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86 Cards in this Set

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Attracting sufficient numbers of appropriately qualified applicants is an example of a staffing outcome goal.


True or False

False

Which of the following people determine whether an applicant will be extended a job offer?


hiring manager


staffing personnel


HR manager


department supervisor

hiring manager

Assigning a high-performance sales associate to work with the company's most important client is an example of


selection


strategic staffing


deployment


matchmaking

deployment

Interviewing job candidates to asses their fit with the job and organization is part of ___


deploying


attracting


selecting


employee profiling

selecting

Strategically evaluating the company's current lines of business, new businesses it will be getting into, businesses it will be leaving, and the gaps between the current skills in the organization and the skills it will need to execute its business strategy is _______


recruiting


sourcing


workforce planning


succession planning

workforce planning

Reducing the turnover rate of high performers is an example of a staffing process goal.


True or False

False

Under which of the following circumstances does a company prefer to "churn" rather than keep existing employees?


when technology is developing very rapidly


when the training period provided is short


when competition in the market has increased


when the existing employees are overqualified

when technology is developing very rapidly

The primary goal of ______ is to get the right people interested in working for an organization or in a specific job, then persuade them to apply and ultimately accept the job offer if they are extended.


selecting


sourcing


recruiting


employee branding


recruiting

Greg's Bakery chain is planning to diversify into producing and selling candy. It has opened a new factory to support this plan, and the facotry is ready to be staffed. The top management at Greg's has decided to offer the best salaries in the industry to its latest employee additions. In this situation, which of the following staffing goals should Greg's follow?


provide an extensive training period


hiring the best qualified employees


hiring a large number of employees


hiring high-salaried employees

hiring the best qualified employees

When a firm determines that it will need to hire 50 customer service representative within the next three months, it has engaged in______


attracting


placement


competency modeling


work force planning

work force planning

When Mary hires someone because they share the same interests, which of the following has occurred?


stereotyping


prejudice


hiring manager bias


like-me bias

like-me bias

The WARN act of 1988 applies to


employers with employees who work less than 20 hours per week


employers with up to 100 employees, not including part-tine workers


regular local, federal and state government entities that provide public services


private, public, and quasi-public entities which operates in a commercial context

private, public, and quasi-public entities which operates in a commercial context

Comparing the percentages of men, women, or minorities in various job categories to see if men, women, or minorities are disproportionately represented in certain workforce categories is an example of a ______


concentration statistic


stock statistic


hiring yield statistic


flow statistic

concentration statistic

A company fails to do a background check that would have revealed that a person it has hired has the potential to harm others. The employee then physically harms a customer during disagreement. The company could be found guilty of _______


Negligent referral


negligent hiring


violating the WARN ACT


fraudulent recruitment

negligent hiring

Anyone who submits a resume or an employment application through a website is considered an applicant


True or False

False

It is legal to compare an applicant's scores only to members of his or her own racial subgroup and set separate passing or cutoff score for each subgroup.


True or False

False

A BFOQ is an


analysis of a firm's competitive advantage


requirement for establishing a case of discrimination


exception to employment-at-will relationship


characteristic that is essential to the performance of a specific job

characteristics that is essential to the performance of a specific job

A hotel chain that is recruiting front desk receptionists receive 200 applications from males and 100 applications from females. 100 out of 200 men are hired and 25 out of 100 women are hired. Which of the following statements is true of the hotel chain's hiring policy?


There is evidence of disparate impact against both males and females


There is evidence of a disparate impact of the hiring process on males as a group


There is evidence of a disparate impact of the hiring process on females as a group


There is no evidence of any disparate impact

There is evidence of a disparate impact of the hiring process on females as a group

Which of the following is true for affirmative action plans?


An affirmative action plan does not need to be formalized


An affirmative action plan should exclude all non-minorities


An affirmative action plan should be temporary


An affirmative action plan should not be remedial in nature

An affirmative action plan should be temporary

The uniformed Services Employment and Reemployment Rights Act_____


provides job training to members of the uniformed services to assist them in transitioning to civilian jobs


requires that a job board be maintained for the sole use of veterans transitioning to civilian jobs after their service ends


ensures that veterans are equally represented in the workforce


ensures that members of the uniformed services can return to their civilian employment after their military service ends





ensures that members of the uniformed services can return to their civilian employment after their military service ends

Which of the following are employees of a company who take on the operation of certain functions, or staff an entire office or factory on a contractual basis for a client or company?


independent contractors


contingent workers


leased workers


at-will employees

leased workers



Facially neutral means that all employees and applicants are treated consistently, regardless of their protected characteristics, such as their sex and race.


True or False

True

Comparing th percentages of men, women, or minorities employed in a job category with their availability in the relevant population of qualified people interested in the position is an example of ______


bona fide occupational qualifications


concentration statistic


stock statistic


flow statistic

stock statistic

Which of the following is a characteristic of independent contractors?


they do not receive benefits from the employer


they have continuous relationship with the employer


they do not pay their employment taxes, the employer does


they control the processes and results of their work



they do not receive benefits from the employer

The age discrimination in employment act of 1967 protects people _______


50 years of age or older


40 years of age or older


60 years of age of older

40 years of age or older

If a company makes compromises to a recruitment that it does not intend to keep, it could be found guilt of _______


violating the WARN ACT


negligent referral


fraudulent recruitment


negligent hiring

fraudulent recruitment

The same job analysis techniques can be used effectively for staffing, compensation, and training purposes.


True or False

False

The first step in conducting a job analysis is to _____


write the job description and person specification


communicate the purpose of the job analysis to the job experts


collect critical incidents


get the support of top management

get the support of top management

A summary of the characteristics of someone able to perform the job well is a ________


job analysis


job description


job requisition


person specification

person specification

Alen and Jane are the best economnists that FlexMoney Inc., a consulting firm has. However, Flexmoney is in urgent need to hire more economists and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field. This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire. Which job analysis method is being used by FlexMoney?


task inventory method


job elements method


critical incidents method


Position Analysis questionnaire method

job elements method

When Mary's Macaroons conducted a _______ on its customer service positions, it found that 35% of the customer service employee's time was being spent on administrative duties, not focusing on customer service.


competency analysis


job rewards analysis


job analysis


value chain analysis



job analysis

The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the _________.


job's total compensation package


employee value proposition


work-life balance

employee value proposition

Competency modeling is a job analysis method that identifies the worker competencies necessary for high performance.


True or False

True

When a main job duties have already been determined, a _______ job analysis would be required.


reactive


inductive


ideosyncratic


deductive

deductive

Early retirement programs are a common way of dealing with temporary employee surpluses.


True and False

False

A ratio analysis assumes that the ratio between the number of employees needed and certain business metrics is highly variable.


True or False

False

Anna is the manager of human resources at Alcatec Inc. She is comparing the number of employees required over the next six months versus the capabilities of her existing workforce adjusted for attrition. She is trying to identify any gaps between the two. Which step of the workforce planning process is discussed here?


monitor and revise the forecasts and action plans


articulate the firm's strategic staffing decisions


conduct a workforce analysis


develop and implement action plans

conduct a workforce analysis

Which of the following is more likely to warrant changes in an organization's compensation policy and induce it to offer above-market wages?


restructuring of jobs to make them more process oriented


decreasing unemployment rates


decrease in the number of employees quitting jobs


reduction in the number of companies in its industry



decreasing unemployment rates

A transition analysis can account for multiple moves.


True or False

False

Why is it usually best to supplement the ratio, scatter plot, and trend forecasting methods with managerial judgments?


because top-down approaches need analytical validation


because firms need to keep their fingers on the pulse of their labor markets


because judgment forecasting is the most accurate method


because historical trends and relationships can change

because historical trends and relationships can change

If a company employs two office assistants for every nine architects (a staffing ratio 2:9) and it plans to expand and hire eighteen new architects, how many new office assistants will it need to hire?


6


4


8


2

4

Filing lower-level positions from the local labor market and higher-level positions from the regional of national labor market is an example of___________.


geographic targeting


global staffing


job fairs


labor market analysis

geographic targeting

A successful executive, who is happy with her current position, does not look for information about other jobs, but might be tempted by a great opportunity is a


passive job seeker


semi-passive job seeker


active job seeker


non-active job seeker



passive job seeker

The ongoing process of recuting, evaluating, developing, and preparing employees to assume other positions in the firm in the future is _______.


a qualifications inventory


resume database building


job posting system


succession management

succession management

An organization that is currently composed of primarily white males may discriminate against minorities and women if it uses which recruiting source?


job fairs


college recruiting


employment referrals


search firms

employee referrals

Recruiting sources should be prioritized based on staffing goals and the results of the recruiting source effectiveness analysis.


True or False

True

Internet data mining involves searching the internet to locate active job seekers with characteristics and qualifications needed for a position.


True or False

False

Recruiters are seen as setting the standard for talent for the company.


True or False

True

When an applicant believes that an assessment method is unfair because it does not give him an opportunity to demonstrate job-relevant skills _____.


distributive fairness is low


procedural fairness is low


interactional fairness is high


internactional fairness is low

interactional fairness is high

Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet. When her friend Carrie hears about this, she stops shopping at that store. This is an example of _________.


spillover effect


groupthink


cognitive dissonance


incorrect signaling

spillover effect

Having recruiters evaluate candidate for their fit with several different positions is an example of ______.


interpersonal skills


applicant attraction


workforce development


multiple assessments

multiple assessments

Failure to measure important aspects of the attribute to be measured results in _____ error.


deficiency


random


contamination


standard

deficiency

Assessing whether two interviewers rate the same candidate's interview the same is an example of test-related reliability.


True or False

False

False positives occur when a weak applicant is erroneously classified as being a good hire.


True or False

True

The correlation coefficient between a selection test and job performance is 0. This means the selection test _________.


perfectly predicts job performance


is positively related to job performance


has adverse impact on job performance


and job performance are unrelated



and job performance are unrelated

How can an organization with a positive employer branding image increase the quality of its applicant pools?


by using external agencies to recruit for them


by following a targeted recruiting effort


by reducing recruitment flaws through training


by following unconventional methods to recruit



by reducing recruitment flaws through training

The uniform Guidelines on Employee Selection procedures were created to______


outline the enforcement of the Americans with disabilities act


assist organizations in complying with federal law prohibiting discrimination in hiring


assist organizations with fewer than 10 employees to comply with Title V11


validate employee selection methods



assist organizations in complying with federal law prohibiting discrimination in hiring

When a company hired Marcus who turned out to be a poor performer, which assessment outcome occurred?


false negative


true positive


true negative


false positive

false positive

The fit between a person's abilities and the deamns of the job and the fit between a person's desires and motivations and the job are _______


person-objective fit


supplementary fit


person-job fit


person-group fit

person-job fit

Having a low selection ratio means_______


hiring most people who apply for a job


hiring only a few applicants


having a small number of applicants per job


having unacceptable adverse impact

hiring only a few applicants

Behavioral interviews are more reliable and substantially better than_____ at predicting job performance.


situation judgement tests


structured interviews


situation interviews


unstructured interviews



unstructured interviews

Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organizations.


True or False

False

Both true positive and true negative assessment outcomes are desirable.


True or False

True

When an employee quits because he/she is passed over for promotion, what has occurred?


a negative stakeholder reaction


external assessment


a breach of employee ethics


successsion management



a negative stakeholder reaction

Skills inventories are databases of the skills, competencies, and other relevant characteristics of each employee.


True or False

True

Equal Employment Opportunity liability is often greater with internal versus external assessment and staffing efforts.


True or False

True

Which of the following would be required to provide critical skills to employees that might be needed in the future.


competition


training


evaluation


promotion

training

A nine box matrix requires assessing employees on________


tenure and current job performance


current job performance and future potential


past job performances and future potential


past job performance and current job performance

current job performance and future potential

After choosing the position on which to focus, the first general step in a succession management project is to ___________


identify each interested candidate's strengths, weaknesses, and succession readiness


write a person specification linked to the firms business strategy


check that the job description outlines the current and future competencies, a person needs to perform at a high level


create a plan to continually and systematically improve the capabilities of all identified succession candidates

check that the job description outlines the current and future competencies, a person needs to perform at a high level

It is sometimes permissible to hire a non-qualified minority candidate over a qualified non-minority candidate.


True or False

False

Using high cut scores_________


can reduce adverse impact to a minimum in every case


is more appropriate for firms focusing on filling vacancies in the short-term


increase the number of false negative hiring outcomes


is inappropriate for firms with a talent strategy of hiring only the best

increase the number of false negative hiring outcomes

Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________.


Compensatory approach


contingent approach


normative approach


multiple hurdles approach

compensatory approach

Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of _________.


contingent weighting


unequal weighting


normative weighting


unit weighting

unit weighting

In the selection procedure of a firm, an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process. What type of assessment plan is being used?


supplemental


bona fide


contingent


multiple` hurdles

multiple hurdles

Deferring a new hire's start date can be an alternative to ______.


negligent hiring


using an assessment center


reneging


conducting a reference check

reneging

What is optimal turnover?


it sees any employee turnover as a loss for the company


it produces the highest level of long-term business improvement


it is the lowest turnover that a firm can achieve


it produces lowest levels of long-term productivity

it produces the highest level of long-term business improvement



Holding managers accountable for turnover of the employees under them is an effective retention strategy because _____.


employees cannot complain about miscommunication


employees have most grievances about their supervisors


managers know which employees to retain


managers become stressed about being laid-off

managers know which employees to retain

Having terminated employees sign a severance agreement that includes a release stating that the departing employee gives up some or all rights to sue reduces the risk of future litigation.


True


False

True

When a poor performer leaves, functional turnover has occurred.


True or False

True

Workforce redeployment applies the ____ principals used to optimize inventory management, planning, and production to optimize the utilization of a firm's employees.


competitive advantage


supply chain


product innovation


customer management

supply chain

______ is a direct cost of staffing.


lower competition


lower productivity


lost business opportunities


lost market share

lower productivity

In terms of evaluating staff systems, lower applicant quality is a ________.


lagging indicator


staffing scorecard criterion


staffing metric


leading indicator

leading indicator

The choice of criteria in a balanced scorecard should be based on the company's strategy and goals, not on the the challenges the company anticipates.


True of False

False

Which of the following is a long-term staffing metric?


the average time-to-start (by position, source, and recruiter)


the number of diverse hires coming from each recruiting source


employee job success measured by recruiting source and recruiter


the number of high quality new hires coming from each recruiting source

employee job success measured by recruiting source and recruiter

The average time to start is a short-term staffing metric.


True or False

True

Having administrative assistant job candidates perform a set of exercises including taking phone messages, typing reports, scheduling meetings, and filing is an example of ______.


structured interview


job knowledge test


assessment center


clinical assessment

assessment center