Question 1

The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is referred to as:

Accepted Answer

The term used to describe the process of forecasting the human resource needs of an organization and matching them with expected job vacancies is human resource planning. This involves the identification of the skills and abilities required for specific jobs and the determination of the number of employees needed to meet those requirements. Organization development is a broader term that pertains to programs and initiatives aimed at improving organizational effectiveness, while organizing refers to the process of establishing the structure of an organization. Selection and recruiting are more specific processes that pertain to the identification and hiring of employees for specific job vacancies.

Question 2

An example of __________ is when current employees are given preference when a position opens in their organization.

Accepted Answer

Internal recruiting refers to the process of filling job vacancies by considering current employees of the organization first before considering outside candidates. This gives preference to current employees and ensures that they have opportunities for career growth within the organization.

Question 3

At GoodSpeak Telecommunications, when managers have a job opening, they look first at the employees who are already in the company. Managers have found that this practice is less costly than other forms of recruiting, and employees are more committed to their jobs because of it. GoodSpeak Telecommunications is using:

Accepted Answer

GoodSpeak Telecommunications is using internal recruiting, which means that they are looking at current employees to fill job openings rather than seeking external candidates. This is a cost-effective and commitment-building approach to hiring.

Question 4

Bryan, who works in the human resource department, is interested in gathering data on the projected number of resignations and retirements over the next 10 years. He is most likely to perform which of the following activities?

Accepted Answer

The activity of gathering data on the projected number of resignations and retirements over the next 10 years falls under the category of human resource planning. This involves forecasting future staffing needs based on organizational goals and analyzing current staffing levels to identify any gaps that may need to be filled. This information can be used to develop strategies for recruitment, training, and retention, as well as succession planning to ensure that the organization has the right people with the right skills in the right positions at the right time.

Question 5

__________ is defined as activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied.

Accepted Answer

Recruiting is the process that involves activities or practices to define the characteristics of applicants to whom selection procedures are ultimately applied. It's about attracting candidates to apply for positions within an organization.

Question 6

A(n) __________ is used for collecting information about an applicant's education, previous job experience, and other background characteristics.

Accepted Answer

An application form is typically used for collecting basic information about an applicant's education, previous job experience, and other relevant background characteristics. While employment tests, performance appraisals, affirmative action forms, and realistic job previews may all be used during the hiring process, they serve different purposes than the collection of basic applicant information that is provided through an application form.

Question 7

All of the following are questions relevant to human resource planning except:

Accepted Answer

While understanding the past volume of business is important for understanding trends, it is not as relevant for future human resource planning as the other options. The other options all relate to either understanding current staffing needs or predicting future staffing needs based on business expectations and technological changes.

Question 8

A(n) __________ outlines the knowledge, skills, education, physical abilities, and other characteristics needed to perform a specific job adequately.

Accepted Answer

A job specification outlines the specific qualities and characteristics required for a job, including knowledge, skills, education, physical abilities, and other factors that a candidate must possess to perform the job successfully. Job descriptions, application forms, employment tests, and realistic job previews provide additional information but do not specifically outline the job requirements in detail.

Question 9

__________ is a systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job, as well as about the context within which the job is performed.

Accepted Answer

Job analysis is the process of identifying and determining in detail the particular job duties and requirements and the relative importance of these duties for a given job. It involves collecting and analyzing data on tasks, responsibilities, knowledge, skills, abilities, and other characteristics necessary to perform the job effectively. The information gathered through job analysis is used to create job descriptions, job specifications, and other job-related documents.

Question 10

It is not okay for an employer to ask anything about a job applicant's __________ during an interview.

Accepted Answer

Employers are prohibited by law from asking about an applicant's religion, race, or marital status during an interview. Asking about any of these factors could potentially lead to discrimination in the hiring process.

Question 11

Which of the following is not a method used in external recruiting?

Accepted Answer

Employee resource chart is not a method used in external recruiting. It is a tool used in internal talent management to identify and develop internal employees for potential job opportunities within the organization.

Question 12

Which of the following statements about recruiting is true?

Accepted Answer

Internal recruiting generates higher employee commitment because employees are more likely to feel valued and rewarded for their skills and experience, leading to higher levels of job satisfaction and retention. Additionally, internal recruiting can offer opportunities for employee development and promotion, which can further enhance employee commitment and motivation. External recruiting may offer access to a wider pool of talent, but it can also be more costly and time-consuming, and may not necessarily lead to higher levels of employee satisfaction or commitment.

Question 13

__________ provide(s) a way to "test-drive" a potential employee, as well as allow the potential employee to evaluate whether the job and the company make a good fit.

Accepted Answer

Internships offer both the employer and the potential employee the opportunity to evaluate each other in a real work setting, effectively allowing both parties to "test-drive" before making a long-term commitment.

Question 14

A recent Global Recruiting Trends Report by LinkedIn indicates that 39 percent of recruiters list __________ as their number-one long-lasting recruiting trend.

Accepted Answer

Social and professional networks are increasingly recognized for their role in connecting recruiters with potential candidates, making them a top trend in recruiting.

Question 15

Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next five years. Which of the following questions is irrelevant to her task?

Accepted Answer

All the options provided are relevant to determining the need for hiring new tellers. Retirement affects staffing levels, new technologies can change the demand for tellers, and new branches increase the need for staff.

Question 16

Conolly Company uses internal recruiting whenever possible. This practice:

Accepted Answer

Internal recruiting generates increased employee commitment because it demonstrates to current employees that there are opportunities for advancement within the company, and can motivate them to work harder and stay with the company longer. It may also save the company money in recruiting costs and is generally viewed as a positive practice by employees. Therefore, options A, B, D, and E are incorrect.

Question 17

__________ is a clear and concise summary of the specific tasks, duties, and responsibilities for a particular job.

Accepted Answer

A job description is a document that outlines the essential duties, responsibilities, and qualifications required for a particular job. It provides a clear and concise summary of the specific tasks and duties that an employee in the role is expected to perform. A job description is an important tool for recruiting, training, and evaluating employees.

Question 18

In the __________ process, employers assess applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics.

Accepted Answer

The process described in the question pertains to the selection process, which involves evaluating the candidate's characteristics to determine if they are a good match for the job. Recruitment involves attracting potential candidates to apply for the job, training involves teaching new employees job-specific skills, development involves providing continued education to employees to enhance their skills, and orientation involves introducing new employees to the company culture and policies.

Question 19

Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the job and the organization?

Accepted Answer

A realistic job preview is a recruiting approach where the applicants are given all relevant and realistic information about the job and the organization. This can help in managing the expectations of the candidate and reducing turnover rates. Option A (Reality check) is not a formal recruitment approach, option B (Affirmative action) refers to a group of policies aimed at promoting equality in the workplace, and options D (Job specification) and E (Job description) are documents that describe the skills and requirements of a particular job.

Question 20

Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human resource department conducted a series of interviews with employees who were choosing to leave RBI after a short period of time. It was concluded that employees left the job because they didn't realize how long the average workday was going to be when they were hired.RBI can begin to solve this problem by emphasizing:

Accepted Answer

The best choice to solve the problem of high turnover rate among new employees at RBI is to use realistic job previews. This will help potential employees understand the actual nature of the job they are applying for, including the expected work hours. This will result in a more informed and committed workforce, reducing the turnover rate. Choices A, B, C, and E may be applicable in different scenarios, but they do not address the specific problem of employee turnover caused by unrealistic expectations about the job.

Quiz 12: Managing Human Resources