Deck 3: Personnel Planning and Recruiting

Question 1

Which of the following methods is used to gather job analysis data?

A) interviews
B) questionnaires
C) observation
D) All of the above.

Answer 1

D

Question 2

Which of the following types of information can be collected via a job analysis?

A) work activities
B) human behaviors
C) performance standards
D) All of the above.

Answer 2

D

Question 3

Information regarding job demands such as finger dexterity or conscientiousness is included in the information about ________ an HR specialist may collect during a job analysis.

A) work activities
B) human behaviors
C) machines, tools, equipment, and work aids
D) performance standards

Answer 3

B

Question 4

Which term refers to a written statement that describes the activities and responsibilities of the job?

A) job specification
B) job report
C) job description
D) job context

Question 5

When a manager takes a talent management approach, he or she:

A) understands the talent management tasks.
B) makes sure talent management decisions are goal-directed.
C) actively segments and manages employees.
D) All of the above.

Question 6

Who is interviewed by managers collecting job analysis data?

A) individual employees
B) groups of employees with the same job
C) supervisors who know the job
D) All of the above.

Question 7

Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on ________.

A) diaries
B) interviews
C) direct observation
D) questionnaires

Question 8

The job specification takes the job description and answers the question:

A) What human traits and experience are required to do this job well?
B) When will the supervisor be completely satisfied with a worker's work?
C) What are the four main activities making up this job?
D) What are the performance standards for the job?

Question 9

When filling jobs with untrained people, the job specifications may include ________.

A) quality of training
B) length of previous service
C) physical traits
D) All of the above.

Question 10

Which of the following may be included in a job specification?

A) traits
B) skills
C) required background
D) All of the above.

Question 11

Which of the following is not an advantage of using interviews to collect job analysis data?

A) It is simple to use.
B) Some information may be exaggerated or minimized.
C) It is quick to collect information.
D) It can identify uncommon, but important activities.

Question 12

Most job descriptions contain sections that cover ________.

A) job summary
B) standards of performance
C) working conditions
D) All of the above.

Question 13

A ________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done.

A) job specification
B) job analysis
C) job report
D) job description

Question 14

One uses information from the ________ to write a job specification.

A) job summary
B) job identification
C) job description
D) standards for performance

Question 15

What form of data collection involves recording work activities in a log?

A) interviews
B) diaries
C) direct observation
D) None of the above.

Question 16

________ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

A) Job description
B) Job specification
C) Job analysis
D) Job context

Question 17

What type of information is contained in the job identification section of a job description?

A) job title
B) job summary
C) major functions or activities
D) All of the above.

Question 18

The information resulting from job analysis is used for writing ________.

A) job descriptions
B) work activities
C) work aids
D) performance standards

Question 19

For which of the following jobs is direct observation not recommended to collect data used in a job analysis?

A) assembly-line worker
B) accounting clerk
C) design engineer
D) receptionist

Question 20

The framework for talent management includes ________.

A) deciding what positions to fill
B) building a pool of job candidates
C) using selection tools such as tests, interviews, and the like
D) All of the above.

Question 21

Counselors in state-run employment agencies conduct all of the following activities except:

A) reviewing the employer's job requirements.
B) visiting employer work sites.
C) writing job descriptions.
D) Counselors perform all of the above activities.

Question 22

Who is typically responsible for paying the fees charged by private employment agencies when they place qualified individuals in jobs?

A) the employer
B) the employee
C) the state employment commission
D) there are no fees

Question 23

When planning for employment requirements, what must be forecasted?

A) personnel needs
B) supply of inside candidates
C) Both A and B.
D) Neither A nor B.

Question 24

When a company decides on how to fill top executive positions, the process is called ________.

A) employment planning
B) succession planning
C) selection
D) testing

Question 25

Traditional job analysis focuses on ________.

A) job duties and responsibilities
B) how work is accomplished
C) who accomplishes the work
D) where the work is accomplished

Question 26

Which of the following methods is not used to recruit outside candidates?

A) advertising
B) job postings
C) employment agencies
D) All of the above are used to recruit outside candidates.

Question 27

Competency analysis focuses on ________.

A) what is accomplished
B) what competencies or skills the worker must have to do the work
C) when work is accomplished
D) where the work is accomplished

Question 28

Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?

A) recruitment
B) selection
C) personnel planning
D) interviewing

Question 29

State-run employment agencies provide ________ to employers.

A) recruitment services
B) training programs
C) reviews of employer job requirements
D) All of the above.

Question 30

________ contain data on employees' performance records, educational background, and promotion recommendations.

A) Computerized information systems
B) Replacement charts
C) Qualifications inventories
D) Trend records

Question 31

________ is the process of deciding what positions the firm will have to fill.

A) Recruitment
B) Selection
C) Workforce planning
D) None of the above.

Question 32

Job posting refers to all of the following except:

A) publicizing the open job to employees.
B) listing the job's attributes.
C) listing the job's required qualifications.
D) listing the number of desired applicants.

Question 33

Public state employment agencies are aided and coordinated by ________________.

A) private companies
B) region of the country
C) employers
D) the U.S. Department of Labor

Question 34

When managers need to determine which employees are available for promotion or transfer, they will use ________.

A) replacement charts
B) qualifications inventories
C) trend records
D) personnel files

Question 35

Recruiting is necessary to ________.

A) forecast the supply of outside candidates
B) develop an applicant pool
C) determine whether to use inside or outside candidates
D) develop qualifications inventories

Question 36

Describing the job in terms of the observable competencies or skills necessary for good job performance is called a ________.

A) competency-based job analysis
B) Department of Labor Procedure
C) functional job analysis
D) None of the above.

Question 37

Which term below means studying variations in a firm's employment levels over time?

A) ratio analysis
B) trend analysis
C) graphical analysis
D) All of the above.

Question 38

The process of making forecasts based on the ratio between some causal factor like sales volume and the number of employees required is called ________.

A) ratio analysis
B) trend analysis
C) graphical analysis
D) computer analysis

Question 39

Suppose a salesperson traditionally generates $500,000 in sales and the company wishes to increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeople are required?

A) 4
B) 6
C) 7
D) 8

Question 40

A ________ shows graphically how two variables are related.

A) trend analysis
B) ratio analysis
C) scatter plot
D) correlation analysis

Question 41

One of the biggest challenges facing single parents in the job market is ________.

A) getting access to the Internet to search job sites
B) balancing work and family life
C) getting a sufficient salary
D) minimizing the commute to work

Question 42

Jackie works as a nurse on temporary assignments for hospitals throughout the region on an as-needed basis. Jackie is ________.

A) a contingent worker
B) on job rotation
C) using job enlargement
D) None of the above.

Question 43

Mandatory alternative dispute resolution agreements require ________.

A) disgruntled employees to contact the local EEOC office prior to filing formal complaints
B) applicants to agree to arbitrate certain legal disputes related to employment or dismissal
C) applicants to take unpaid leaves of absence during employment disputes
D) applicants agree not to dispute decisions of the company regarding their employment

Question 44

When it comes to on-campus recruiting, which of the items listed below should be assessed by the campus recruiter?

A) motivation
B) commitment
C) appearance
D) All of the above.

Question 45

Which of the following is not an advantage of using a private employment agency?

A) It may be faster than in-house recruiting.
B) It does not require internal recruitment specialists.
C) Screening may not be as thorough.
D) It may be better for attracting minority candidates.

Question 46

Which of the following is a disadvantage of using an executive recruiter?

A) many contacts in field
B) adept at contacting candidates who are not on the job market
C) unfamiliar what the company truly wants in the ideal candidate
D) ability to keep identity of firm confidential

Question 47

________ are special employment agencies retained by employers to seek out top-tier management talent for their clients.

A) State-run employment agencies
B) Temporary agencies
C) Executive recruiters
D) Job banks

Question 48

Besides determining whether a candidate is worth further consideration, college recruiters also seek to ________.

A) fill the position
B) develop a pool of applicants for future screening
C) attract good candidates
D) All of the above.

Question 49

Pamlico River Productions is seeking a top-level executive to serve in its finance division. Qualified candidates can be difficult to find because there is more demand than supply. Pamlico River Productions should consider using a(n) ________ for recruitment.

A) state-run employment agency
B) executive recruiter
C) temporary agency
D) Any of the above.

Question 50

Executive recruiters are also called ________.

A) headhunters
B) staffers
C) alternative staffing companies
D) All of the above.

Question 51

Contingent workers are used in ________ occupations.

A) clerical
B) engineering
C) maintenance
D) All of the above.

Question 52

A job description has all of the following elements except:

A) what the job holder does.
B) how the job holder does it.
C) under what conditions a job is done.
D) All of the above are included in a job description.

Question 53

Once a firm has a pool of applicants, the first step in pre-screening is the ________.

A) in-person interview
B) on-site visit
C) application form
D) recommendation from recruiters

Question 54

Which of the following is not another term for contingent workers?

A) part-time
B) just-in-time
C) collateral
D) temporary

Question 55

There are ________ steps in expediting a job analysis process.

A) 4
B) 5
C) 6
D) 7

Question 56

College recruiters typically seek to ________.

A) determine whether a candidate is worthy of further consideration
B) fill the position
C) cut costs for the firm by reducing the need to for on-site interviews
D) develop a pool of applicants for future screening

Question 57

A relationships statement in a job description may contain all of the following except:

A) mentors.
B) reports to.
C) works with.
D) supervises.

Question 58

Which of the following is not a type of information that could be illegal on application forms?

A) education
B) experience
C) work stability
D) applicant's age

Question 59

Which of the following could be perceived as discriminatory when asked on an employment application form?

A) race
B) religion
C) age
D) All of the above.

Question 60

Which of the following is an advantage of college recruiting?

A) access to a source of management trainees
B) schedules for recruitment visits set far ahead of time
C) access to candidates who are not looking for jobs
D) All of the above.

Question 61

Employers may provide employees pocket dictating machines and iPads to record activities at random times of the workday.

Question 62

Some job descriptions have a "standards of performance" section.

Question 63

Competency-based job analysis means describing the job in terms of the observable competencies (knowledge, skills, and/or behaviors) that an employee must have to do the job.

Question 64

________ planning is the process of deciding what positions the firm will have to fill, and how to fill them..

A) Workforce
B) Selection
C) Recruitment
D) Replacement

Question 65

Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs.

Question 66

Job analysis produces information used for writing job descriptions and job specifications.

Question 67

Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.

Question 68

The recruitment and selection process has ________ steps.

A) 6
B) 5
C) 4
D) 7

Question 69

Interviewing is simple and lets workers report activities that might not otherwise surface.

Question 70

A manager uses job description information to write a job specification that lists the knowledge, abilities, and skills needed to perform the job.

Question 71

Conducting the job analysis is the sole responsibility of the HR specialist.

Question 72

Observing work is a valid means of analyzing a job that has a lot of mental activity.

Question 73

When it refers to filling jobs like that of a maintenance clerk, personnel planning is called succession planning.

Question 74

A job analysis is a result of job specifications.

Question 75

Competency-based job analysis is more job-focused than traditional job analysis.

Question 76

A big question in an organization is whether to fill an opening from the inside or with an outside candidate.

Question 77

The information gathered during a job analysis is used primarily for listing what the job entails and what kind of people to hire for the job.

Question 78

Recruitment efforts should be an integral part of a firm's strategic planning process.

Question 79

"What are the major duties of your position?" is not a question used in a job analysis interview.

Question 80

A job description shows the reporting relationship of a job.