Question 1

What is the primary purpose of the organizational practice of promoting from within?

Accepted Answer

A)  to reward employees for past performance 
B)  to protect the organization from internal discrimination suits 
C)  to reduce long-term compensation budgets 
D)  to alleviate some of the need for HR planning 
A)  to reward employees for past performance 
B)  to protect the organization from internal discrimination suits 
C)  to reduce long-term compensation budgets 
D)  to alleviate some of the need for HR planning A

Question 2

Fast-track programs were initiated in some organizations as a way to retain young managers with high potential.

Accepted Answer

A) True 
 B)False  True

Question 3

Which of the following recruitment methods is most likely to result in discrimination against members of protected groups?

Accepted Answer

A)  Internet recruiting 
B)  employee referrals 
C)  unsolicited applications and résumés 
D)  executive search firms 
A)  Internet recruiting 
B)  employee referrals 
C)  unsolicited applications and résumés 
D)  executive search firms B

Question 4

According to a recent study, which of the following factors is most important to executives in determining what company to work for?

Accepted Answer

A)  job security 
B)  prestige of title 
C)  a talented workforce to work with 
D)  values and culture 
A)  job security 
B)  prestige of title 
C)  a talented workforce to work with 
D)  values and culture

Question 5

Mentoring is one important indicator of management support in career development.

Accepted Answer

A) True 
 B)False

Question 6

According to a recent survey, which of the following recruitment sources was identified as the most effective?

Accepted Answer

A)  executive search firms 
B)  help-wanted advertisements 
C)  employee referrals 
D)  private employment agencies 
A)  executive search firms 
B)  help-wanted advertisements 
C)  employee referrals 
D)  private employment agencies

Question 7

Transfers usually provide the same motivational value as promotions.

Accepted Answer

A) True 
 B)False

Question 8

Yield ratios should be calculated for each recruiting source.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is the most likely outcome of recruiting from within?

Accepted Answer

A)  It would increase recruiting costs. 
B)  It would reduce employee motivation. 
C)  It would inhibit creativity. 
D)  It would increase an organization's technology. 
A)  It would increase recruiting costs. 
B)  It would reduce employee motivation. 
C)  It would inhibit creativity. 
D)  It would increase an organization's technology.

Question 10

Mentoring programs develop over time and on an informal basis.

Accepted Answer

A) True 
 B)False

Question 11

It is the responsibility of the employee to identify his or her own knowledge, skills, abilities, interests, and values and to seek out information about career options in order to set goals and develop career plans.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following best describes private employment agencies?

Accepted Answer

A)  They are managed and directed by Human Resources Development Canada. 
B)  They do not charge job seekers a fee. 
C)  They commonly specialize in providing services for a specific occupational area. 
D)  They commonly provide services only to college graduates. 
A)  They are managed and directed by Human Resources Development Canada. 
B)  They do not charge job seekers a fee. 
C)  They commonly specialize in providing services for a specific occupational area. 
D)  They commonly provide services only to college graduates.

Question 13

Which of the following best captures the "Peter Principle"?

Accepted Answer

A)  Through natural selection, incompetent employees tend to turn over. 
B)  When promoting based on past performance and seniority, employees will be promoted regularly until they are promoted to a position where they cannot perform well. 
C)  Incompetence breeds incompetence. 
D)  Managers who are incompetent tend to produce situations where there are more grievances, more voluntary turnover, more absenteeism, and more harassment. 
A)  Through natural selection, incompetent employees tend to turn over. 
B)  When promoting based on past performance and seniority, employees will be promoted regularly until they are promoted to a position where they cannot perform well. 
C)  Incompetence breeds incompetence. 
D)  Managers who are incompetent tend to produce situations where there are more grievances, more voluntary turnover, more absenteeism, and more harassment.

Question 14

Learning in Development (LID) is a high-tech firm that specializes in applications for hand-held devices. It is looking for a cheap, fast, and effective way of recruiting new candidates. Which of the following strategies would best suit LID?

Accepted Answer

A)  Internet recruiting 
B)  executive search firms 
C)  labour unions 
D)  walk-in job applicants 
A)  Internet recruiting 
B)  executive search firms 
C)  labour unions 
D)  walk-in job applicants

Question 15

The lines of advancement for an individual within an organization are known as job paths.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following are the lines of advancement for an individual within an organization?

Accepted Answer

A)  career paths 
B)  job progressions 
C)  career lines 
D)  job paths 
A)  career paths 
B)  job progressions 
C)  career lines 
D)  job paths

Question 17

A major problem women face in employment is managing both a managerial career and a family.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is the term for a tool used to examine current performance data and future potential within an organization?

Accepted Answer

A)  a managerial matrix 
B)  a potential assessment centre 
C)  a 9-box grid 
D)  a performance analysis 
A)  a managerial matrix 
B)  a potential assessment centre 
C)  a 9-box grid 
D)  a performance analysis

Question 19

Which of the following is the best description of the use of applications and résumés for filling positions?

Accepted Answer

A)  The percentage of acceptable applications from this source is generally not very high. 
B)  Applications and résumés are an important source of recruitment, especially for large retail organizations. 
C)  In combination with electronic screening, applications and résumés are a powerful HR tool. 
D)  Applications and résumés are the most commonly used tactic by job seekers. 
A)  The percentage of acceptable applications from this source is generally not very high. 
B)  Applications and résumés are an important source of recruitment, especially for large retail organizations. 
C)  In combination with electronic screening, applications and résumés are a powerful HR tool. 
D)  Applications and résumés are the most commonly used tactic by job seekers.

Question 20

Which of the following best describes outplacement services?

Accepted Answer

A)  They are useful methods of attracting individuals into a career. 
B)  They are designed to help terminated employees find a job elsewhere. 
C)  They are rarely given to executive employees. 
D)  They are vital parts of any career management system. 
A)  They are useful methods of attracting individuals into a career. 
B)  They are designed to help terminated employees find a job elsewhere. 
C)  They are rarely given to executive employees. 
D)  They are vital parts of any career management system.

What is the primary purpose of the organizational practice of promoting from within?

Fast-track programs were initiated in some organizations as a way to retain young managers with high potential.

Which of the following recruitment methods is most likely to result in discrimination against members of protected groups?

According to a recent study, which of the following factors is most important to executives in determining what company to work for?

Mentoring is one important indicator of management support in career development.

According to a recent survey, which of the following recruitment sources was identified as the most effective?

Transfers usually provide the same motivational value as promotions.

Yield ratios should be calculated for each recruiting source.

Which of the following is the most likely outcome of recruiting from within?

Mentoring programs develop over time and on an informal basis.

It is the responsibility of the employee to identify his or her own knowledge, skills, abilities, interests, and values and to seek out information about career options in order to set goals and develop career plans.

Which of the following best describes private employment agencies?

Which of the following best captures the "Peter Principle"?

Learning in Development (LID) is a high-tech firm that specializes in applications for hand-held devices. It is looking for a cheap, fast, and effective way of recruiting new candidates. Which of the following strategies would best suit LID?

The lines of advancement for an individual within an organization are known as job paths.

Which of the following are the lines of advancement for an individual within an organization?

A major problem women face in employment is managing both a managerial career and a family.

Which of the following is the term for a tool used to examine current performance data and future potential within an organization?

Which of the following is the best description of the use of applications and résumés for filling positions?

Which of the following best describes outplacement services?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Employee Selection

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 5: Expanding the Talent Pool: Recruitment and Careers

What is the primary purpose of the organizational practice of promoting from within?

Fast-track programs were initiated in some organizations as a way to retain young managers with high potential.

Which of the following recruitment methods is most likely to result in discrimination against members of protected groups?

According to a recent study, which of the following factors is most important to executives in determining what company to work for?

Mentoring is one important indicator of management support in career development.

According to a recent survey, which of the following recruitment sources was identified as the most effective?

Transfers usually provide the same motivational value as promotions.

Yield ratios should be calculated for each recruiting source.

Which of the following is the most likely outcome of recruiting from within?

Mentoring programs develop over time and on an informal basis.

It is the responsibility of the employee to identify his or her own knowledge, skills, abilities, interests, and values and to seek out information about career options in order to set goals and develop career plans.

Which of the following best describes private employment agencies?

Which of the following best captures the "Peter Principle"?

Learning in Development (LID) is a high-tech firm that specializes in applications for hand-held devices. It is looking for a cheap, fast, and effective way of recruiting new candidates. Which of the following strategies would best suit LID?

The lines of advancement for an individual within an organization are known as job paths.

Which of the following are the lines of advancement for an individual within an organization?

A major problem women face in employment is managing both a managerial career and a family.

Which of the following is the term for a tool used to examine current performance data and future potential within an organization?

Which of the following is the best description of the use of applications and résumés for filling positions?

Which of the following best describes outplacement services?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Employee Selection

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters