Sample/practice exam 2018, questions and answers PDF

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Scott A. Snell, George W. Bohlander - Managing Human Resources test bank...

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CHAPTER 5—EXPANDING THE TALENT POOL: RECRUITMENT AND CAREERS TRUE/FALSE 1. Most American clothing makers have outsourced or offshored work because the quality of the items produced is much greater when manufactured outside the United States. ANS: F

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REF: p. 180

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2. Surprisingly, recruiting strategies and their effectiveness generally remain constant over time. ANS: F

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REF: p. 181

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3. Applicants who find employment through an employee referral tend to be a problem because they tend to quit more often. ANS: F

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REF: pp. 190-191

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4. Advertisements can allow selectivity in attracting applicants. ANS: T

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REF: p. 188

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5. There is a correlation between the accuracy and completeness of an advertisement, and recruitment success. ANS: T

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REF: p. 188

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6. Often, applicants will respond to an advertisement even if they don't meet the job requirements. ANS: T

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REF: p. 188

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7. Organizations can improve employee referrals by paying a commission, celebrate program successes, and measure the results. ANS: T

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REF: p. 191

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8. Educational institutions are typically a source of young applicants with formal training but relatively little full-time work experience. ANS: T

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REF: p. 193

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9. For technical and managerial positions, community colleges are generally the primary source of recruitment. ANS: F

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REF: p. 193

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10. Recruiters sent to college campuses must be properly trained to and prepared to talk to candidates about their company and job requirements of specific openings. ANS: T

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REF: p. 193

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11. Labor unions can be a recruiting source for some professional job openings. ANS: T

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REF: p. 195

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12. Professional employer organizations lease employees to firms and perform all the HR duties including hiring, payroll, performance appraisal, and benefits administration. ANS: T

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REF: p. 197

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13. Unlike temporary help agencies, which supply workers for only limited periods, employee-leasing companies place their employees with subscribers on a permanent basis. ANS: T

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REF: p. 197

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14. Yield ratios can help indicate which recruitment sources are most effective at producing qualified job candidates. ANS: T

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REF: p. 199

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15. Yield ratios should be calculated for each recruiting source. ANS: T

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REF: p. 199

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16. The effectiveness and attractiveness of recruiters is often a main reason why applicants select one organization over another. ANS: T

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REF: p. 182

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17. A recruiter's job is to 'sell' applicants on the organization, but they have no influence on their decision. ANS: F

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REF: p. 184

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18. The realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets. ANS: T

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REF: p. 198

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19. Realistic job previews reduce turnover, but also reduce job satisfaction. ANS: F

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REF: p. 198

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20. It is not uncommon for firms to attempt to gain secrets from their competitors by hiring away their employees. ANS: T

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REF: p. 182

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21. External labor markets are those where workers are hired into entry-level jobs and higher levels are filled from within. ANS: T

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REF: pp. 182-183

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22. China and India are heating up the competition for talent as firms there attempt to staff the burgeoning high-tech industries in these nations.

ANS: T

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REF: p. 183

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23. “Stickiness” refers to a company’s efforts to help existing and prospective workers understand why it is a desirable place to work. ANS: F

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REF: p. 184

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24. Job posting and bidding can be done via bulletin boards, intranet and electronic notification. ANS: T

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REF: p. 185

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25. Skill inventories are an important tool for succession planning. ANS: T

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REF: p. 186

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26. At least one research study has found that managers often hire external candidates rather than promote their current employees because they have a tendency to overvalue unfamiliar candidates and undervalue known ones. ANS: T

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REF: p. 187

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27. Trade schools can be a good source of applicants for even high-level positions within organizations. ANS: F

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REF: p. 187

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28. Individual employees are responsible for initiating their own career planning. ANS: T

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REF: Appendix

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29. It is the responsibility of the employee to identify his or her own knowledge, skills, abilities, interests and values and to seek out information about career options in order to set goals and develop career plans. ANS: T

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REF: Appendix

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30. If career development is to succeed, it must receive the complete support of top management. ANS: T

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REF: Appendix

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31. Mentoring is one important indicator of management support in career development. ANS: T

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REF: p. 213

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32. Advertising job openings on websites and in newspapers and trade journals is a common way to attract candidates. ANS: T

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REF: p. 187

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33. Lines of advancement within an organization are commonly referred to as career paths. ANS: T

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REF: p. 204

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34. Even when a job opening is described thoroughly in an advertisement, many unqualified applicants will still apply.

ANS: T

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REF: p. 188

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35. Walk-in job seekers seeking jobs that pay hourly wages are common in larger organizations. ANS: F

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REF: p. 188

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36. Many successful individuals find their career paths are due to their circumstances rather than planning. ANS: T

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REF: p. 204

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37. Relocation services help terminated employees find a job elsewhere. ANS: F

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REF: p. 207

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38. Outplacement services help terminated employees find a job elsewhere. ANS: T

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REF: p. 207

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39. Dual career paths provide for progression in special areas with compensation that is comparable to that received by managers at different levels. ANS: T

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REF: p. 209

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40. Taking a job as a manager may result in a professional employee being promoted out of something they were good at. ANS: T

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REF: p. 206

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41. In a boundary-less career, individuals see themselves as free agents who move proactively from employer to employer. ANS: T

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REF: p. 209

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42. Looking on the Internet is the most commonly used search tactic by job seekers. ANS: T

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REF: p. 188

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43. Career planning workbooks are popular means of helping employees identify their potential. ANS: T

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REF: p. 211

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44. Passive job seekers are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity ANS: F

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REF: p. 189

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45. Some organizations make career counseling a part of the annual performance appraisal. ANS: T

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REF: p. 212

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46. Fast-track programs were initiated in some organizations as a way to retain young managers with high potential.

ANS: T

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REF: p. 213

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47. Legally, a mentor should be used exclusively for career development purposes. ANS: F

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REF: p. 213

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48. Mentoring functions can be formal or informal. ANS: T

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REF: p. 213

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49. Career networking is a formal process conducted by mentors outside the employee's organization. ANS: F

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REF: p. 215

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50. Some surveys show that text messaging is the most popular type of e-recruiting. ANS: T

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REF: p. 190

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51. The glass ceiling represents practical barriers to entry-level employment for women and minorities. ANS: F

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REF: p. 217

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52. Glass ceiling reviews are conducted by the Dept. of Labor and are lists of companies that hinder upward mobility of women and minorities. ANS: F

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REF: p. 217

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53. Glass ceiling audits avoid or prevent fines by government. ANS: T

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REF: p. 217

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54. A major problem women face in employment is managing both a managerial career and a family. ANS: T

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REF: p. 219

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55. Job sharing, flextime, extended leave, and alternative career paths are ways to accommodate family needs. ANS: T

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REF: p. 218

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56. Internship programs may be one approach to helping minorities prepare for management careers while they are still in college. ANS: T

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REF: p. 219

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57. Approximately 45 to 50 percent of the adult population lack the reading and writing abilities needed to handle the minimal demands of job performance. ANS: T

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REF: p. 222

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58. Retirees seldom return to work for their previous employers. ANS: F

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REF: p. 224

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59. The accommodation that management makes most frequently to dual-career couples is to offer flexible working schedules. ANS: T

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REF: p. 224

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60. Women’s networks have actually had a detrimental effect on the advancement of women. ANS: F

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REF: p. 218

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MULTIPLE CHOICE 1. ____ is a labor market in which workers are hired into entry level jobs and higher levels are filled from within. a. Internal labor markets b. External labor markets c. Global sourcing d. Outsourcing ANS: A

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REF: p. 182

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2. ____ is the business practice of searching for and utilizing goods sources from around the world. a. Global sourcing b. Offshoring c. Outsourcing d. World marketing ANS: A

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REF: p. 183

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3. Many manufacturers have located to the South because a. lower-cost labor is plentiful there and unions are less prevalent than they are in the north. b. because there are many high-tech companies in the region. c. the top computer science schools in the nation are located there. d. there is an abundance of surplus labor. ANS: A

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REF: p. 183

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4. 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 ANS: D

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REF: p. 182

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5. 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 ANS: B

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REF: p. 188

6. Use of the Internet for recruiting: a. is popular with job seekers, but not recruiters

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b. is popular with recruiters, but not job seekers c. is cheaper and easier, but less effective than other methods d. is the most commonly used search tactic by job seekers ANS: D

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REF: p. 188

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7. Which of the following is NOT a form of internal recruiting? a. job postings b. performance appraisals c. mobile recruiting d. skill inventories ANS: C

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REF: pp. 184-186

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8. This recruitment source could lead to charges of inbreeding and the possible violation of EEO regulations: a. educational institutions. b. newspaper ads. c. employee referrals. d. job posting. ANS: C

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REF: p. 192

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9. Executive search firms: a. help employers find the right people for jobs b. charge a fee to job candidates only after they accept a job c. lease executive level employees to organizations on both a long and a short term basis d. advertise only in trade magazines ANS: A

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REF: p. 192

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10. Instead of helping jobseekers find the right job, these organizations concentrate on helping employers find the right person for a job. a. public employment agencies b. labor unions c. private employment agencies d. executive search firms ANS: D

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REF: p. 192

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11. The success of college campus recruiting can be weakened by all of the following except: a. recruiters not trained to talk to interested candidates b. failure to follow up on individual prospects c. limiting visits to highly selected campuses d. visiting too many campuses ANS: C

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REF: p. 193

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12. Public employment agencies may help employers by providing all of the following services except: a. employment testing. b. human resource planning. c. job analysis. d. community wage surveys. ANS: B

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REF: p. 195

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13. Private employment agencies: a. commonly charge a flat placement fee b. commonly charge only the employer a fee c. commonly specialize in providing services for a specific occupational area d. commonly provide services only to college graduates ANS: C

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REF: p. 195

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14. Which of the following is NOT one of Marriott’s recruiting principles? a. Build the employment brand. b. Get it right the first time. c. A caring workplace. d. Bring in new blood ANS: D

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REF: p. 185

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15. Which of the following is a warning sign of a weak talent bench? a. Key positions are filled quickly. b. Key positions are filled internally. c. Replacements for positions often are unsuccessful in performing their new duties. d. Promotions are made objectively. ANS: C

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REF: p. 187

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16. Just-in-time staffing refers to: a. maintaining a core staff of employees that is augmented by a highly skilled supplementary workforce. b. replacing employees with capital equipment. c. having employees work rotating shifts. d. having employees report to work at the same time raw materials arrive. ANS: A

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REF: p. 196

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17. Unlike temporary help agencies, employee-leasing companies: a. place employees with subscribers on a permanent basis. b. require subscribers to pay benefits. c. prevent subscribers from laying off employees. d. allow subscribers to lower their employment requirements. ANS: A

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REF: p. 197

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18. For each vacant position, HR staff and managers typically review ___________ resumes. a. 20 to 100 b. 15 to 50 c. 10 to 20 d. 1 to 8 ANS: A

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REF: p. 188

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19. ____ is the most commonly used search tactic by job seekers and recruiters to get the word out about new positions. a. Social networking b. Mobile recruiting c. The Internet d. Newspaper advertising

ANS: C

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REF: p. 188

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20. The approach to recruitment that informs applicants about all aspects of the job including both desirable and undesirable facets is called: a. honesty recruiting. b. the realistic job preview. c. balance recruiting. d. negative/positive job assessment. ANS: B

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REF: p. 198

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21. The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job position include all of the following except: a. improved job satisfaction. b. reduced voluntary turnover. c. realistic job expectations. d. enhanced expectations and aspirations. ANS: D

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REF: p. 198

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22. ____ are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity. a. Passive job seekers b. Transient employees c. Global people d. Expendable labor ANS: A

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REF: p. 189

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23. Some surveys show __________ is the most popular type of e-recruiting. a. social networking b. e-mail c. text messaging d. fax ANS: C

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REF: p. 190

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24. A 2010 study by the Kessler Foundation and National Organization on Disability (NOD) found that whereas 85 percent of adults without disabilities access the Internet, only ______ of adults with disabilities do. a. 54 percent b. 39 percent c. 24 percent d. 9 percent ANS: A

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