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MNGT 4338-A > MGNT-4338 Exam 1 Review > Flashcards

MGNT-4338 Exam 1 Review Flashcards

1
Q

Which of the following statements is true regarding staffing?

A

The staffing process is composed of a series of interrelated parts including recruitment, selection, decision making and job offers.

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2
Q

According to the staffing quantity model, an organization will be ______ When availabilities exceed requirements.

A

Overstaffed

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3
Q

Which of the following statements is false regarding person-job match?

A

Organizational culture is an important aspect of person-job match.

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4
Q

According to the overall staffing organizations model, HR and staffing strategy are driven by _____.

A

The mission, goals and objectives of the organization

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5
Q

The most prevalent form of the employment relationship is______.

A

Employer-employee

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6
Q

The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called ____?

A

Employment-at-will

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7
Q

The primary source of common law in the United States is ______?

A

Past court decisions

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8
Q

Disparate treatment focuses on _________.

A

Allegations and evidence about intentions to discriminate.

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9
Q

When using stock statistics in job selection discrimination cases, the comparison being made is ______.

A

Percentages of groups in job categories relative to their availability in the population.

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10
Q

Where the Americans with Disabilities Act is concerned _____.

A

The law only applies to disabled individuals who are otherwise qualified.

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11
Q

Noncompliance with the Immigration Reform and Control Act (1986) could result in _______.

A

Imprisonment for up to six months.

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12
Q

Negligent hiring of unsafe or dangerous employees that leads to harm or damages caused by them is an example of a staffing tort.

A

TRUE

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13
Q

The Civil Rights Act of 1964 explicitly permits the use of seniority and merit systems as a bases for applying different terms and conditions to employees.

A

TRUE

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14
Q

Most private employers cannot legally require applicants or employees to take a polygraph test, except in special circumstances.

A

TRUE

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15
Q

The Americans with Disabilities Act does not cover individuals with psychiatric disorders, such as depression or schizophrenia.

A

FALSE

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16
Q

Human resource planning activities most directly involve _______.

A

Forecasting labor requirements and availabilities.

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17
Q

A manager has collected data on sales, the economy, and taxes over a number of years, and statistically estimates an equation that describes how each of thee predictors has affected staffing levels in the past. This equation is used to predict future staffing levels. This is an example of ________.

A

Regression analysis

18
Q

Markov analysis is a technique for __________.

A

Availability forecasting

19
Q

Employment reconciliation analyzers gaps between _________.

A

Future HR requirements and HR availability

20
Q

A key advantage of having a core work force is that it provides _________.

A

Greater predictability

21
Q

Counting the number of employees on payroll may be a misleading indicator of the workforce because it ignores the amount of scheduled time worked by each employee relative to a full workweek.

A

TRUE

22
Q

trend analysis does not directly take into account external factors that might change trends.

A

TRUE

23
Q

If an organization faces a surplus of workers, it is likely that they will have to either downsize or encourage voluntary retirement, because there aren’t many alternative to these actions.

A

FALSE

24
Q

A flexible workforce can bring in new technical and administrative knowledge that isn’t available from the core workforce.

A

TRUE

25
Q

A flexible workforce can be obtained by using staffing firms or independent contractors.

A

TRUE

26
Q

The best approach to job analysis for traditional jobs is _______.

A

Job requirements job analysis

27
Q

The KSAO portion of a job requirements matrix may be _________.

A

Converted to a job specification

28
Q

A Competency is __________.

A

An underlying characteristic of an individual that contributes to job or role performance.

29
Q

Which of the following is not one of the “great eight” competencies?

A

A.MECHANICAL KNOWLEDGE
B. Creating
C. Organizing
D. Performing

30
Q

Which of the following is not an example of an extrinsic reward?

A

A. Pay
B. Promotion
C. AUTONOMY
D. Fringe benefits

31
Q

The recruitment approach in which an organization identifies those segments of the labor market where qualified candidates are likely to be is called _____.

A

Targeted recruitment

32
Q

Which of the following is an advantage of targeted recruiting?

A

A small set of qualified applicants is considered

33
Q

Which situation most strongly calls for open recruitment?

A

Pr-entry qualifications are not important.

34
Q

Which of the following is true regarding closed internal recruitment.

A

They are not costly to implement

35
Q

A lattice mobility path is _________.

A

Characterized by upward, lateral, and downward movement.

36
Q

Which of the following is true regarding mobility paths?

A

Alternative mobility paths may move in any direction.

37
Q

A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.

A

TRUE

38
Q

It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.

A

FALSE

39
Q

Only those who fill out paperwork for employment need be considered applicants, for legal purposes.

A

FALSE

40
Q

One hallmark of hierarchical mobility paths is an emphasis on pay for skill development and learning.

A

FALSE

41
Q

A major difference between internal and external recruitment is that external recruitment not only fills vacancies but also creates them.

A

FALSE

42
Q

In the absence of a discriminatory intent, virtually any seniority system is likely to be bona-fide, even if it causes adverse impact.

A

TRUE

MNGT 4338-A (3 decks)

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