Man 4320 Exam 2

Front 1

Talent Inventories

Back 1

detailed records or databases that summarize each employee's skills, competencies, education, training, previous performance reviews, and future promotions

Front 2

Internal Labor Market

Back 2

critical in predicting future promotions, turnover rates, and demographics of the employee base

Front 3

The most comprehensive source of free data on conditions in the U.S. labor market is

Back 3

the U.S. Bureau of Labor Statistics (BLS)

Front 4

Which of the following forecasting methods relies on the experience and insights of people in the organization to predict a firm's future employment needs?

Back 4

Judgmental Forecasting

Front 5

Transition analysis

Back 5

is a quantitative technique that can be used to analyze a firm's internal labor markets and forecast its internal labor supply

Front 6

Transition Matrix

Back 6

can be used to model the flow internally of human resources

Front 7

Which term refers to the proportion of applicants moving from one stage of the hiring process to the next?

Back 7

Staffing yields

Front 8

Hiring yield refers to

Back 8

the percentage of applicants ultimately hired

Front 9

Identify the primary limitation of all forecasting techniques.

Back 9

They rely on historical patterns and activity levels.

Front 10

Trend Analysis

Back 10

involves looking at past employment patterns and using those patterns to predict a firm's future labor needs.

Front 11

Workload-Driven forecasting

Back 11

uses historical data on the average number of hires typically made per recruiter or the average number of recruits processed per recruiter over a given period of time, say, a week, month, or year

Front 12

Which of the following visually shows each of the possible successors for a job and summarizes their strengths, present performance, promotion readiness, and development needs?

Back 12

Replacement charts

Front 13

Forecasting is not an exact science, and it is rare for a forecast to be exactly right. Given this uncertainty, it is usually best to use the previous period's data and add/reduce some percentage value based on managerial intuition.

Back 13

False

Front 14

Which of the follwing is a way in which many organizations try to reduce their need for skills that will be in short supply for a number of years?

Back 14

Redesigning jobs

Front 15

Applicant flow is the number and type of applicants coming from each recruiting source.

Back 15

True

Front 16

Employee profiling identifies the firm's successful high performing employees and how similar candidates can be recruited. True

Back 16

True

Front 17

Which of the following recruitment strategies can help an organization reduce labor costs and improve customer service together with accessing top talent?

Back 17

Offshoring

Front 18

Succession management is the ongoing process of recruiting, evaluating, developing, and preparing employees to assume positions in other firms in the future.

Back 18

False

Front 19

When a firm pursues a differentiation strategy, it is attempting to

Back 19

Develop products that have unique characteristics.

Front 20

Career sites are cost-effective and enable an organization to communicate its job requirements and values to all applicants.

Back 20

True

Front 21

Why is it more likely that employee referral programs are effective and successful?

Back 21

Applicants hired through this method lower high turnover

Front 22

A persistent problem that prevents most firms from hiring people with disabilities is the lack of affordable technologies that could enable firms to accommodate them a low cost

Back 22

False

Front 23

Which of the following external recruiting sources is useful for finding semi-passive and passive job seekers?

Back 23

Internet Data Mining

Front 24

Which of the following is a benefit of social networking as a sourcing method?

Back 24

It increases diversity of talent available.

Front 25

The use of social media for recruiting and sourcing will continue to increase due to

Back 25

Its targeted search capability

Front 26

Retainer firms are

Back 26

search firms who charge employers a fixed fee in advance of placement.

Front 27

Which of the following means of sourcing talent is sometimes considered unethical?

Back 27

Raiding

Front 28

An engineering firm is looking for a civil engineer to head their new project to build a highway. Unable to find the right candidate for the job, the firm resorts to scouting for potential candidates among the employees of rival firms. It offers the assistant chief engineer of its rival firm an extremely lucrative package and the chance to assume greater responsibilities. This practice is known as

Back 28

Pull-up Hire

Front 29

What is the disadvantage of getting line managers to recruit for a firm?

Back 29

They have to take time out from their actual jobs.

Front 30

Persuasion is an important recruiter skill, and in order to persuade an individual to consider leaving a job she or he is happy with, the message must come from a trusted and credible individual.

Back 30

True

Front 31

Recruiter behaviors have the largest impact on

Back 31

applicant intentions to pursue a job opportunity

Front 32

Procedural fairness relates to people's beliefs that the policies and procedures that produced the hiring or promotion decision were unfair.

Back 32

False

Front 33

When an applicant believes that an assessment method is unfair because it does not give him/her an opportunity to demonstrate job-relevant skills ________.

Back 33

procedural fairness is low

Front 34

When a union organizer tries to get a job with a company for the purpose of unionizing the company's workforce, this is known as

Back 34

Salting

Front 35

Which of the following statements is true of a recruitment guide?

Back 35

It details which staff members are responsible for recruiting.

Front 36

Spillover effects can be either positive or negative in nature.

Back 36

True

Front 37

Becoming an employer of choice may increase the number of unqualified or inappropriate applicants.

Back 37

True

Front 38

Realistic job previews can help counter inaccurate employer images.

Back 38

True

Front 39

The primary goal of _______ is to get the right people interested in working for an organization or in a specific job, then persuade them to apply and ultimately accept the job offer if they are extended.

Back 39

Recruiting

Front 40

Effective staffing enhances the degree to which a(n)

Back 40

employee meets a job's requirements

Front 41

Not hiring someone who would have been a poor performer is a true negative.

Back 41

True

Front 42

Which of the following is true about integrity tests?

Back 42

Integrity tests have the ability to overcome the problem of faking.

Front 43

Which of the following do corporate executives use to form an image of a specific organization?

Back 43

economic performance indicators

Front 44

What is a stereotype threat?

Back 44

What is a stereotype threat? Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores.

Front 45

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?

Back 45

Situational Interview

Front 46

Skills inventories are databases of the skills, competencies, and other relevant characteristics of each employee.

Back 46

True

Front 47

Cognitive ability tests are one of the least valid selection methods.

Back 47

False

Front 48

Which of the following is a type of cognitive ability test?

Back 48

Mathematical reasoning

Front 49

Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization.

Back 49

False

Front 50

When a restaurant hires a server who has similar competencies to the existing servers, this is an example of

Back 50

Supplementary fit

Front 51

Asking job candidates for a mechanic position, "have you ever repaired small motors at home?" is an example of a biodata question.

Back 51

True

Front 52

Asking applicants what sports they like to play is an example of which external assessment method?

Back 52

Biodata

Front 53

Behavioral interviews are more reliable and substantially better than ________ at predicting job performance.

Back 53

Unstructured interviews

Front 54

According to the Uniform Guidelines on Employee Selection Procedures (UGESP), to the extent that the setting and manner of administration of a selection method fail to measure the work situation, the lesser the need for other validity evidence for that selection method.

Back 54

False

Front 55

The biggest legal problem with personality tests is based on

Back 55

Privacy issues

Front 56

When should medical tests be administered?

Back 56

after a job offer has been extended

Front 57

Job seekers often rate ________ as the most job-related selection procedure.

Back 57

Interviews

Front 58

The advantage of using self-assessment is that people are often good judges of their own talents.

Back 58

False

Front 59

Having a low selection ratio means

Back 59

Hiring only a few applicants

Front 60

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

Back 60

background check

Front 61

The higher the fidelity of a job simulation test, the higher is the ________.

Back 61

similarity between the real job and the test

Front 62

Career planning is a continuous process of self-assessment and goal setting.

Back 62

True

Front 63

Adam has joined an advertising firm as a junior executive. Due to his lack of experience, he has a lot to learn and has been assigned as a protégé to Mark, a senior executive in the firm, who will assist in training and assessing his performance. This process of internal assessment is called ________.

Back 63

A mentoring program

Front 64

Seniority-based promotions make leadership competencies an important hiring criteria even for lower-level positions.

Back 64

True

Front 65

A clinical assessment puts job candidates through a series of simulations and exercises that reflect the typical challenges of the job.

Back 65

False

Front 66

________ rely on trained psychologists to subjectively analyze a candidate's attributes, values, and styles in the context of a particular job.

Back 66

Clinical assessments

Front 67

Which of the following raters is often the most controversial feature of a multisource assessment?

Back 67

subordinates

Front 68

If a company wanted to quickly identify which employees speak Spanish, what would be the best way to do this?

Back 68

Query the company's skills inventory system

Front 69

Sabbaticals

Back 69

is(are) used to reenergize employees and give them the opportunity to develop skills and pursue other interests via workshops, formal classes, or travel

Front 70

Peer ratings tend to do a poor job predicting promotion criteria.

Back 70

False

Front 71

A nine box matrix requires assessing employees on

Back 71

current job performance and future potential

Front 72

Succession management cannot be used to enhance organizational diversity.

Back 72

False

Front 73

Early retirement programs are a common way of dealing with temporary employee surpluses

Back 73

False

Front 74

Business process outsourcing is the relocation of an entire business function, such as production, manufacturing, or customer service, to an independent service provider in the same or a different country.

Back 74

True

Front 75

Once gaps have been determined between labor supply and labor demand, what should a firm do next?

Back 75

An action plan should be developed to proactively address the situation

Front 76

Integrity tests

Back 76

Tests that measure people's trustworthiness, honesty, moral character, and reliability.

Front 77

What recruitment strategy is best suited for minimizing the possibility of overlooking internal talent?

Back 77

Internal job posting systems allow employees to apply for positions they are interested in, reducing the possibility of overlooking qualified internal talent.

Front 78

Sourcing nontraditional applicant pools often requires more creative sourcing activities than does sourcing traditional applicant pools

Back 78

True

Front 79

Geographic targeting can help an organization reduct runover

Back 79

True

Front 80

For which types of candidates will the initial recruiter experiences be most important?

Back 80

Passive job seekers

Front 81

Which of the following is true of general ads for recruitment?

Back 81

They provide limited job attributes and details.

Front 82

What is noncompensatory screening factor?

Back 82

Most commonly consists of salary levels, location, and type of job that other job and organization factors cannot make up. Should be communicated to facilitate self-selection

Front 83

Define noncompensatory factors

Back 83

job factors that do not relate to pay

Front 84

Contingent assessments are used when:

Back 84

the firm is narrowing down candidates for a post.

Front 85

Structured and unstructured interviews are equally valid in predicting job success

Back 85

False

Front 86

Under what circumstances and for which types of companies would it be appropriate to conduct background investigations?

Back 86

Unless a business is involved in national defense or security , background checks must be relevant to the nature of the job and job requirements

Front 87

Provide an example of a situational interview and how it might be distinguished from a behavioral interview

Back 87

Behavioral : what applicants have done in the past / situational : how they would react to hypothetical situations

Front 88

The first passage in the career crossroads model is managing others

Back 88

True

Front 89

When an employee quits bc he is passed over for promotion, what has occurred?

Back 89

a negative stakeholder reaction

Front 90

External customers are often best for evaluating an employee's:

Back 90

interpersonal behaviors