Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
86 Cards in this Set
- Front
- Back
|
Attracting sufficient numbers of appropriately qualified applicants is an example of a staffing outcome goal. True or False |
False |
|
|
Which of the following people determine whether an applicant will be extended a job offer? hiring manager staffing personnel HR manager department supervisor |
hiring manager |
|
|
Assigning a high-performance sales associate to work with the company's most important client is an example of selection strategic staffing deployment matchmaking |
deployment |
|
|
Interviewing job candidates to asses their fit with the job and organization is part of ___ deploying attracting selecting employee profiling |
selecting |
|
|
Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy is _______ recruiting sourcing workforce planning succession planning |
workforce planning |
|
|
Reducing the turnover rate of high performers is an example of a staffing process goal. True or False |
False |
|
|
Under which of the following circumstances does a company prefer to "churn" rather than keep existing employees? when technology is developing very rapidly when the training period provided is short when competition in the market has increased when the existing employees are overqualified |
when technology is developing very rapidly |
|
|
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. selecting sourcing recruiting employee branding
|
recruiting |
|
|
Greg's Bakery chain is planning to diversify into producing and selling candy. It has opened a new factory to support this plan, and the facotry is ready to be staffed. The top management at Greg's has decided to offer the best salaries in the industry to its latest employee additions. In this situation, which of the following staffing goals should Greg's follow? provide an extensive training period hiring the best qualified employees hiring a large number of employees hiring high-salaried employees |
hiring the best qualified employees |
|
|
When a firm determines that it will need to hire 50 customer service representative within the next three months, it has engaged in______ attracting placement competency modeling work force planning |
work force planning |
|
|
When Mary hires someone because they share the same interests, which of the following has occurred? stereotyping prejudice hiring manager bias like-me bias |
like-me bias |
|
|
The WARN act of 1988 applies to employers with employees who work less than 20 hours per week employers with up to 100 employees, not including part-tine workers regular local, federal and state government entities that provide public services private, public, and quasi-public entities which operates in a commercial context |
private, public, and quasi-public entities which operates in a commercial context |
|
|
Comparing the percentages of men, women, or minorities in various job categories to see if men, women, or minorities are disproportionately represented in certain workforce categories is an example of a ______ concentration statistic stock statistic hiring yield statistic flow statistic |
concentration statistic |
|
|
A company fails to do a background check that would have revealed that a person it has hired has the potential to harm others. The employee then physically harms a customer during disagreement. The company could be found guilty of _______ Negligent referral negligent hiring violating the WARN ACT fraudulent recruitment |
negligent hiring |
|
|
Anyone who submits a resume or an employment application through a website is considered an applicant True or False |
False |
|
|
It is legal to compare an applicant's scores only to members of his or her own racial subgroup and set separate passing or cutoff score for each subgroup. True or False |
False |
|
|
A BFOQ is an analysis of a firm's competitive advantage requirement for establishing a case of discrimination exception to employment-at-will relationship characteristic that is essential to the performance of a specific job |
characteristics that is essential to the performance of a specific job |
|
|
A hotel chain that is recruiting front desk receptionists receive 200 applications from males and 100 applications from females. 100 out of 200 men are hired and 25 out of 100 women are hired. Which of the following statements is true of the hotel chain's hiring policy? There is evidence of disparate impact against both males and females There is evidence of a disparate impact of the hiring process on males as a group There is evidence of a disparate impact of the hiring process on females as a group There is no evidence of any disparate impact |
There is evidence of a disparate impact of the hiring process on females as a group |
|
|
Which of the following is true for affirmative action plans? An affirmative action plan does not need to be formalized An affirmative action plan should exclude all non-minorities An affirmative action plan should be temporary An affirmative action plan should not be remedial in nature |
An affirmative action plan should be temporary |
|
|
The uniformed Services Employment and Reemployment Rights Act_____ provides job training to members of the uniformed services to assist them in transitioning to civilian jobs requires that a job board be maintained for the sole use of veterans transitioning to civilian jobs after their service ends ensures that veterans are equally represented in the workforce ensures that members of the uniformed services can return to their civilian employment after their military service ends |
ensures that members of the uniformed services can return to their civilian employment after their military service ends |
|
|
Which of the following are employees of a company who take on the operation of certain functions, or staff an entire office or factory on a contractual basis for a client or company? independent contractors contingent workers leased workers at-will employees |
leased workers |
|
|
Facially neutral means that all employees and applicants are treated consistently, regardless of their protected characteristics, such as their sex and race. True or False |
True |
|
|
Comparing th percentages of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position is an example of ______ bona fide occupational qualifications concentration statistic stock statistic flow statistic |
stock statistic |
|
|
Which of the following is a characteristic of independent contractors? they do not receive benefits from the employer they have continuous relationship with the employer they do not pay their employment taxes, the employer does they control the processes and results of their work |
they do not receive benefits from the employer |
|
|
The age discrimination in employment act of 1967 protects people _______ 50 years of age or older 40 years of age or older 60 years of age of older |
40 years of age or older |
|
|
If a company makes compromises to a recruitment that it does not intend to keep, it could be found guilt of _______ violating the WARN ACT negligent referral fraudulent recruitment negligent hiring |
fraudulent recruitment |
|
|
The same job analysis techniques can be used effectively for staffing, compensation, and training purposes. True or False |
False |
|
|
The first step in conducting a job analysis is to _____ write the job description and person specification communicate the purpose of the job analysis to the job experts collect critical incidents get the support of top management |
get the support of top management |
|
|
A summary of the characteristics of someone able to perform the job well is a ________ job analysis job description job requisition person specification |
person specification |
|
|
Alen and Jane are the best economnists that FlexMoney Inc., a consulting firm has. However, Flexmoney is in urgent need to hire more economists and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field. This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire. Which job analysis method is being used by FlexMoney? task inventory method job elements method critical incidents method Position Analysis questionnaire method |
job elements method |
|
|
When Mary's Macaroons conducted a _______ on its customer service positions, it found that 35% of the customer service employee's time was being spent on administrative duties, not focusing on customer service. competency analysis job rewards analysis job analysis value chain analysis |
job analysis |
|
|
The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the _________. job's total compensation package employee value proposition work-life balance |
employee value proposition |
|
|
Competency modeling is a job analysis method that identifies the worker competencies necessary for high performance. True or False |
True |
|
|
When a main job duties have already been determined, a _______ job analysis would be required. reactive inductive ideosyncratic deductive |
deductive |
|
|
Early retirement programs are a common way of dealing with temporary employee surpluses. True and False |
False |
|
|
A ratio analysis assumes that the ratio between the number of employees needed and certain business metrics is highly variable. True or False |
False |
|
|
Anna is the manager of human resources at Alcatec Inc. She is comparing the number of employees required over the next six months versus the capabilities of her existing workforce adjusted for attrition. She is trying to identify any gaps between the two. Which step of the workforce planning process is discussed here? monitor and revise the forecasts and action plans articulate the firm's strategic staffing decisions conduct a workforce analysis develop and implement action plans |
conduct a workforce analysis |
|
|
Which of the following is more likely to warrant changes in an organization's compensation policy and induce it to offer above-market wages? restructuring of jobs to make them more process oriented decreasing unemployment rates decrease in the number of employees quitting jobs reduction in the number of companies in its industry |
decreasing unemployment rates |
|
|
A transition analysis can account for multiple moves. True or False |
False |
|
|
Why is it usually best to supplement the ratio, scatter plot, and trend forecasting methods with managerial judgments? because top-down approaches need analytical validation because firms need to keep their fingers on the pulse of their labor markets because judgment forecasting is the most accurate method because historical trends and relationships can change |
because historical trends and relationships can change |
|
|
If a company employs two office assistants for every nine architects (a staffing ratio 2:9) and it plans to expand and hire eighteen new architects, how many new office assistants will it need to hire? 6 4 8 2 |
4 |
|
|
Filing lower-level positions from the local labor market and higher-level positions from the regional of national labor market is an example of___________. geographic targeting global staffing job fairs labor market analysis |
geographic targeting |
|
|
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 passive job seeker semi-passive job seeker active job seeker non-active job seeker |
passive job seeker |
|
|
The ongoing process of recuting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is _______. a qualifications inventory resume database building job posting system succession management |
succession management |
|
|
An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source? job fairs college recruiting employment referrals search firms |
employee referrals |
|
|
Recruiting sources should be prioritized based on staffing goals and the results of the recruiting source effectiveness analysis. True or False |
True |
|
|
Internet data mining involves searching the internet to locate active job seekers with characteristics and qualifications needed for a position. True or False |
False |
|
|
Recruiters are seen as setting the standard for talent for the company. True or False |
True |
|
|
When an applicant believes that an assessment method is unfair because it does not give him an opportunity to demonstrate job-relevant skills _____. distributive fairness is low procedural fairness is low interactional fairness is high internactional fairness is low |
interactional fairness is high |
|
|
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 _________. spillover effect groupthink cognitive dissonance incorrect signaling |
spillover effect
|
|
|
Having recruiters evaluate candidate for their fit with several different positions is an example of ______. interpersonal skills applicant attraction workforce development multiple assessments |
multiple assessments |
|
|
Failure to measure important aspects of the attribute to be measured results in _____ error. deficiency random contamination standard |
deficiency |
|
|
Assessing whether two interviewers rate the same candidate's interview the same is an example of test-related reliability. True or False |
False |
|
|
False positives occur when a weak applicant is erroneously classified as being a good hire. True or False |
True |
|
|
The correlation coefficient between a selection test and job performance is 0. This means the selection test _________. perfectly predicts job performance is positively related to job performance has adverse impact on job performance and job performance are unrelated |
and job performance are unrelated |
|
|
How can an organization with a positive employer branding image increase the quality of its applicant pools? by using external agencies to recruit for them by following a targeted recruiting effort by reducing recruitment flaws through training by following unconventional methods to recruit |
by reducing recruitment flaws through training |
|
|
The uniform Guidelines on Employee Selection procedures were created to______ outline the enforcement of the Americans with disabilities act assist organizations in complying with federal law prohibiting discrimination in hiring assist organizations with fewer than 10 employees to comply with Title V11 validate employee selection methods |
assist organizations in complying with federal law prohibiting discrimination in hiring |
|
|
When a company hired Marcus who turned out to be a poor performer, which assessment outcome occurred? false negative true positive true negative false positive |
false positive |
|
|
The fit between a person's abilities and the deamns of the job and the fit between a person's desires and motivations and the job are _______ person-objective fit supplementary fit person-job fit person-group fit |
person-job fit |
|
|
Having a low selection ratio means_______ hiring most people who apply for a job hiring only a few applicants having a small number of applicants per job having unacceptable adverse impact |
hiring only a few applicants |
|
|
Behavioral interviews are more reliable and substantially better than_____ at predicting job performance. situation judgement tests structured interviews situation interviews unstructured interviews |
unstructured interviews |
|
|
Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organizations. True or False |
False |
|
|
Both true positive and true negative assessment outcomes are desirable. True or False |
True |
|
|
When an employee quits because he/she is passed over for promotion, what has occurred? a negative stakeholder reaction external assessment a breach of employee ethics successsion management |
a negative stakeholder reaction |
|
|
Skills inventories are databases of the skills, competencies, and other relevant characteristics of each employee. True or False |
True |
|
|
Equal Employment Opportunity liability is often greater with internal versus external assessment and staffing efforts. True or False |
True |
|
|
Which of the following would be required to provide critical skills to employees that might be needed in the future. competition training evaluation promotion |
training |
|
|
A nine box matrix requires assessing employees on________ tenure and current job performance current job performance and future potential past job performances and future potential past job performance and current job performance |
current job performance and future potential |
|
|
After choosing the position on which to focus, the first general step in a succession management project is to ___________ identify each interested candidate's strengths, weaknesses, and succession readiness write a person specification linked to the firms business strategy check that the job description outlines the current and future competencies, a person needs to perform at a high level create a plan to continually and systematically improve the capabilities of all identified succession candidates |
check that the job description outlines the current and future competencies, a person needs to perform at a high level |
|
|
It is sometimes permissible to hire a non-qualified minority candidate over a qualified non-minority candidate. True or False |
False |
|
|
Using high cut scores_________ can reduce adverse impact to a minimum in every case is more appropriate for firms focusing on filling vacancies in the short-term increase the number of false negative hiring outcomes is inappropriate for firms with a talent strategy of hiring only the best |
increase the number of false negative hiring outcomes |
|
|
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 ________. Compensatory approach contingent approach normative approach multiple hurdles approach |
compensatory approach |
|
|
Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of _________. contingent weighting unequal weighting normative weighting unit weighting |
unit weighting |
|
|
In the selection procedure of a firm, an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process. What type of assessment plan is being used? supplemental bona fide contingent multiple` hurdles |
multiple hurdles |
|
|
Deferring a new hire's start date can be an alternative to ______. negligent hiring using an assessment center reneging conducting a reference check |
reneging |
|
|
What is optimal turnover? it sees any employee turnover as a loss for the company it produces the highest level of long-term business improvement it is the lowest turnover that a firm can achieve it produces lowest levels of long-term productivity |
it produces the highest level of long-term business improvement |
|
|
Holding managers accountable for turnover of the employees under them is an effective retention strategy because _____. employees cannot complain about miscommunication employees have most grievances about their supervisors managers know which employees to retain managers become stressed about being laid-off |
managers know which employees to retain |
|
|
Having terminated employees sign a severance agreement that includes a release stating that the departing employee gives up some or all rights to sue reduces the risk of future litigation. True False |
True |
|
|
When a poor performer leaves, functional turnover has occurred. True or False |
True |
|
|
Workforce redeployment applies the ____ principals used to optimize inventory management, planning, and production to optimize the utilization of a firm's employees. competitive advantage supply chain product innovation customer management |
supply chain |
|
|
______ is a direct cost of staffing. lower competition lower productivity lost business opportunities lost market share |
lower productivity |
|
|
In terms of evaluating staff systems, lower applicant quality is a ________. lagging indicator staffing scorecard criterion staffing metric leading indicator |
leading indicator |
|
|
The choice of criteria in a balanced scorecard should be based on the company's strategy and goals, not on the the challenges the company anticipates. True of False |
False |
|
|
Which of the following is a long-term staffing metric? the average time-to-start (by position, source, and recruiter) the number of diverse hires coming from each recruiting source employee job success measured by recruiting source and recruiter the number of high quality new hires coming from each recruiting source |
employee job success measured by recruiting source and recruiter |
|
|
The average time to start is a short-term staffing metric. True or False |
True |
|
|
Having administrative assistant job candidates perform a set of exercises including taking phone messages, typing reports, scheduling meetings, and filing is an example of ______. structured interview job knowledge test assessment center clinical assessment |
assessment center |
