Test 2 Flashcards
Outside recruitment sources include all of the following except:
a. employees recalled from a layoff.
b. college campuses and vocational schools.
c. labor unions.
d. walk-in job applicants.
a
A factor in determining the choice of outside sources from which to recruit applicants is/are:
a. legal requirements
b. the cost-per-hire of the firm’s job posting system
c. the job identification
d. the firm’s success in achieving its employee diversity goals
d
There is a correlation between the recruitment success of the organization and:
a. formal vs. informal recruitment sources
b. the accuracy and completeness of advertisements
c. affirmative action goals
d. unsolicited applications and resumes
a
In many cases, hiring someone from outside the organization:
a. is seen as essential for revitalization
b. increases morale among executives
c. is the only way to gain information about a rival’s competitive advantage
d. limits your labor market
a
The type of information obtained from an applicant should be based on:
a. job specifications.
b. job design.
c. manning tables.
d. the HR manager’s preferences.
a
Using selection tests to measure applicant KSAOs against competencies for the job is called:
a. EEO compliance
b. person-job fit
c. person-organization fit
d. indirect expense
b
Placing a priority on finding individuals that meet broader organizational requirements than job skills, including those who match the values or culture of the organization is called:
a. advanced selection
b. person-job fit
c. person-organization fit
d. person-value fit
c
Interest in person-organization fit has been increasing because of:
a. organizations’ increased need for teamwork and flexibility
b. the movement toward union free hiring
c. job descriptions are becoming more rigid
d. advances in selection tools
a
The terms “training” and “development”:
a. mean the same thing
b. both refer to short term skill development efforts
c. refer to a short term performance orientation vs. a longer term skill development, respectively
d. refer to skills development in low level vs. managerial employees, respectively
c
From the broadest perspective, the goal of training is to contribute to:
a. social improvement.
b. personal growth.
c. organizational goals.
d. departmental challenges.
c
Many organizations never make the connection between their _____ and their training programs.
a. technology
b. competition
c. strategic objectives
d. functional requirements
c
A systems approach to training:
a. is the most cost-effective approach
b. ensures that training investments have maximum impact on performance
c. is called development
d. includes the process of job analysis
b
The federal government begin evaluating employees in 1842, when Congress passed a law mandating yearly performance review for:
a. departmental clerks
b. military personnel
c. postal employees
d. all federal employees
a
A problem with performance appraisal includes:
a. it tends to be objective and consistent
b. it identifies weaknesses of employees as well as strengths
c. it tends to focus on short-term objectives rather than long-term learning
d. it tends to be a bottom-up process
c
All of the following are objectives of an appraisal program except:
a. giving the supervisor the opportunity to show his or her superior how well the supervisor’s employees are performing.
b. giving employees the opportunity to regularly discuss performance with their supervisors.
c. providing the supervisor with a means of identifying the strengths and weaknesses of an employee’s performance.
d. providing a basis for salary recommendations.
a
