Deck 11: Staffing

Question 1

Securing and developing qualified personnel essentially involves the most important asset of an organization,that is the human resources.

Answer 1

True

Question 2

An affirmative action plan is regulated by the Office of Federal Contract Compliance Programs.

Answer 2

True

Question 3

The goal of training is to obtain the best available people for the organization and to develop their skills and abilities.

Answer 3

False

Question 4

By analyzing the values inventory,the organization can assess the current quality and quantity of its human resources.

Question 5

Equal Employment Opportunity Commission suggests placing classified ads under "Help Wanted" listing to eliminate discrimination in recruitment practices.

Question 6

Under the peer involvement approach,co-workers have an input in the final selection decision for hiring.

Question 7

Internal staff promotions are very popular with growing and dynamic organizations.

Question 8

Job analysis is the process of determining,through observation and study,the pertinent information relating to the nature of a specific job.

Question 9

Federal agencies and contractors are allowed to discriminate while hiring individuals with disabilities under the Civil Rights Act of 1991.

Question 10

All the levels of management should be involved in the human resource forecasting process.

Question 11

The use of temporary help is dependent on the economic conditions of an organization.

Question 12

A job specification usually identifies the training that is required for an individual to perform a job effectively.

Question 13

Growth-oriented companies that want to have a positive influence on the staffing of their organizations,emphasize on the fact that the diverse workplace is a reality.

Question 14

The Civil Rights Act of 1991 covers private employers with 15 or more employees.

Question 15

Composition of the workforce in the job market and technological changes are variables considered in skills inventory.

Question 16

Employee leasing companies provide temporary staff at customer companies.

Question 17

The Equal Pay Act of 1963 prohibits wage discrimination on the basis of sex.

Question 18

The Age Discrimination in Employment Act forbids mandatory retirement at age 75 except in certain circumstances.

Question 19

Communication and networking,which are important for an employee's success in the workplace,can be affected by indirect discrimination.

Question 20

The accuracy of the job description is a relevant factor in attracting qualified applicants for positions within the company.

Question 21

If a reporting agency was used for reference checks,it is required by law to give the rejected applicant a copy of his/her file.

Question 22

_____ is the process of determining pertinent information relating to the nature of a specific job.

A) Job selection
B) Job analysis
C) Testing
D) Forecasting
E) Recruitment

Question 23

The degree of similarity between the two test halves in the split halves method determines the knowledge of a candidate.

Question 24

Industries with national defense or security contracts are exempt from the Employee Polygraph Protection Act of 1988.

Question 25

Human resource forecasting is defined as the process that _____.

A) attempts to determine the future human resource needs of an organization in light of its objectives
B) consolidates information about an organization's current human resources
C) assesses the current quantity and quality of an organization's human resources
D) shortlists candidates who qualify in the preliminary aptitude test
E) outlines specific goals and timetables remedying past discriminatory actions

Question 26

In involuntary separations,many organizations attempt to determine why the employee is leaving by using exit interviews.

Question 27

Employment testing is legally subject to the requirements of validity and reliability.

Question 28

Which of the following functions of management includes securing and developing people to perform the jobs created by the organizing function?

A) Staffing
B) Positioning
C) Controlling
D) Organizing
E) Forecasting

Question 29

In a structured interview,the interviewer prepares the major questions in advance but has the flexibility to use techniques such as probing to help assess the applicant's strengths and weaknesses.

Question 30

Tests provide a sample of behavior that is used to draw inferences about the future performance of an individual.

Question 31

The halo effect occurs when the interviewer allows a single prominent characteristic to dominate judgment of all other traits.

Question 32

Which of the following staffing processes match the supply of people,both internally and externally,with the openings available for a given frame of time within an organization?

A) Forecasting
B) Personnel training
C) Human resource planning
D) Remuneration planning
E) Reference check

Question 33

Private businesses are allowed to use polygraphs during investigations of economic injury or loss by the employer.

Question 34

In polygraph tests for screening job applicants,the real lie detector is the device and not the operator.

Question 35

A job specification differs from a job description in that a job specification _____.

A) identifies the tasks and duties required in a particular job
B) identifies the skills and abilities necessary for successful performance in a particular job
C) consolidates information about an organization's current human resources
D) highlights the future human resource needs of an organization in light of its objectives
E) lists the skills available within an organization

Question 36

Job description is defined as a written statement that _____.

A) identifies the tasks and duties required in a particular job
B) identifies the skills and abilities necessary for successful performance in a particular job
C) consolidates information about an organization's current human resources
D) highlights the future human resource needs of an organization in light of its objectives
E) lists the skills available within an organization

Question 37

Which of the following is true about human resource forecasting?

A) The experience and the judgment of the manager do not count in this method.
B) It consolidates information about the organization's current human resources.
C) It is conducted on the basis of non-intuitional judgment that includes a thorough analysis of company statistics.
D) All levels of management should be involved in the forecasting process.
E) It identifies the tasks, duties, activities, and performance results required in a particular job.

Question 38

Which of the following is a characteristic of job description?

A) It identifies the skills necessary for better job performance.
B) It identifies the abilities of prospective employees.
C) Its accuracy can help or hinder recruiters in their efforts to attract qualified applicants.
D) It can be used to consolidate information about the company's human resources.
E) It can be used to identify the qualifications of an employee.

Question 39

A(n)_____ consolidates information about the organization's current human resources.

A) job specification
B) job description
C) forecasting
D) skills inventory
E) affirmative action plan

Question 40

What is the significance of a skills inventory?

A) It contains basic information about each employee of an organization.
B) It identifies the tasks and duties required in a particular job.
C) It matches the supply of people in the job market with the current job openings.
D) It is largely made on the basis of intuition.
E) It contains the list of candidates who would be qualified to replace a particular person.

Question 41

Which of the following is an advantage of using external sources for recruitment?

A) Morale and motivation of employees are enhanced.
B) New insights and perspectives can be brought to the organization.
C) Job candidate has a better knowledge of the company.
D) Company has a better knowledge of strengths of the job candidate.
E) The return on investment that an organization has in its present workforce is increased.

Question 42

A(n)_____ is a written document outlining specific goals and timetables for remedying past discriminatory actions.

A) replacement chart
B) job specification
C) affirmative action plan
D) resource forecast
E) test plan

Question 43

Given the current trend of downsizing,some human resource departments now maintain a _____ chart for each employee.

A) remuneration
B) skill
C) productivity
D) replacement
E) training

Question 44

Which of the following best describes the preliminary screening phase in the selection process?

A) Selecting candidates based on the results of aptitude tests
B) Eliminating candidates who are obviously not qualified for the job
C) Selecting candidates who have cleared the proficiency test
D) Eliminating candidates due to lack of physical fitness
E) Selecting those candidates who clear the polygraph test

Question 45

Aptitude tests measure a person's _____.

A) dexterity and coordination
B) potential ability to learn
C) job-related knowledge
D) interests
E) personality characteristics

Question 46

_____ tests attempt to measure personality characteristics.

A) Psychomotor
B) Reliability
C) Psychological
D) Proficiency
E) Job knowledge

Question 47

Which of the following is a disadvantage of using "temporary help"?

A) The organization that hired them has to pay their salary and benefits.
B) The use of temporary help is dependent on economic conditions.
C) They lack commitment to the organization.
D) They cannot be laid off and recalled as and when necessary.
E) They create an inflexible staff when an organization is downsizing.

Question 48

Which of the following acts is designed to eliminate employment discrimination related to race,color,religion,sex,or national origin in organizations that conduct interstate commerce?

A) Rehabilitation Act of 1973
B) Title VII of the Civil Rights Act of 1964
C) Fair Labor Standards Act
D) National Labor Relations Act
E) Equal Pay Act of 1963

Question 49

Which of the following is a disadvantage of using internal sources for recruitment?

A) Attracting and contracting employees is more difficult.
B) Adjustment time is longer.
C) Job candidate will be unaware about the company policies and culture.
D) Return on investment that an organization has on its present workforce is decreased.
E) Inbreeding can stifle new ideas and innovation.

Question 50

In the selection process,_____ is used to screen out unsuitable or uninterested applicants who passed the screening phase.

A) preliminary interview
B) reference check
C) physical examination
D) personal judgment
E) aptitude test

Question 51

_____ tests measure a person's strength,dexterity,and coordination.

A) Psychomotor
B) Intelligence
C) Aptitude
D) Psychological
E) Achievement

Question 52

The Civil Rights Act of 1991 does not cover employers with less than _____ employees.

A) 25
B) 20
C) 15
D) 50
E) 100

Question 53

The _____ Act,which became effective in June 1964,prohibits wage discrimination on the basis of sex.

A) Equal Pay
B) Americans with Disabilities
C) Readjustment Assistance
D) Age Discrimination
E) Rehabilitation

Question 54

Which of the following is the function of the Rehabilitation Act of 1973?

A) It prohibits discrimination in hiring of individuals with disabilities by federal agencies.
B) It gives individuals with disabilities sharply increased access to services and jobs.
C) It permits persons with disability to have a jury trial.
D) It eliminates employment discrimination related to race, color, and religion.
E) It prohibits wage discrimination on the basis of sex.

Question 55

Which of the following is true of the Civil Rights Act of 1991?

A) It forbids mandatory retirement at age 65 except in certain circumstances.
B) It gives individuals with disabilities sharply increased access to services and jobs.
C) It prohibits discrimination in hiring of individuals with disabilities by federal agencies and federal contractors.
D) It protects individuals 40 to 65 years of age from discrimination in hiring, retention, compensation, and other conditions of employment.
E) It permits individuals who are religious minorities to have a jury trial and sue for punitive damages if they can prove they are victims of workplace discrimination.

Question 56

The Peter Principle states that in a hierarchy such as a modern organization,_____.

A) individuals tend to rise to their levels of incompetence
B) all people have the right to work and advance on the bases of merit and ability
C) the amount of recruitment depends on the forecasted human resource needs
D) the use of temporary help is independent of economic conditions
E) individuals with disabilities should get increased access to jobs

Question 57

Which of the following is the final phase of human resource planning?

A) Job analysis
B) Transition
C) Forecasting
D) Task identification
E) Skill analysis

Question 58

Which of the following tests measure how well an applicant can do a sample of the work that is to be performed?

A) Psychomotor tests
B) Reliability tests
C) Aptitude tests
D) Proficiency tests
E) Job knowledge tests

Question 59

The Family and Medical Leave Act enables qualified employees to _____ for family- and health-related reasons.

A) opt for flextime or job rotation
B) take prolonged unpaid leave
C) work from home
D) take monetary benefits for treatment
E) telecommute

Question 60

Reverse discrimination is defined as _____.

A) providing preferential treatment for one group over another
B) eliminating candidates who are not qualified for the job
C) the remedying of past discriminatory actions
D) selecting candidates on the basis their work experience
E) merely providing equal opportunity

Question 61

A polygraph test records _____.

A) how well an applicant can do a sample of the work to be performed
B) an applicant's personality characteristics
C) a person's strength and dexterity
D) physical changes in the body as the test subject answers questions
E) an applicant's job-related knowledge

Question 62

Outline the EEOC's suggestions for developing an affirmative action plan.

Question 63

Test _____ refers to the extent to which a test predicts a specific criterion.

A) refutability
B) consistency
C) reliability
D) reproducibility
E) validity

Question 64

An unstructured interview differs from a structured interview in that an unstructured interview _____.

A) allows an interviewer to use open-ended questions
B) tends to increase reliability and accuracy
C) is not susceptible to the personal biases of the interviewer
D) allows systematic coverage of all questions deemed necessary by the organization
E) allows the interviewer to use projective techniques

Question 65

Describe the suggestions offered by the EEOC to help eliminate discrimination in recruitment practices.

Question 66

What are the characteristics and the disadvantages of the lie detector tests?

Question 67

In a(n)_____ interview,the interviewer uses projective techniques to put the prospective employee in action events that might be encountered on the job.

A) semistructured
B) unstructured
C) situational
D) preliminary
E) open-ended

Question 68

List the steps in selection process.

Question 69

Test _____ refers to the consistency or reproducibility of the results of a test.

A) refutability
B) predictability
C) reliability
D) validity
E) accuracy

Question 70

What are the advantages and disadvantages of external staffing?

Question 71

The _____ method to determine the reliability of a test entails giving two separate but similar forms of the test.

A) test-retest
B) split halves
C) repeatability
D) parallel forms
E) skewed halves

Question 72

Which of the following is characteristic of a structured interview?

A) It is conducted using no predetermined checklist.
B) It tends to increase reliability and accuracy.
C) It allows an interviewer to use open-ended questions.
D) It lacks systematic coverage of information.
E) It creates a relatively more relaxed atmosphere than other types of interviews.

Question 73

How can the effectiveness of the interviewing process be increased?

Question 74

What are the advantages and the disadvantages of internal staffing?

Question 75

Outline the six broad categories of information included in a skills inventory.

Question 76

The two basic criteria used by most organizations in promotions are _____ and seniority.

A) power
B) pay
C) status
D) merit
E) education

Question 77

_____ interview is designed to place the interviewee under pressure.

A) Semistructured
B) Situational
C) Unstructured
D) Structured
E) Stress

Question 78

What is the intent and coverage of the Civil Rights Act of 1991?

Question 79

The halo effect occurs when an interviewer _____.

A) allows a single prominent characteristic to dominate judgment of all other traits
B) overgeneralizes about an applicant
C) judges on the basis of an applicant's performance in the interview
D) judges on the basis of merit and skills
E) carefully selects a prospective employee

Question 80

Describe the intent and coverage of the Title VII of the Civil Rights Act of 1964.