Question 1

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

Accepted Answer

Job analysis is the process of systematically gathering and interpreting information about the essential duties, tasks, and responsibilities of a job, along with the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform it effectively. A job analysis helps organizations to establish clear job-related expectations, develop effective job descriptions and specifications, design training programs, and evaluate job performance.

Question 2

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...

Question 3

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

Accepted Answer

A job description is a document that outlines the specific duties and responsibilities of a particular job, as well as the necessary qualifications and skills required for the job. It serves as a guide for both the employer and potential employees in understanding the expectations and requirements of the position.

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 ten years.He is most likely performing which of the following activities?

Accepted Answer

Bryan is performing human resource planning, which involves analyzing current and future staffing needs and predicting changes in the workforce. This process can help organizations prepare for potential turnover by developing strategies for retaining current employees and recruiting new ones.

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

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

Accepted Answer

A job description is a document that outlines the specific responsibilities, requirements, and qualifications for a particular job. It typically includes information such as salary range, working hours, required skills and education, and any other relevant details about the position.

Question 7

Conolly Company uses internal recruiting whenever possible.This practice

Accepted Answer

Internal recruiting generates increased employee commitment as it gives current employees the opportunity to apply for and advance within the company. This, in turn, can increase job satisfaction and loyalty to the organization. It may not necessarily cost more than external recruiting, and may not necessarily give employees an upper hand in negotiations. The statement about limited socializing opportunities is also not a widely recognized disadvantage of internal recruiting.

Question 8

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

Accepted Answer

Internal recruiting is known to generate higher employee commitment, development, and satisfaction than external recruiting. This is because internal recruiting allows current employees to see opportunities for growth and advancement within the company, leading to increased motivation and loyalty. Additionally, internal recruiting saves time and money on training new hires, as existing employees have already familiarized themselves with company policies and procedures.

Question 9

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

Accepted Answer

While understanding the volume of business over the past five years can be helpful for understanding trends, it is not directly related to human resource planning. The other options are all directly related to staffing needs and planning for future workforce needs.

Question 10

In utilizing the matching model of employee selection,the organization offers ____ and the employee offers ____.

Accepted Answer

The matching model of employee selection suggests that both the organization and employee have valuable contributions to offer each other. However, in this model, the organization offers inducements such as pay, benefits, and job security, while the employee offers contributions such as skills, knowledge, and effort. Therefore, option B, which states that the organization offers inducements and the employee offers contributions, best explains the matching model of employee selection. The other options do not accurately reflect the components of this model.

Question 11

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

Accepted Answer

Affirmative action programs are designed to promote the hiring, development, and retention of protected groups, such as minorities and women, who have been historically discriminated against in the workplace. These programs seek to level the playing field and ensure equal opportunities for underrepresented groups. While some argue that affirmative action amounts to reverse discrimination, it is a legal and effective tool for promoting diversity and eliminating bias in the hiring process.

Question 12

____ is the first step in attracting an effective work force.

Accepted Answer

Human resource planning is the first step in attracting an effective work force. This involves analyzing the organization's human resource needs and forecasting the number and types of employees needed to meet those needs. It sets the foundation for all other HR activities, including recruiting, selecting, and training.

Question 13

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 succession planning and talent management. The other options listed are all commonly used methods for external recruiting.

Question 14

____ is the second step in attracting individuals who show signs of becoming valued,productive,and satisfied employees.

Accepted Answer

The answer of ____ is the second step in attracting...

Question 15

Which of these is(are)part of new approaches to recruiting?

Accepted Answer

All of these options are examples of new approaches to recruiting. Recruiting from non-traditional sources, such as welfare recipients and former prison inmates, can help organizations tap into a pool of potential candidates who may bring unique perspectives and experiences to the job. E-cruiting, or recruiting through online channels, has become increasingly popular in recent years as technology advances and more people turn to the internet for job search. Therefore, all of the options listed are valid examples of new approaches to recruiting.

Question 16

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

Accepted Answer

Internal recruiting is the practice of filling job vacancies from within a company. This can give current employees an advantage in the hiring process, as they may be already familiar with the company's culture, policies, and procedures. It can be more cost-effective and efficient and can also improve employee morale and retention. The other answer choices are not applicable in this scenario - discrimination would involve unfairly treating certain groups of individuals, nepotism would involve favoring family members or friends in hiring decisions, external recruiting would involve hiring candidates from outside the company, and cannibalizing is not a relevant concept in this context.

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 includes forecasting the organization's future human resource needs and identifying the necessary steps to ensure the availability of the required workforce. This process helps to identify the required number of employees, their necessary skills set, and the time frame for filling the vacancies.

Question 18

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 problem identified is that new employees have unmet expectations. Realistic job previews allow employees to have a better understanding of what to expect in their roles, which can help manage their expectations and reduce turnover. Therefore, emphasizing the use of realistic job previews is the best solution for RBI. Options A and B (external recruiting and affirmative action) do not address the root cause of the problem. Option C (better training and development) may help retain employees once they are hired, but it does not address the initial issue of unmet expectations. Option E (employment-at-will) is not a solution, as it is a legal concept that allows employers to terminate employees for any reason.

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

The recruiting approach that gives applicants all pertinent and realistic information about the job and the organization is called a realistic job preview. This approach provides potential employees with a clear understanding of the job duties, working conditions, culture, and expectations of the job and the company. By doing so, it can reduce turnover rates and increase job satisfaction and performance.

Question 20

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

Accepted Answer

E-cruiting allows organizations to reach a wider pool of applicants through online platforms and job boards, saving time and money compared to traditional methods such as newspaper ads or trade shows. Competitor referrals and hiring older workers may offer some benefits, but they do not provide the same level of access to a wider pool of applicants as e-cruiting.

Quiz 12: Managing Human Resources