Question 1

Qualitative forecasting techniques tend to be less accurate than quantitative forecasting techniques.

Accepted Answer

A) True 
 B)False

Question 2

Selection tools should be reliable and valid.By reliable,we mean that the tool measures consistently across time and evaluators.By valid,we mean that scores from the tools correspond to actual job performance.

Accepted Answer

A) True 
 B)False

Question 3

Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
-Refer to Additional Case 5.3.Which of the following would most likely help the firm avoid liability for negligent hiring?

Accepted Answer

A)  Instituting a sexual harassment policy 
B)  Strictly using structured interview methods 
C)  Administering personality tests to screen for violent personalities 
D)  Developing hiring policies that require employee background checks 
A)  Instituting a sexual harassment policy 
B)  Strictly using structured interview methods 
C)  Administering personality tests to screen for violent personalities 
D)  Developing hiring policies that require employee background checks

Question 4

________ is the process of making a "hire" or "no-hire" decision regarding each applicant for a job.

Accepted Answer

The answer of ________ is the process of making a...

Question 5

One of your employees,a member of a protected class,loses his temper and assaults and injures a customer.The customer is also a member of a protected class.During the investigation,the police discover that the employee has a long history of such behavior and served jail time for assault and battery.As the employer,you are most likely:

Accepted Answer

A)  not liable for any injuries because the employee was a member of a protected class. 
B)  not liable for negligent hiring because you had an affirmative action plan. 
C)  liable for negligent hiring because you did not conduct a background check. 
D)  liable for injuries under Executive Order 11246. 
A)  not liable for any injuries because the employee was a member of a protected class. 
B)  not liable for negligent hiring because you had an affirmative action plan. 
C)  liable for negligent hiring because you did not conduct a background check. 
D)  liable for injuries under Executive Order 11246.

Question 6

A restaurant chain is forecasting next year's labor needs.Ten restaurants have their own managers,and the firm experiences 45% manager turnover each year.The firm plans to open 4 more restaurants next year.The firm's projected need for managers for the upcoming year will be: (Round your answer up to the next full position.)

Accepted Answer

A)  9. 
B)  10. 
C)  11. 
D)  12. 
A)  9. 
B)  10. 
C)  11. 
D)  12.

Question 7

Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills.

Accepted Answer

A) True 
 B)False

Question 8

A quantitative forecast:

Accepted Answer

A)  can utilize any variables which increase flexibility. 
B)  is very helpful in a dynamic business environment. 
C)  is highly subject to judgment errors. 
D)  relies primarily on past data. 
A)  can utilize any variables which increase flexibility. 
B)  is very helpful in a dynamic business environment. 
C)  is highly subject to judgment errors. 
D)  relies primarily on past data.

Question 9

You are part of a team selecting employees at Helping Hands,Inc.All applicants will take a cognitive test and participate in a structured interview.The selection process would most likely be more efficient if the team:

Accepted Answer

A)  oriented the applicants with potential co-workers. 
B)  established a cut score for the cognitive test. 
C)  expanded the structured interview. 
D)  recruited nontraditional laborers. 
A)  oriented the applicants with potential co-workers. 
B)  established a cut score for the cognitive test. 
C)  expanded the structured interview. 
D)  recruited nontraditional laborers.

Question 10

Which of the following is an example of a work requirement question?

Accepted Answer

A)  Tell me about a time when you disagreed with a supervisor. 
B)  What is the procedure for handling a customer complaint? 
C)  Are you willing to work overtime to meet customer demands? 
D)  Tell me what you know about our company and product line. 
A)  Tell me about a time when you disagreed with a supervisor. 
B)  What is the procedure for handling a customer complaint? 
C)  Are you willing to work overtime to meet customer demands? 
D)  Tell me what you know about our company and product line.

Question 11

Which of the following is a quantitative technique for forecasting labor supply?

Accepted Answer

A)  Vacancy analysis 
B)  Regression analysis 
C)  Markov analysis 
D)  Ratio analysis 
A)  Vacancy analysis 
B)  Regression analysis 
C)  Markov analysis 
D)  Ratio analysis

Question 12

Tatiana needs to hire a line manager and has a very small recruiting budget.The firm's current employees don't feel they have many advancement opportunities.It would be best for Tatiana to recruit:

Accepted Answer

A)  internally. 
B)  externally. 
C)  former military members. 
D)  nontraditional workers. 
A)  internally. 
B)  externally. 
C)  former military members. 
D)  nontraditional workers.

Question 13

Which of the following is LEAST relevant to determining the characteristics necessary for job performance?

Accepted Answer

A)  Organizational culture 
B)  Applicant knowledge 
C)  Applicant abilities 
D)  Labor market 
A)  Organizational culture 
B)  Applicant knowledge 
C)  Applicant abilities 
D)  Labor market

Question 14

Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.

Accepted Answer

A) True 
 B)False

Qualitative forecasting techniques tend to be less accurate than quantitative forecasting techniques.

Selection tools should be reliable and valid.By reliable,we mean that the tool measures consistently across time and evaluators.By valid,we mean that scores from the tools correspond to actual job performance.

________ is the process of making a "hire" or "no-hire" decision regarding each applicant for a job.

Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills.

A quantitative forecast:

You are part of a team selecting employees at Helping Hands,Inc.All applicants will take a cognitive test and participate in a structured interview.The selection process would most likely be more efficient if the team:

Which of the following is an example of a work requirement question?

Which of the following is a quantitative technique for forecasting labor supply?

Tatiana needs to hire a line manager and has a very small recruiting budget.The firm's current employees don't feel they have many advancement opportunities.It would be best for Tatiana to recruit:

Which of the following is LEAST relevant to determining the characteristics necessary for job performance?

Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

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Exam 5: Recruiting and Selecting Employees

Qualitative forecasting techniques tend to be less accurate than quantitative forecasting techniques.

Selection tools should be reliable and valid.By reliable,we mean that the tool measures consistently across time and evaluators.By valid,we mean that scores from the tools correspond to actual job performance.

________ is the process of making a "hire" or "no-hire" decision regarding each applicant for a job.

Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills.

A quantitative forecast:

You are part of a team selecting employees at Helping Hands,Inc.All applicants will take a cognitive test and participate in a structured interview.The selection process would most likely be more efficient if the team:

Which of the following is an example of a work requirement question?

Which of the following is a quantitative technique for forecasting labor supply?

Tatiana needs to hire a line manager and has a very small recruiting budget.The firm's current employees don't feel they have many advancement opportunities.It would be best for Tatiana to recruit:

Which of the following is LEAST relevant to determining the characteristics necessary for job performance?

Recruitment requires HR to determine the characteristics for effective job performance and then measure applicants against that criteria.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

Filters