Question 1

The most frequent problem(s)that occur(s)in selection systems is/are:

Accepted Answer

All of the above are frequent problems that occur in selection systems. These problems can lead to ineffective hiring decisions, wasted time and resources, and can increase the risk of selecting a poor-fit candidate for the job. It's important for organizations to regularly assess and improve their selection systems to ensure they are valid, reliable, fair, and consistent.

Question 2

Mode of administration (paper or computer)of assessments will not likely impact scores for___________, but will likely influence scores for ______________.

Accepted Answer

Power tests assess general abilities that are not time-limited, while speeded tests rely on speed of completion and are impacted by mode of administration. Therefore, the mode of administration will likely influence scores for speeded tests but not for power tests.

Question 3

Which of the following is NOT an HRIS role in selection systems?

Accepted Answer

All of the options listed (A-C) are HRIS roles in selection systems. Therefore, D is the correct answer as it states that all options are HRIS roles.

Question 4

The ____________ is best described as "the employees' beliefs about the reciprocal obligations and promises between them and their organizations".

Accepted Answer

The definition given in the question refers to the concept of a psychological contract, which is a concept used in organizational behavior and human resource management. The other options, employee contract and HR contract, are not commonly used terms in this context.

Question 5

Decades of assessment research has found_____________ can, on average, predict success virtually as well as simulations.

Accepted Answer

Decades of assessment research has consistently found that general cognitive ability tests, such as IQ tests, are strong predictors of success in various domains, including academic and job performance. While other factors, such as training and experience, also contribute to success, cognitive ability tests alone can predict success nearly as accurately as simulations. Therefore, option D is the best choice for this question.

Question 6

The fulfillment of the psychological contract could lead to a long and productive relationship for both the employee and employer where satisfaction and retention rates could be increased.

Accepted Answer

The psychological contract refers to the unwritten expectations and obligations between an employee and employer. When both parties fulfill their respective obligations, it can lead to higher job satisfaction and employee retention rates.

Question 7

According to survey research what percentage of large organizations consider online recruitment is a more effective means than any other traditional method of recruitment?

Accepted Answer

The answer of According to survey research what percentage of...

Question 8

In the United States, over 90% of large companies use the Internet to recruit applicants for job openings.

Accepted Answer

According to a survey by the Society for Human Resource Management, over 90% of large companies in the US use the Internet to recruit applicants for job openings.

Question 9

Which of the following is not a recruiting process objective discussed in the text?

Accepted Answer

All of the above objectives are discussed in the text.

Question 10

A_________ is best described as "when an applicant is given positive and negative attributes of a job they are applying to see if this job is truly what they desire or thought it was".

Accepted Answer

A realistic job preview is a process where an applicant is given both positive and negative attributes of a job they are applying for to determine if it is suitable for them or not. This can help set expectations and reduce turnover rates.

Question 11

Which of the following statements is most accurate?

Accepted Answer

The most accurate statement is that over 90% of large companies in the U.S. use the Internet to recruit applicants. This reflects the widespread adoption of digital platforms for recruitment processes among large organizations.

Question 12

The goal of the ___________ function is to identify, attract, and hire the most qualified people.

Accepted Answer

The recruitment function is responsible for attracting and identifying potential job candidates, and selecting the best fit for the organization. This includes developing job descriptions and posting job openings, sourcing candidates, screening applications and resumes, conducting interviews, and making job offers. While marketing and training and development are important HR functions, they are not directly responsible for identifying and hiring new employees.

Question 13

According to the research which population(s)tend to prefer online recruiting?

Accepted Answer

According to research, college students tend to prefer online recruiting due to their familiarity with technology and the convenience of being able to apply for jobs from anywhere with an internet connection.

Question 14

Which of the following statements about HRIS is true?

Accepted Answer

HRIS can measure the dollar value of selection by calculating the cost of hiring, training, and turnover compared to the financial benefits the new hire brings to the company. This demonstrates the economic value of selection as a company investment. However, HRIS cannot guarantee that the individual selected for a position will succeed, and while they can help improve the quality of hires, they may not necessarily be able to measure and verify it. Additionally, HRIS can provide strategic information to the company regarding workforce planning and analytics, including information on the effectiveness of selection processes.

Question 15

According to Cascio (1991)which of the following is NOT a way of defining the quality of a job candidate?

Accepted Answer

Cascio (1991) does not mention the degree of how positive a job evaluation is written by an immediate supervisor as a way of defining the quality of a job candidate. Instead, Cascio suggests that the quality of a job candidate can be defined by the proportion who are successful on the job, the average numeric value of an outcome of interest, and the dollar amount of benefit resulting to the organization. Therefore, the correct choice is D.

Question 16

The availability of particular information (i.e., advancement opportunities, salary)will not likely impact on applicants' attraction to organizations.

Accepted Answer

Availability of information such as advancement opportunities and salary are important factors that can impact an applicant's attraction towards an organization. This information helps candidates make an informed decision about whether the organization aligns with their career goals and financial expectations.

Question 17

A company's employment brand can do little to aid in the attraction of applicants to your websites.

Accepted Answer

A strong employment brand can attract a large pool of applicants to a company's website as it showcases the company's culture, values, and reputation as an employer. A weak employment brand, on the other hand, may not generate much interest among job seekers.

Question 18

Online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.

Accepted Answer

Online recruitment streamlines the application and selection process, making it easier and faster for organizations to gather and sort through candidate data. This ultimately decreases the overall recruitment cycle time and increases efficiency.

Question 19

What has the research consistently found regarding the cost of online recruitment?

Accepted Answer

Research consistently shows that online recruiting methods are less costly than traditional recruiting methods. This is due to factors such as lower advertising costs, reduced travel expenses, and faster candidate screenings.

Question 20

____________ is best described as "job-related decision making tools that provide information about candidates that organizations use to make choices about their people".

Accepted Answer

Tests and assessments are specifically designed to provide information about candidates' knowledge, skills, abilities, and other characteristics that are relevant to the job. Work simulations and recruitment interviews can also provide valuable information, but tests and assessments are specifically designed for job-related decision making.

Quiz 12: Performance Management, Compensation, Benefits, Payroll, Nd the Human Resource Information System

The most frequent problem(s) that occur(s) in selection systems is/are:

Mode of administration (paper or computer) of assessments will not likely impact scores for_, but will likely influence scores for ____.

Which of the following is NOT an HRIS role in selection systems?

The ____________ is best described as "the employees' beliefs about the reciprocal obligations and promises between them and their organizations".

Decades of assessment research has found_____________ can, on average, predict success virtually as well as simulations.

The fulfillment of the psychological contract could lead to a long and productive relationship for both the employee and employer where satisfaction and retention rates could be increased.

According to survey research what percentage of large organizations consider online recruitment is a more effective means than any other traditional method of recruitment?

In the United States, over 90% of large companies use the Internet to recruit applicants for job openings.

Which of the following is not a recruiting process objective discussed in the text?

A_________ is best described as "when an applicant is given positive and negative attributes of a job they are applying to see if this job is truly what they desire or thought it was".

Which of the following statements is most accurate?

The goal of the ___________ function is to identify, attract, and hire the most qualified people.

According to the research which population(s) tend to prefer online recruiting?

Which of the following statements about HRIS is true?

According to Cascio (1991) which of the following is NOT a way of defining the quality of a job candidate?

The availability of particular information (i.e., advancement opportunities, salary)will not likely impact on applicants' attraction to organizations.

A company's employment brand can do little to aid in the attraction of applicants to your websites.

Online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.

What has the research consistently found regarding the cost of online recruitment?

____________ is best described as "job-related decision making tools that provide information about candidates that organizations use to make choices about their people".

Quiz 12: Performance Management, Compensation, Benefits, Payroll, Nd the Human Resource Information System

The most frequent problem(s) that occur(s) in selection systems is/are:

Mode of administration (paper or computer) of assessments will not likely impact scores for___________, but will likely influence scores for ______________.

Which of the following is NOT an HRIS role in selection systems?

The ____________ is best described as "the employees' beliefs about the reciprocal obligations and promises between them and their organizations".

Decades of assessment research has found_____________ can, on average, predict success virtually as well as simulations.

The fulfillment of the psychological contract could lead to a long and productive relationship for both the employee and employer where satisfaction and retention rates could be increased.

According to survey research what percentage of large organizations consider online recruitment is a more effective means than any other traditional method of recruitment?

In the United States, over 90% of large companies use the Internet to recruit applicants for job openings.

Which of the following is not a recruiting process objective discussed in the text?

A_________ is best described as "when an applicant is given positive and negative attributes of a job they are applying to see if this job is truly what they desire or thought it was".

Which of the following statements is most accurate?

The goal of the ___________ function is to identify, attract, and hire the most qualified people.

According to the research which population(s) tend to prefer online recruiting?

Which of the following statements about HRIS is true?

According to Cascio (1991) which of the following is NOT a way of defining the quality of a job candidate?

The availability of particular information (i.e., advancement opportunities, salary)will not likely impact on applicants' attraction to organizations.

A company's employment brand can do little to aid in the attraction of applicants to your websites.

Online recruitment can decrease cycle time and increase the efficiency of the process by allowing organizations to spend less time gathering and sorting data.

What has the research consistently found regarding the cost of online recruitment?

____________ is best described as "job-related decision making tools that provide information about candidates that organizations use to make choices about their people".

Mode of administration (paper or computer) of assessments will not likely impact scores for_, but will likely influence scores for ____.