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Questions:

Human resources create value for the firm by:

1. Engaging in activities that produce needed employee behaviors
2. Measuring employee behaviors
3. Measuring outcomes of employee behaviors
4. Utilizing an HR Scorecard

Selecting the right employee is important to a firm and its managers because:

1. A manager's performance depends upon that of subordinates
2. Hiring and recruiting is costly
3. Incompetent hiring has legal implications
4. All of the above

A test yields consistent scores when a person takes two alternate versions of the same test.

1. Reliable
2. Criterion
3. Predictive
4. Valid

A test's is a measure of its reliability.

1. Predictor
2. Criterion validity
3. Internal consistency
4. Correlation analysis

A test's shows it measures what it is supposed to measure.

1. Validity
2. Criteria
3. Reliability
4. Predictor

When performance on a test is an accurate predictor of performance on the job, this is evidence of the test's:

1. Validity
2. Consistency
3. Reliability
4. None of the above

The first step in validating a selection test is to:

1. Select a psychologist
2. Choose the tests
3. Analyze the job
4. Administer the test to several employees

A(n) shows the relationship between test scores and job performance.

1. Selection test
2. Expectancy chart
3. Correlation analysis
4. Criterion

A(n) tests measure what a person has learned and the person's abilities.

1. Cognitive
2. Intelligence
3. Aptitude
4. Achievement

Participants in a(n) perform realistic management tasks under the observation of experts who appraise each candidate's leadership potential.

1. Work sampling technique
2. Leaderless group discussion
3. Miniature job training evaluation
4. Management assessment center

Employers should conduct pre-employment background investigations and reference checks to:

1. Verify information provided by applicant
2. Insure the applicant's privacy
3. Uncover damaging information
4. 1 and 3

To administer polygraph tests during an ongoing investigation, an employer must:

1. Tell employee details of the investigation prior to testing
2. Show it suffered an economic loss
3. Show the employee had access to the property
4. All of the above

Pre-employment medical exams are administered for what purposes(s)?

1. To verify that the applicant meets the position's physical requirements
2. To detect possible communicable diseases that may be unknown to the applicant
3. To establish a record of the applicant's health for insurance claims
4. All of the above

Analyzing jobs involves determining in detail:

1. What the job entails
2. What kind of people to hire
3. What the job entails and the characteristics of people to hire
4. The employee's performance

A list of what a job entails is the job's:

1. Job specifications
2. Job analysis
3. Job description
4. Performance standards

What kind of people to hire for a particular job is indicated by the:

1. Activities and responsibilities of job
2. Performance standards
3. Job description
4. Job specifications

The organization-wide division of work is shown by a(n):

1. Job analysis
2. Process chart
3. Organization chart
4. All of the above

Two tangible products of the job analysis are:

1. Process chart; job description
2. Job description; performance appraisal
3. Job description; job specifications
4. Process chart; organization chart

Popular methods for gathering job analysis data are:

1. Observations
2. Questionnaires
3. Diaries/logs
4. All of the above

The most widely used method for identifying a job's duties and responsibilities is the:

1. Questionnaire
2. Diary/logs
3. Observation
4. Interview

The main problem with obtaining job analysis data through interviews is:

1. Unassigned duties
2. Employee frustrations
3. Information distortion
4. Time

Quantitative job analysis techniques do not include:

1. Functional job analysis
2. Department of Labor approach
3. Position analysis questionnaire
4. Diary/log

Identifying personal traits that validly predict which candidates will do well on the job is the goal of:

1. Job specifications
2. Job descriptions
3. Standards of performance
4. None of the above

Basing job specifications on statistical analysis is more than a judgmental approach.

1. Defensible
2. Difficult
3. A and b
4. None of the above

The most important employee selection tool is the:

1. Pre-employment test
2. Reference check
3. Background investigation
4. Personal interview

Selection interviews are classified by their:

1. Content
2. How interview is administered.
3. Structure
4. All of the above

The interview tends to be more reliable and valid because all applicants are asked the same questions.

1. Unstructured
2. Job-related
3. Stress
4. Directive

Structured interviews help interviewers to conduct better interviews because they:

1. Reduce opportunity to pursue points of interest as they develop
2. Ask about a candidate's behavior
3. Ask all candidates the same questions
4. Enhance ability to withstand legal challenge

A candidate is asked what his or her behavior would be in a given situation during a(n) interview.

1. Behavioral
2. Job-related
3. Stress
4. Situational

How a candidate reacted to actual situations in the past is asked during a(n) interview.

1. Situational
2. Job-related
3. Behavioral
4. Stress

"Suppose you discovered an employee stealing company property. What would you do?" is an example of a(n) interview question.

1. Behavioral
2. Situational
3. Job-relate
4. Stress

Several persons interview an applicant in sequence during a(n) interview.

1. Individual
2. Mass
3. Serial
4. Panel

A panel interviews several candidates simultaneously and waits for one of them to take the lead in solving a problem during what category of interviews?

1. Behavioral
2. Panel
3. Mass
4. Stress

A personal interview's usefulness can be undermined by:

1. Contrast errors
2. Pressure to hire
3. First impressions
4. All of the above

Interviewers can unduly influence the conduct of a personal interview by:

1. Telegraphing answers
2. Playing psychologist
3. Talking too much
4. All of the above

Taking brief notes during the interview may help the interviewer make a better decision by:

1. Jogging memory after the interview
2. Avoid making a hasty decision
3. Overcoming the recency effect
4. All of the above

Taking brief notes during the interview may help the interviewer make a better decision by:

1. Jogging memory after the interview
2. Avoid making a hasty decision
3. Overcoming the recency effect
4. All of the above

The first step in the recruiting and selection process is:

1. Application form
2. Employment (personnel) planning
3. Succession planning
4. Trend analysis

Planning for employment requirements requires forecasting:

1. Supply of inside candidates
2. Supply of outside candidates
3. Personnel needs
4. All of the above

Studying variations in the firm's employment levels over several years is:

1. Computerized forecasts
2. Employment planning
3. Ratio analysis
4. Trend analysis

Managers use to determine which employees are available for promotion or transfer.

1. Trend analysis
2. Personnel inventory
3. Qualifications inventories
4. Computerized forecasts

Advantage(s) of a centralized recruitment function include:

1. Easier to apply strategic priorities
2. Easier to spread technology cost among departments
3. The greatest good to the greatest number of people
4. Easier to identify recruitment results

Managers must assess the numbers of applicants attracted as well as:

1. Selectivity
2. Costs
3. Quality
4. Location

A firm's best source of candidates for a vacant position usually is:

1. Current employees
2. Private employment agencies
3. Rehires
4. The Internet

Succession planning is most often used for:

1. Global assignments
2. Recruiting qualified applicants
3. Qualifications inventories
4. Filling key positions

Types of employment agencies include all the following except

1. Agencies associated with nonprofit organizations
2. Privately owned agencies
3. Public agencies operated by federal, state, or local governments
4. Chamber of Commerce agencies

Characteristics of contingent workers include all the following except:

1. Primarily are clerical workers
2. More costly than permanent workers
3. Growing in relation to workforce
4. Less expensive to recruit and train

The fastest growing labor force segment is:

1. Minorities and women
2. Disabled workers
3. Older workers
4. Single mothers

The first step in the pre-screening process usually is the:

1. Employee referral
2. Biodata items
3. Mandatory ADR form
4. Application form

Planning, organizing, staffing, leading and controlling represent the:

1. Results of competition
2. Globalization movement
3. HR management function
4. Management process

The bottom line of managing is:

1. Getting results
2. Doing everything right
3. Motivating subordinates
4. Exerting authority

Which of the following is not a right bestowed by a manager's authority?

1. Directing the work of others
2. Give orders
3. Make decisions
4. None of the above

A(n) manager is always someone's boss.

1. Staff
2. Human resources
3. Line
4. Functional

HR's employee advocacy role includes all the following except:

1. Coordinative function, service function, functional control
2. Implied authority, functional control, line authority
3. Creating a learning organization
4. Defining how management should treat employees

The tendency of firms to extend sales, ownership and manufacturing to new markets abroad is:

1. Non-traditional trade
2. Competition
3. Globalization
4. Exporting jobs

Increased globalization results in:

1. Non-traditional jobs
2. Reduced competition
3. Increased competition
4. Technological advancements