Question 1

Background checks can be used to verify the truthfulness and accuracy of information that applicants provide about themselves.

Accepted Answer

Background checks typically include verifying employment history, education history, criminal history, and other relevant information to ensure that the applicant's claims are true and accurate.

Question 2

__________ is the loss of high-performing employees who voluntarily choose to leave a company.&#10;A) De-employment&#10;B) Dysfunctional turnover&#10;C) Reactive turnover&#10;D) Regressive turnover&#10;E) A &#34;brain leak&#34;

Accepted Answer

Dysfunctional turnover refers to the loss of high-performing employees who voluntarily leave a company. This type of turnover can have negative effects on the team and organization, as it can lead to a loss of valuable skills and knowledge, a decrease in productivity, and increased costs associated with recruiting and training new employees.

Question 3

The __________ interview uses only standardized, job-related interview questions that are prepared ahead of time and asked of all candidates&#10;A) formalized&#10;B) structured&#10;C) semi-structured&#10;D) scripted&#10;E) canned

Accepted Answer

A structured interview uses standardized, job-related questions that are prepared ahead of time and asked of all candidates. This method improves reliability and validity by eliminating biased or irrelevant questions and allowing for consistent evaluation of all candidates.

Question 4

Human resource management (HRM) is the process of finding, developing, and keeping the right people to form a qualified work force.

Accepted Answer

HRM involves various activities such as recruitment, training, compensation, and performance management to ensure that the organization has a skilled and motivated workforce.

Question 5

To which of the following aspects of the human resource management process does federal employment law apply?&#10;A) selection decisions&#10;B) compensation decisions&#10;C) performance appraisals&#10;D) training and development activities&#10;E) all of these

Accepted Answer

Federal employment law applies to all aspects of the human resource management process, including selection decisions, compensation decisions, performance appraisals, training and development activities, and more. Federal laws such as the Civil Rights Act, the Americans with Disabilities Act, and the Fair Labor Standards Act set standards and guidelines for employers to follow when managing their employees.

Question 6

A __________ is a performance appraisal process in which feedback is obtained from the boss, subordinates, peers and co-workers, and the employees themselves.&#10;A) 360-degree feedback&#10;B) performance appraisal iteration&#10;C) reciprocal appraisal&#10;D) grapevine appraisal&#10;E) circular feedback program

Accepted Answer

A 360-degree feedback process involves obtaining feedback from multiple sources, including the employee's manager, subordinates, peers, and the employee themselves. This enables a more comprehensive and well-rounded evaluation of an employee's performance.

Question 7

Which of the following is an example of a subjective performance measure?&#10;A) behavioral observation scales&#10;B) sales quotas&#10;C) production rate&#10;D) revenues&#10;E) customer complaints

Accepted Answer

A subjective performance measure measures by requiring someone to judge a worker's performance.

Question 8

Which of the following is an internal recruiting method?&#10;A) advertising&#10;B) job fairs&#10;C) job posting&#10;D) Internet job sites&#10;E) walk-ins

Accepted Answer

Internal recruiting is the process of developing a pool of qualified job applicants from people who already work in the company.

Question 9

A __________ is a purposeful, systematic process for collecting information on the important work-related aspects of a job.&#10;A) job analysis&#10;B) task evaluation&#10;C) job specification&#10;D) job validation&#10;E) job description

Accepted Answer

Job analysis is a systematic process for collecting information on the important work-related aspects of a job. It involves collecting information about the duties and responsibilities of a job, the skills and knowledge required to perform the job, the working conditions, and the equipment and tools used. A job analysis is essential for developing job descriptions, determining job requirements, setting performance standards, and conducting performance evaluations.

Question 10

Functional turnover is the loss of high-performing employees who choose to leave the organization.

Accepted Answer

Functional turnover is the loss of poor-performing employees who choose to leave the organization.

Question 11

Which of the following type of tests accurately predicts job performance in almost all kinds of jobs?&#10;A) specific ability tests&#10;B) cognitive ability tests&#10;C) personality tests&#10;D) achievement tests&#10;E) work sample tests

Accepted Answer

The answer of Which of the following type of tests...

Question 12

An ESOP is an:&#10;A) equitable stock ownership plan&#10;B) employee stock ownership plan&#10;C) employee salary option program&#10;D) equity in salary organizational plan&#10;E) employer/subordinate organizational profit

Accepted Answer

The answer of An ESOP is an:&#10;A) equitable stock ownership...

Deck 11: Managing Human Resource Systems: Part B