Question 1

The process of deciding how to fill executive positions at a firm is known as ________.

Accepted Answer

A)  internal recruiting 
B)  succession planning 
C)  long-term forecasting 
D)  advanced interviewing 
A)  internal recruiting 
B)  succession planning 
C)  long-term forecasting 
D)  advanced interviewing B

Question 2

What is the primary advantage of college recruiting?

Accepted Answer

A)  minimal preparation required 
B)  flexible, short-term interview schedule 
C)  inexpensive method of screening applicants 
D)  access to a source of management trainees 
A)  minimal preparation required 
B)  flexible, short-term interview schedule 
C)  inexpensive method of screening applicants 
D)  access to a source of management trainees D

Question 3

Older workers usually have higher absenteeism rates compared to younger workers due to illness.

Accepted Answer

A) True 
 B)False  False

Question 4

Which of the following is a primary goal of college recruiters?

Accepted Answer

A)  building relationships with college career centers 
B)  cutting future recruiting costs for the firm 
C)  developing a pool of temporary workers 
D)  attracting good candidates 
A)  building relationships with college career centers 
B)  cutting future recruiting costs for the firm 
C)  developing a pool of temporary workers 
D)  attracting good candidates

Question 5

Which of the following is NOT information that should be requested on application forms?

Accepted Answer

A)  experience 
B)  technical skills 
C)  marital status 
D)  training 
A)  experience 
B)  technical skills 
C)  marital status 
D)  training

Question 6

An in-house temporary employee is a highly skilled worker,such as an engineer or software designer,who is supplied for long-term projects under contract from an outside technical services firm.

Accepted Answer

A) True 
 B)False

Question 7

When firms prove that they will use the information on job application forms as a predictor of job performance,they are allowed under EEO laws to request information regarding an applicant's age and marital status.

Accepted Answer

A) True 
 B)False

Question 8

What is the first step in the recruitment and selection process?

Accepted Answer

A)  performing initial screening interviews 
B)  building a pool of candidates 
C)  performing candidate background checks 
D)  deciding what positions to fill 
A)  performing initial screening interviews 
B)  building a pool of candidates 
C)  performing candidate background checks 
D)  deciding what positions to fill

Question 9

Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain.Barnum intends to open two new hotels within the next three years and will have many job positions to fill.Historically,employee turnover is high at Barnum as employees remain with the company for one or two years before quitting.Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following,if true,best supports the argument that a scatter plot is the most appropriate tool for Marie to use in estimating future personnel needs?

Accepted Answer

A)  Productivity levels for Barnum employees typically vary from month to month. 
B)  The size of the two new Barnum hotels will be similar to the chain's other hotels. 
C)  Barnum requires HR to maintain qualifications inventories for all current employees. 
D)  Personnel replacement charts serve as useful tools when filling Barnum's managerial positions. 
A)  Productivity levels for Barnum employees typically vary from month to month. 
B)  The size of the two new Barnum hotels will be similar to the chain's other hotels. 
C)  Barnum requires HR to maintain qualifications inventories for all current employees. 
D)  Personnel replacement charts serve as useful tools when filling Barnum's managerial positions.

Question 10

Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis.Kate is most likely ________.

Accepted Answer

A)  working as a contingent worker 
B)  participating in a job rotation 
C)  using job enlargement 
D)  benchmarking jobs 
A)  working as a contingent worker 
B)  participating in a job rotation 
C)  using job enlargement 
D)  benchmarking jobs

Question 11

Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain.Barnum intends to open two new hotels within the next three years and will have many job positions to fill.Historically,employee turnover is high at Barnum as employees remain with the company for one or two years before quitting.Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following,if true,best supports Marie's plan to centralize Barnum's recruitment efforts?

Accepted Answer

A)  Online screening tests are given to all Barnum recruits to assess skills and future potential. 
B)  Barnum's high turnover rate is most likely due to inadequate training requirements. 
C)  Barnum enforces a strict policy about hiring employees' family members. 
D)  Barnum has 20 separate local recruiting Web sites. 
A)  Online screening tests are given to all Barnum recruits to assess skills and future potential. 
B)  Barnum's high turnover rate is most likely due to inadequate training requirements. 
C)  Barnum enforces a strict policy about hiring employees' family members. 
D)  Barnum has 20 separate local recruiting Web sites.

Question 12

In most cases,it is more cost effective for firms to hire contingent workers through a temp agency than to hire comparable permanent employees.

Accepted Answer

A) True 
 B)False

Question 13

Marie Boyd has been hired by Barnum Hotels to manage staffing for the regional hotel chain.Barnum intends to open two new hotels within the next three years and will have many job positions to fill.Historically,employee turnover is high at Barnum as employees remain with the company for one or two years before quitting.Marie realizes that Barnum needs to make significant changes in its personnel strategy in order to meet the company's goals for the future and improve employee retention rates. Which of the following,if true,most likely undermines Marie's decision to fill top positions with inside candidates?

Accepted Answer

A)  Barnum needs to head in a different direction with innovative ideas if it is to remain competitive with other hotel chains. 
B)  Many current Barnum employees have indicated they are loyal to the firm by rejecting offers to work at competing hotels. 
C)  Training new employees about the practices and procedures at Barnum is costly in regards to both time and money. 
D)  The influence of local labor unions and EEO legislation is blamed for the high turnover rate among Barnum employees. 
A)  Barnum needs to head in a different direction with innovative ideas if it is to remain competitive with other hotel chains. 
B)  Many current Barnum employees have indicated they are loyal to the firm by rejecting offers to work at competing hotels. 
C)  Training new employees about the practices and procedures at Barnum is costly in regards to both time and money. 
D)  The influence of local labor unions and EEO legislation is blamed for the high turnover rate among Barnum employees.

Question 14

According to EEO laws,it is always illegal to recruit applicants with gender-specific ads,but using word-of-mouth to spread information about job opportunities is legal in all situations.

Accepted Answer

A) True 
 B)False

Question 15

What is the first step in succession planning?

Accepted Answer

A)  creating an applicant pool 
B)  identifying and analyzing key needs 
C)  selecting who will fill key positions 
D)  developing the strengths of current employees 
A)  creating an applicant pool 
B)  identifying and analyzing key needs 
C)  selecting who will fill key positions 
D)  developing the strengths of current employees

Question 16

Which employment field is especially effective at workforce planning?

Accepted Answer

A)  electrical utilities 
B)  automotive 
C)  higher education 
D)  banking 
A)  electrical utilities 
B)  automotive 
C)  higher education 
D)  banking

Question 17

Succession planning requires making forecasts of three elements:________,develop inside candidates,assess and choose those who will fill the key position.

Accepted Answer

A)  identify key needs 
B)  job specifications 
C)  global trends 
D)  labor relations 
A)  identify key needs 
B)  job specifications 
C)  global trends 
D)  labor relations

Question 18

Retained executive recruiters are paid whether or not they eventually fill the client's vacant position.

Accepted Answer

A) True 
 B)False

Question 19

What is an advantage of using employee referral campaigns?

Accepted Answer

A)  Local, hourly workers can be recruited quickly. 
B)  Applicants have received realistic job previews. 
C)  Rewards and incentives are eliminated. 
D)  Applicants have community ties. 
A)  Local, hourly workers can be recruited quickly. 
B)  Applicants have received realistic job previews. 
C)  Rewards and incentives are eliminated. 
D)  Applicants have community ties.

Question 20

________ are special employment agencies retained by employers to seek out top management talent for their clients.

Accepted Answer

A)  State-run employment agencies 
B)  Private employment agencies 
C)  Temporary agencies 
D)  Executive recruiters 
A)  State-run employment agencies 
B)  Private employment agencies 
C)  Temporary agencies 
D)  Executive recruiters

The process of deciding how to fill executive positions at a firm is known as ________.

What is the primary advantage of college recruiting?

Older workers usually have higher absenteeism rates compared to younger workers due to illness.

Which of the following is a primary goal of college recruiters?

Which of the following is NOT information that should be requested on application forms?

An in-house temporary employee is a highly skilled worker,such as an engineer or software designer,who is supplied for long-term projects under contract from an outside technical services firm.

When firms prove that they will use the information on job application forms as a predictor of job performance,they are allowed under EEO laws to request information regarding an applicant's age and marital status.

What is the first step in the recruitment and selection process?

Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis.Kate is most likely ________.

In most cases,it is more cost effective for firms to hire contingent workers through a temp agency than to hire comparable permanent employees.

According to EEO laws,it is always illegal to recruit applicants with gender-specific ads,but using word-of-mouth to spread information about job opportunities is legal in all situations.

What is the first step in succession planning?

Which employment field is especially effective at workforce planning?

Succession planning requires making forecasts of three elements:________,develop inside candidates,assess and choose those who will fill the key position.

Retained executive recruiters are paid whether or not they eventually fill the client's vacant position.

What is an advantage of using employee referral campaigns?

________ are special employment agencies retained by employers to seek out top management talent for their clients.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 5: Personnel Planning and Recruiting

The process of deciding how to fill executive positions at a firm is known as ________.

What is the primary advantage of college recruiting?

Older workers usually have higher absenteeism rates compared to younger workers due to illness.

Which of the following is a primary goal of college recruiters?

Which of the following is NOT information that should be requested on application forms?

An in-house temporary employee is a highly skilled worker,such as an engineer or software designer,who is supplied for long-term projects under contract from an outside technical services firm.

When firms prove that they will use the information on job application forms as a predictor of job performance,they are allowed under EEO laws to request information regarding an applicant's age and marital status.

What is the first step in the recruitment and selection process?

Kate works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis.Kate is most likely ________.

In most cases,it is more cost effective for firms to hire contingent workers through a temp agency than to hire comparable permanent employees.

According to EEO laws,it is always illegal to recruit applicants with gender-specific ads,but using word-of-mouth to spread information about job opportunities is legal in all situations.

What is the first step in succession planning?

Which employment field is especially effective at workforce planning?

Succession planning requires making forecasts of three elements:________,develop inside candidates,assess and choose those who will fill the key position.

Retained executive recruiters are paid whether or not they eventually fill the client's vacant position.

What is an advantage of using employee referral campaigns?

________ are special employment agencies retained by employers to seek out top management talent for their clients.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters