Management 470 Test 2

Front 1

The best legal defense of a validity process is its reliability measure. True or False

Back 1

True

Front 2

Qualitative forecasts

Back 2

Are more flexible in their considerations than quantitative forecasts.

Front 3

In the hiring process, generating a pool of qualified candidates for a job constitutes the _____ phase.

Back 3

Recruitment

Front 4

The process of making hire or no hire decisions describes the _____ step of the hiring process.

Back 4

Selection

Front 5

You are part of a team selecting employees at X. Y. Z. company. All applicants will take a cognitive test and take part in a structure interview. To make the process more efficient, you suggest that:

Back 5

The team establishes a cut score for the cognitive test.

Front 6

Under the best circumstances, selection decisions should include:

Back 6

The HR department
Line personnel
Line personnel and HR department
The applicants’ future co-workers

Hint 6

None

Front 7

Determining the characteristics necessary for good job performance is often difficult because of:

Back 7

the fact that any job changes constantly.

Front 8

Recent studies of MBA graduates have found that the early career success of these graduates seems to be a function of:

Back 8

Motivation and Ability

Front 9

The task of recruiting is to:

Back 9

Attract a pool of qualified applicants.

Front 10

Managers evaluate the effectiveness of recruiting sources based on:

Back 10

How long new employees stay.

Front 11

A company can recruit externally or internally when filling a position. Hiring an external candidate over an internal candidate has the advantage of:

Back 11

Lower training costs.

Front 12

Juan is reviewing the results of an employment test his company has been using. It seems that the scores do not relate well to applicants’ actual job performance once hired. This test seems subject to:

Back 12

A validity error.

Front 13

In response to a suit by an unsuccessful job applicant, your HRM department has compared previous applicants’ scores on the test to their rates of success in the job: a high correlation arises, demonstrating that the test:

Back 13

Has empirical validity.

Front 14

A manager has a number of selection tools at his/her disposal. A commonly used tool that generally has a POOR relation to actual job performance is:

Back 14

Letters of recommendation.

Front 15

Despite the criticisms of unstructured interview, your text suggests that they do have a significant advantage over structured interviews in:

Back 15

Predicting the “fit” of a candidate to the organization.

Front 16

You are considering three candidates for a manager’s job. Each candidate’s experience and education are quite similar. You want to know how each candidate will perform, given certain tasks or certain situations. Your best selection tool for predicting this is:

Back 16

An assessment center.

Front 17

The best way to recruit protected-class job applicants is to target those individuals with a recruiting message designed for them. True or False

Back 17

False

Front 18

The costs to replace a departing employee generally include: recruitment, selection, health care benefits until they find a new job, and unemployment compensation costs. True or False

Back 18

False

Front 19

Early retirement programs generally are offered by a business for only a short period of time and consist of financial incentives to encourage senior employees to retire earlier than they had planned. True or False

Back 19

True

Front 20

After a layoff, it is not uncommon to see _____ among the remaining workers.

Back 20

Increased Absenteeism

Front 21

When implementing a layoff, managers sometimes forget that:

Back 21

They need to develop plans for the “survivors” of the layoff.

Hint 21

None

Front 22

The use of seniority as a layoff criterion has some drawbacks, including:

Back 22

The loss of top performers.

Front 23

The use of seniority as a layoff criterion:

Back 23

Tends to impact women and minorities more than other groups.

Front 24

_____ is the legislation that requires employers to inform employees of impeding layoffs.

Back 24

The Worker Adjustment and Retraining Notification Act.

Front 25

Midas water bottling company has recently lost a handful of employees through quits and retirement. The company has decided not to hire workers to replace these employees. Midas is reducing its workforce by:

Back 25

Attrition.

Front 26

Once a firm has decided to reduce its workforce through voluntary means, its next choice is:

Back 26

To determine what alternative strategies to layoffs are available.

Front 27

One of the more popular alternatives to layoffs for reducing the size of a company’s workforce is:

Back 27

Early retirement programs.

Front 28

While a popular way to reduce the workforce, early retirement programs are not without problems, including:

Back 28

Too many people – often the wrong ones in a strategic sense – take advantage of it.

Front 29

Which of the following people may be affected by a company’s decision to perform a layoff?

Back 29

Surviving Employees
Company Stockholders
Members of the community where the company exists
Laid-Off Employees

Hint 29

None

Front 30

The decision to terminate is management’s employment role. HR’s role is:

Back 30

To make certain the employee receives due process.

Front 31

A benefit of employee separation is:

Back 31

It opens doors for promotion within the company.

Front 32

Emily has recently resigned from her job as a retail manager at a chain store. She comes to you, concerned about an interview that the store manager wishes to have with her before he last day of work. You tell her:

Back 32

That this is probably an exit interview and the store manager will want to understand the reasons why she is leaving.

Front 33

Your company is planning a layoff. As you explain the process to the management team, you tell them that outplacement assistance will be part of the process. Outplacement assistance is when:

Back 33

the company helps departing employees find jobs by training them in job-search skills.

Front 34

What is a common loss associated with new hires?

Back 34

Loss of productivity by inexperienced hires.

Front 35

The costs of employee separations depends upon what?

Back 35

Whether the employee will be replaced or not.

Front 36

In order to reassure surviving employees of a recent layoff, they should be informed of the reasons for the layoff and how it occurred. True or False

Back 36

True

Front 37

The most commonly used lay-off criterion is job seniority. True or False

Back 37

True

Front 38

The most common use of performance appraisals is:

Back 38

To make administrative decisions.

Front 39

When it comes to the performance appraisal process:

Back 39

Most HR professionals find the process unsuccessful.

Front 40

Performance appraisal can be a positive experience for employees because:

Back 40

In order for employees to improve, they require assessment.
Employees typically desire feedback.
Employees may receive positive recognition as part of an appraisal.
Appraisals can motivate workers to improve performance.

Hint 40

None

Front 41

A pitfall of using relative judgments for performance appraisal is that:

Back 41

They cannot clearly show how great or small the performance differences between the employees are.

Front 42

A disadvantage of an absolute judgment performance appraisal system is that:

Back 42

It is difficult to maintain equity across mangers.

Front 43

An appraisal system that focuses on individuals, rather than any other factor is:

Back 43

A trait-based system.

Front 44

What is an example of a trait that may be discussed by a trait appraisal instrument:

Back 44

Decisiveness and Trustworthiness

Front 45

Todd is review a performance appraisal instrument with a scale of 1-10. Each number has a descriptive statement next to it, from 1—(rarely explains expectations or gives directions when assigning work) to 10—(makes expectations clear, asks questions when giving direction, listens to employee’s questions). This is an example of:

Back 45

A behavior-based appraisal instrument.

Front 46

A significant drawback of outcome-based performance appraisal system is:

Back 46

They can lead to a “results at any cost” mentality.

Front 47

If a performance appraisal is being performed with the ultimate goal of improving performance, a(n) _____ may be best. If it is being performed in order to measure performance and thereby identify top employees, a(n) _____ would be better.

Back 47

Behavioral Format/Outcome Format

Front 48

Which of the following does a manager need to minimize to ensure an accurate measure of worker performance?

Back 48

Organizational Politics
Legal Issues
The Influence of Liking
Rater Errors and Bias

Hint 48

None

Front 49

The advantage of outcome-based appraisal systems is that they eliminate subjectivity and potential for rater error. True or False

Back 49

True

Front 50

The courts tend to favor organizations in discrimination in performance appraisal cases due to the legal doctrine of employment-at-will. True or False

Back 50

True

Front 51

Your text argues that the performance appraisal process in most organizations is:

Back 51

A political exercise.

Front 52

A group of raters is shown brief video presentations that depict behavioral examples of performance a worker might exhibit. Upon watching these clips, the group members rate the performance and then discuss their findings. The raters are likely taking part in:

Back 52

A video review.

Front 53

It is important to train raters to eliminate rater errors. True or False

Back 53

False

Front 54

360 degree performance appraisal systems require careful planning and consume far more time than other appraisal systems, but putting the system on-line can reduce the time needed for the process. True or False

Back 54

True

Front 55

What is a benefit of incorporating salary discussion together with the appraisal interview?

Back 55

Feedback and assessment may become simply a meaningless exercise if salary implications are ignored.
Managers will be more conscientious when assessing employees when money is at stake.

Hint 55

None

Front 56

John is evaluating Jane’s performance. John has a poor opinion or Jane because she irritates him by asking questions and questioning his judgment in department meetings. When the HR director review Jane’s performance evaluation, he notes that John has consistently rated Jane low. The HR director agrees in areas of judgment and tact but know that Jane is considered one of the department’s most effective people in other areas. What the HR director notes in Jane’s evaluation is the rater bias called the halo effect. True or False

Back 56

True

Front 57

Yukio tends to appraise all workers in her department at the high end of the measuring scale. This may be due to a restriction of range error. True or False

Back 57

False

Front 58

The goal of development is:

Back 58

To prepare for future work.

Front 59

Training is distinct form development in that training:

Back 59

Is narrow in scope.

Front 60

Wilson, a line-manager at an office supply store, is receiving numerous complaints about the cash register operators’ inefficiency and poor customer service. He wants to institute a customer service training program for all retail workers as well as retraining on cash register operation for register workers. He doesn’t realize though, that the reason for the decrease in register worker performance is that, while all other workers in the company received a bonus last pay day, these workers didn’t. The training goals that Wilson has created:

Back 60

Will not solve the problems.

Front 61

Teamwork and diversity training are example of:

Back 61

Training for which it is hard to evaluate the worth of the investment.

Front 62

Training objectives should be stated in behavioral terms whenever possible. True or False

Back 62

True

Front 63

Teletraining consists of employees and managers commuting to off-site job-training areas. True or False

Back 63

False

Front 64

The training manager and production managers are discussing what type of training would best meet the skill deficiency they have identified among the production workers. This discussion shows that the training process is in the:

Back 64

Development and conduct phase of the training cycle.

Front 65

Training is effective only:

Back 65

When it is focused on areas that are controllable by employees.

Front 66

The best type of training objectives are those which are:

Back 66

Behavior-Based.

Front 67

The best training to ensure maximum transfer of learning to the job is:

Back 67

On-The-Job-Training

Front 68

A kind of OJT that many college students are required to perform as part of their degree programs is:

Back 68

Internships

Front 69

An important disadvantage of OJT training is that:

Back 69

Those who can perform the job may not be able to teach other how to do the task.

Front 70

You are reviewing various ways to deliver EEO law training to about 400 managers. Managers need exposure to the material, and consistency of deliver is your key concern. Your best choice is the use of _____ for delivery.

Back 70

Slides and Videotape

Front 71

Web-based training is…

Back 71

Becoming increasingly popular.

Front 72

_____ prepares workers to be able to quickly change jobs, help where needed, and respond rapidly to change within their respective companies.

Back 72

Cross-functional team training.

Front 73

Creativity training:

Back 73

Cannot be evaluated for effectiveness.

Front 74

_____ training is one effort by businesses to address serious deficiency in basic skills among new employees.

Back 74

Literacy

Front 75

The most important training opportunity for an employee is:

Back 75

Orientation.

Front 76

A company may discriminate in its training processes since these are internal matters that do not significantly impact an individual’s career. True or False

Back 76

False