Question 1

A person/organization match is likely to be more important than a person/job match when jobs are poorly defined and fluid.

Accepted Answer

A) True 
 B)False

Question 2

The person/job match model says that there must be a match between ________.

Accepted Answer

A)  job requirements with KSAOs and job rewards with individual motivation 
B)  job requirements and individual motivation 
C)  KSAOs and individual motivation 
D)  none of these 
A)  job requirements with KSAOs and job rewards with individual motivation 
B)  job requirements and individual motivation 
C)  KSAOs and individual motivation 
D)  none of these

Question 3

Which of the following is a part of the recruiting phase of the staffing process?

Accepted Answer

A)  drawing up job offers 
B)  completing application blanks 
C)  developing and conducting job fairs 
D)  both drawing up job offers and developing and conducting job fairs 
A)  drawing up job offers 
B)  completing application blanks 
C)  developing and conducting job fairs 
D)  both drawing up job offers and developing and conducting job fairs

Question 4

Matching concerns that involve the larger organization include organizational values,new job duties,multiple jobs,and future jobs.

Accepted Answer

A) True 
 B)False

Question 5

The person/job match model says that jobs are characterized by their level of qualifications and motivation.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following matching concerns arise in person-organization match?

Accepted Answer

A)  values,new job duties,multiple jobs,and future jobs 
B)  values,qualifications,and motivation 
C)  person,process,and principle 
D)  all of these are correct 
A)  values,new job duties,multiple jobs,and future jobs 
B)  values,qualifications,and motivation 
C)  person,process,and principle 
D)  all of these are correct

Question 7

A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."

Accepted Answer

A)  pure acquisition 
B)  pure development 
C)  lead system 
D)  lag system 
A)  pure acquisition 
B)  pure development 
C)  lead system 
D)  lag system

A person/organization match is likely to be more important than a person/job match when jobs are poorly defined and fluid.

The person/job match model says that there must be a match between ________.

Which of the following is a part of the recruiting phase of the staffing process?

Matching concerns that involve the larger organization include organizational values,new job duties,multiple jobs,and future jobs.

The person/job match model says that jobs are characterized by their level of qualifications and motivation.

Which of the following matching concerns arise in person-organization match?

A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 1: Staffing Models and Strategy

A person/organization match is likely to be more important than a person/job match when jobs are poorly defined and fluid.

The person/job match model says that there must be a match between ________.

Which of the following is a part of the recruiting phase of the staffing process?

Matching concerns that involve the larger organization include organizational values,new job duties,multiple jobs,and future jobs.

The person/job match model says that jobs are characterized by their level of qualifications and motivation.

Which of the following matching concerns arise in person-organization match?

A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters