True
	b) False

40. The purpose of recruiting is to develop an applicant pool using both internal and external sources. Recruitment should make sense in terms of a firm's strategic plans, but the purpose is not to establish a strategy.

	a) True
	b) False

41. Onboarding's basic background information about the firm and the job is only beneficial for recent graduates and new non-management employees.

	a) True
	b) False

42. Common interviewing mistakes made by interviewers include not knowing the job, attractiveness influence, snap judgment before or early into the interview, focusing on unfavorable information, being under pressure to hire, nonverbal implications and allowing candidate self-promotion to create the impression of competence.

	a) True
	b) False

43. Common interviewing mistakes made by interviewers include not knowing the job, attractiveness influence, snap judgment before or early into the interview, focusing on unfavorable information, being under pressure to hire, nonverbal implications and allowing candidate self-promotion to create the impression of competence.

	a) True
	b) False

44. Many job analysts and employers assert that in today's work environment, job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need.

	a) True
	b) False

45. Under Title VII Civil Rights Act an employer can discriminate based upon race, color, religion, sex, sexual orientation, gender identity or national origin.

	a) True
	b) False

46. Job specification summarizes the personal qualities, traits, skills, and background required for getting the job done. And takes the job description and answers the question "What human traits and experience are required to do this job effectively?"

	a) True
	b) False

47. Workforce planning should be an integral part of a firm's strategic and HR planning processes and is the process of deciding which positions the firm will have to fill and how to fill them-from internal talent or external recruiting.

	a) True
	b) False

48. A job analysis refers to being psychologically involved in, connected to, and committed to getting one's jobs done.

	a) True
	b) False

49. Behavioral based questions focus on the candidate's ability to identify a situation/task they have experienced, share the action(s) they took and the outcome or results of that action based upon their past experiences.

	a) True
	b) False

50. HR audit is an analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR function. It involves reviewing the company's human resource function, usually using a checklist, as well as ensuring that the firm is adhering to regulations, laws, and company policies.

	a) True
	b) False