Mgmt 477

Front 1

A successful executive, who is happy with her current position, does not look for information about other jobs, but might be tempted by a great opportunity is a(n) ________.

Back 1

passive job seeker

Front 2

The ongoing process of recruiting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is ________.

Back 2

succession management

Front 3

Publicizing open jobs to employees is known as ________.

Back 3

internal job posting

Front 4

Which of the following refers to the training of employees to extend their capabilities and prepare them to assume other jobs and roles in the firm?

Back 4

employee development

Front 5

An HR manager trying to recruit for a number of key positions in a firm asks the best talent torecommend the best employees they've worked with in the past or employees they feel would be good performers. This is an example of ________.

Back 5

referrals

Front 6

An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?

Back 6

employee referrals

Front 7

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

Back 7

Applicants hired through this method lower high turnover.

Front 8

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 8

pull-up hire

Front 9

Web sites that continually search the Web for information about people with desirable talents and sell access to their database of potential recruits are called ________.

Back 9

web crawlers

Front 10

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

Back 10

It increases diversity of talent available.

Front 11

Which of the following external recruiting sources is fast, cheap, and useful for finding active job seekers?

Back 11

walk-ins

Front 12

Angstrom is a company that produces electronic goods. In the past, Angstrom used newspaper advertisements as the only method to recruit engineers. Recently it used college hiring, career sites, and employee referrals in addition to its usual method. Which of the following would be the most likely result of this?

Back 12

The heterogeneity of the workforce will increase.

Front 13

Which of the following are considered to be an underutilized labor source?

Back 13

qualified persons with disabilities

Front 14

Filling lower-level positions from the local labor market and higher-level positions from the regional or national labor market is an example of ________.

Back 14

geographic targeting

Front 15

Firms operating globally often need to give some latitude to their local managers to tailor their strategies and practices to meet the needs of their locations. This highlights the ________ aspect of global sourcing.

Back 15

differentiation

Front 16

Axis Partners, a Canadian mutual fund, recently expanded its operations by opening a branch in Shanghai, China, to handle market analysis. The company used an integration strategy for staffing its new office. Entry-level positions in Shanghai were filled by recruiting graduates from local campuses. However, they soon realized that this strategy was not as successful in China as it was in Canada. Which of the following, if true, could explain the reason for this?

Back 16

Few students in Shanghai chose finance as their subject of specialization.

Front 17

17) Roberto applied to the post of a software engineer at Tech Infosystems. He was asked to correct a software problem as a screening test and then interviewed by a panel that comprised of a hiring manger, the HR manager, and a software engineer from the firm. Which of the following statements, if true about the recruitment process, would result in Roberto concluding that the procedural fairness was high?

Back 17

He could not correct the software problem in the screening test and was not selected for the position.

Front 18

Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet. When her friend Carrie hears about this, she stops shopping at that store. This is an example of ________.

Back 18

spillover effect

Front 19

Which type of fairness is perceived to be low by most job applicants who are not selected for a particular job?

Back 19

distributive fairness

Front 20

The extent to which recruiters influence job seekers depends on the degree to which recruiters ________.

Back 20

are seen as reliable signals of what it would be like to work for the company

Front 21

Having recruiters evaluate candidates for their fit with several different positions is an example of ________.

Back 21

multiple assessments

Front 22

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 22

salting

Front 23

Which of the following recruiting metric gives the number of employees who voluntarily quit within their first year?

Back 23

turnover data of the company

Front 24

Predictive data is information used to ________.

Back 24

make projections about desired outcomes

Front 25

Information about important outcomes of the staffing process is called

Back 25

criterion data

Front 26

Years of experience, salary in dollars, and weight are examples of what type of measure?

Back 26

ratio

Front 27

Edwin is the HR manager at a customer care unit with approximately 1,000 employees. He wants to statistically analyze the service data to make the recruitment process more effective by identifying desirable and undesirable qualities of employees. Edwin decides to use ratio measurement to measure the customer handling time for each employee. Which of the following, if true, would specifically support the decision to gauge turnaround time using ratio measurement?

Back 27

Edwin wants to measure call data accurately by using an absolute scale.

Front 28

If job candidates must be able to lift 40 pounds to be allowed to advance to the next stage of the hiring process, lifting ability is what type of measure?

Back 28

criterion-referenced

Front 29

What would the range of the following distribution be 2, 3, 3, 3, 3, 4, 5, 6, 7, 8, 8?

Back 29

6

Front 30

Which of the following values is closest to the standard deviation of the following distribution 2, 3, 3, 3, 3, 4, 5, 6, 7, 8, 8?

Back 30

2

Front 31

Which of the following is true of a distribution with positive skew?

Back 31

The mean would be to the left of the distribution.

Front 32

A ________ indicates how many standard deviations above or below the mean a given score lies.

Back 32

standard score

Front 33

Which of the following is true of a z score of -3.2 in a distribution?

Back 33

Performance is lower than the group average.

Front 34

How dependably or consistently a measure assesses a particular characteristic is the measure's ________.

Back 34

reliability

Front 35

Failure to measure important aspects of the attribute to be measured results in ________ error.

Back 35

deficiency

Front 36

When multiple versions of the same test are developed to deter cheating, which of the following reliabilities is used to ensure the two forms are comparable?

Back 36

parallel forms reliability

Front 37

The extent to which items on a given measure assess the same construct is assessed by ________.

Back 37

internal consistency reliability

Front 38

Which of the following is true regarding the standard error of measurement (SEM)?

Back 38

The SEM is a useful measure of the accuracy of individual scores.

Front 39

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

Back 39

supplementary fit

Front 40

When a company hired Marcus who turned out to be a poor performer, which assessment outcome occurred?

Back 40

false positive

Front 41

When a company rejected Sara, who would have been a poor performer on the job, which assessment outcome occurred?

Back 41

true negative

Front 42

What is a stereotype threat?

Back 42

Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores.

Front 43

If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate, which staffing goal is not being met?

Back 43

generating positive stakeholder reactions

Front 44

The Uniform Guidelines on Employee Selection Procedures were created to ________.

Back 44

assist organizations in complying with federal law prohibiting discrimination in hiring

Front 45

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

Back 45

biodata

Front 46

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

Back 46

mathematical reasoning

Front 47

The biggest legal problem with personality tests is based on ________.

Back 47

privacy issues

Front 48

Which of the following is true about integrity tests?

Back 48

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

Front 49

When an employee quits because he/she is passed over for promotion, what has occurred?

Back 49

a negative stakeholder reaction

Front 50

Which of the following would be required to provide critical skills to employees that might be needed in the future?

Back 50

training

Front 51

An organization claiming to provide an environment in which employees can grow their careers has to ________.

Back 51

provide performance feedback and development opportunities

Front 52

An additional ethical issue involves the ________ of an employee's application for another position in the company.

Back 52

confidentiality

Front 53

Assigning a new employee to regularly meet with a more senior, more experienced employee to further the career development of both employees is ________.

Back 53

mentoring

Front 54

Which of the following would result in peer ratings being a successful method of internal assessment in a firm?

Back 54

Work in the firm is done in teams.

Front 55

Matthew works as an accountant in a mobile phone company. During lunch he spoke to Peter from the sales department about wanting to buy a mobile phone for himself. Peter persuaded Matthew to buy a mobile phone from the sales department itself, which Matthew did. Matthew is a(n) ________.

Back 55

internal customer

Front 56

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

Back 56

subordinates

Front 57

External customers are often best for evaluating an employee's ________.

Back 57

interpersonal behaviors

Front 58

RBC Electronics is a retailer of electronic appliances. If Sandy does not see or understand the work processes and rules that influence RBC employees' task behaviors and has limited knowledge of the regulations, policies, and resources that affect employees' behavior, then Sandy is most likely a(n) ________.

Back 58

external customer

Front 59

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

Back 59

Clinical assessments

Front 60

The focus of the career crossroads model is on ________.

Back 60

managerial positions

Front 61

The value of the nine box matrix depends most heavily on ________.

Back 61

the quality of the assessment methodology

Front 62

At Spyglass Inc., a private eye firm, new hires are chosen with utmost care. The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated. Which of the following methods should it use to hire new employee?

Back 62

multiple hurdles approach

Front 63

Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________.

Back 63

compensatory approach

Front 64

Using high cut scores ________.

Back 64

increase the number of false negative hiring outcomes

Front 65

Which of the following, if true, would make a firm keep cut scores low?

Back 65

The company is following a cost-leadership strategy.

Front 66

Which of the following reduces the ability of rank ordering to identify the best hire

Back 66

large standard error of measurement

Front 67

If an applicant is not hired because the applicant has previously claimed overtime which they were owed, they are likely to be covered under the ________.

Back 67

Fair Labor Standards Act

Front 68

The best time to pursue workforce diversity is during ________.

Back 68

sourcing and recruiting

Front 69

Which of the following, if true, would result in a new hire to a company getting paid less than existing employees?

Back 69

The company wishes to preserve internal equity.

Front 70

Don is a high-ranking manager in an advertising firm. He was recently offered a job with higher pay and more lucrative benefits by a rival firm. On coming to know about this, Don's employers decided to make him a(n) ________ matching the offer from their rival firm.

Back 70

counteroffer

Front 71

6.1. Describe the role of sourcing in the staffing process.6.2 Explain what makes one recruiting source more effective than another.6.3 List alternative recruiting sources and match them with specific jobs.6.4 Create a sourcing plan.6.5 Explain how to best source nontraditional applicant pools.6.6 Explain the role geographic targeting plays in the sourcing process.

Back 71

Ch 6. Sourcing: Identifying Recruits

Front 72

Ch 7. Recruiting

Back 72

7.1. Describe the purpose of recruiting.7.2 Explain what recruitment “spillover effects” are.7.3 Understand what makes a recruiter more or less effective.7.4 Describe the various strategies used to attract applicants.7.5 Describe how recruiting guides and the EEOC’s best recruiting practices promote recruiting consistency and quality.

Front 73

Ch 8. Measurement

Back 73

8.1. Describe why measurement and assessment are important to staffing8.2 Describe patterns in data8.3 Understand correlation and regression and explain how each is used8.4 Define both practical and statistical significance, and explain why they are important8.5 Define reliability and validity and explain how they affect the evaluation of a measure8.6 Explain why standardization and objectivity are important in measurement

Front 74

Ch 9. Assessing External Candidates

Back 74

9.1. Identify different external assessment goals.9.2 Describe what is meant by an assessment plan.9.3 Describe different assessment methods and how each is best used.9.4 Discuss how to evaluate external assessment methods.9.5 Identify ways to reduce the adverse impact of an assessment method.

Front 75

Ch 10. Assessing Internal Candidates

Back 75

10.1. Identify the goals of internal assessment.10.2 Discuss how internal assessment can enhance a firm’s strategic capabilities.10.3 Describe different internal assessment methods.10.4 Discuss the importance of integrating succession management and career development.10.5 Describe two models of internal assessment.

Front 76

Ch 11. Choosing and Hiring Candidates

Back 76

11.1. Describe different ways of combining candidates’ scores on different assessment methods to calculate an overall score.11.2. Describe three different ways of making a final choice of whom to hire.11.3. Discuss the factors that influence the content of a company’s job offer.11.4. Describe the four different job offer strategies.11.5 Describe different types of fairness and explain why candidates’ perceptions of fairness are important to staffing.