Question 1

Recruiting methods that are used to promote the hiring, development, and retention of "protected groups" are examples of:

Accepted Answer

Affirmative action is a set of policies and practices that are designed to promote the hiring, development, and retention of individuals from underrepresented groups, such as women, minorities, and individuals with disabilities. This is done to address past discrimination and promote diversity and equal opportunity in the workplace. While affirmative action may involve preferential treatment or quotas, it is not considered illegal discrimination as long as it is done within the guidelines set forth by law.

Question 2

Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to perform a particular job?

Accepted Answer

The process of determining the skills, abilities, and other attributes a person needs to perform a particular job is called selection. Recruitment refers to the process of attracting potential candidates for a job, training is the process of teaching employees new skills, development is the process of improving skills and knowledge of existing employees, and orientation is the process of introducing new employees to the organization and their job.

Question 3

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 unmet expectations were the primary reason these people were leaving so soon. RBI can begin to solve this problem by emphasizing:

Accepted Answer

The use of realistic job previews can help to manage employee expectations by giving them an accurate representation of the job, the work environment, and the company culture before they are hired. This can help to reduce turnover rates among new employees who may otherwise have unrealistic expectations about their job and what it entails. Options A, B, C, and E do not address the issue of unmet expectations specifically, and may not be effective in reducing turnover rates among new employees.

Question 4

Conolly Company uses internal recruiting whenever possible. This practice:

Accepted Answer

Internal recruiting generates increased employee commitment as it provides opportunities for career growth and advancement within the company, which is likely to make employees feel valued and appreciated.

Question 5

A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.

Accepted Answer

A job description typically lists the specific duties and responsibilities of a particular job, as well as the desirable qualifications and experience necessary for a candidate to successfully perform the job. Other options like application form, assessment test, paper-and-pencil test, and OJT are not specifically related to listing job duties and qualifications.

Question 6

_____ 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 7

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

Accepted Answer

Human resource planning involves forecasting the future needs of an organization. In this case, Bryan is interested in projecting the number of resignations and retirements over ten years, which is a part of human resource planning. The other options are not relevant to Bryan's goal of gathering data on future staffing needs.

Question 8

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

Accepted Answer

The realistic job preview approach gives applicants all pertinent and realistic information about the job and the organization, including both positive and negative aspects of the job. This approach helps in reducing the likelihood of new employees quitting soon after starting their job.

Question 9

Which of the following is a device for collecting information about an applicant's education, previous job experience, and other background characteristics?

Accepted Answer

An application form is a standard device used by organizations to collect information about an applicant's education, previous job experience, and other background characteristics before making a hiring decision. Options A and B refer to specific types of employee assessment methods, option D refers to a form related to affirmative action compliance, and option E refers to a document related to privacy regulations.

Question 10

_____ dramatically extends the organization's recruiting reach, offering access to a wider pool of applicants and saving time and money.

Accepted Answer

E-cruiting refers to recruiting through online sources such as job sites, social media, and company websites. This offers a wider reach to potential applicants, as well as the ability to easily filter and organize applications. It can also save time and money compared to traditional methods such as newspaper ads or attending trade shows. Competitor referrals and hiring older workers may also be effective, but they do not necessarily offer the same level of extended reach as e-cruiting.

Question 11

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

Accepted Answer

While monitoring past business volume may inform future projections, it is not a question directly related to human resource planning. The other options all directly relate to the workforce and the organization's future plans for it.

Question 12

_____ is a systematic process of gathering and interpreting information about the essential duties.

Accepted Answer

A job analysis is a systematic process of gathering and interpreting information about the essential duties of a job. It involves identifying the knowledge, skills, and abilities required for successful job performance, as well as the physical and environmental factors related to the job. Job analysis is used to develop job descriptions, job specifications, and other important HR documents.

Question 13

At GoodSpeak Telecommunications, employees receive a cash bonus when they submit names of people who subsequently accept employment with the company. This is an example of which innovation in recruiting?

Accepted Answer

This is an example of an employee referral program, where employees are incentivized to refer potential job candidates to their company.

Question 14

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

Accepted Answer

Internal recruiting refers to filling job openings within a company by considering current employees first. This is different from external recruiting, which involves looking for new hires outside of the company. Nepotism refers to giving preferential treatment to relatives or friends, while cannibalizing is a term used to describe when one department within a company takes resources or employees away from another department. Discrimination is not an accurate term to describe this situation as there is no mention of any unlawful treatment based on protected characteristics.

Question 15

_____ is a listing of job duties and desirable qualifications for a particular job.

Accepted Answer

A job description is a detailed listing of the duties, responsibilities, and required qualifications for a particular job. It outlines what the job entails and what skills and experience are necessary for someone to perform it successfully. A job analysis is a process of analyzing and determining the information related to a job. A job listing is a general posting of available jobs, but it may not include all the details of the job. A job requirement refers to the skills and qualifications needed to perform a particular job. A realistic job preview is an overview of what an employee can expect on the job.

Question 16

While interviews are _____, they are generally _____ predictors of subsequent job performance.

Accepted Answer

Interviews are commonly used in hiring processes but are often criticized for not being reliable indicators of future job performance.

Question 17

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

Accepted Answer

Human resource planning involves forecasting the organization's future human resource needs and ensuring that sufficient talent is available to meet those needs when they arise. It also involves matching individuals with the right job vacancies by analyzing the organization's current workforce and identifying gaps that need to be filled. This process is critical for ensuring the long-term success and sustainability of the organization. The other options, such as development, organizing, selection, and downsizing, are important functions of HR, but they are not directly related to the process of forecasting and matching human resource needs.

Question 18

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 for internal recruiting where the skills, qualifications, and experience of current employees are analyzed to determine if they are suitable for a current or future job opening within the organization.

Question 19

_____ generates higher employee commitment, development, and satisfaction than does _____.

Accepted Answer

Internal recruiting involves selecting employees within the organization for a new position or role, which leads to higher employee commitment, development, and satisfaction. This is because employees feel valued and recognized for their skills and abilities, which enhances their motivation and job involvement. On the other hand, external recruiting involves hiring candidates from outside the organization, which may lead to lower commitment and satisfaction among current employees who are overlooked or neglected, affecting morale and retention rates.

Question 20

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

The answer of Jenna has been given the assignment of...

Quiz 12: Managing Human Resource