ManagingHuman Resources Susan E. Jackson 11th Edition Test Bank

ManagingHuman Resources Susan E. Jackson  11th Edition  Test Bank
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Chapter 6Recruiting and Retaining Qualified Employees

MULTIPLE CHOICE

1. SAS Institutes success in attracting and retaining employees can be attributed to all of the following reasons EXCEPT:
a. its early adoption of automated online recruiting
b. its attractiveness as one of the 100 Best Companies to Work For
c. an HRIS system that make it easy to keep track of individual candidates
d. its use of networkers to help match current employees with projects
e. All of these are valid reasons

ANS: A PTS: 1 DIF: M REF: p.187
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

2. Questions to be addressed during strategic HR recruitment planning might include all but:
a. How many new hires do we need in the near term and three to five years from now?
b. Are we prepared to pay top dollar, or would we look for people who will be attracted to our company despite the modest compensation we offer?
c. What is our plan for downsizing employees?
d. What competencies do we need from our employees?
e. All of these are valid questions.

ANS: C PTS: 1 DIF: M REF: p.188
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

3. Effective recruitment activities:
a. should be consistent with the organizations business strategy
b. cause the job applicants to perceive the organization as an employer of choice
c. should be consistent with the values of the company
d. rely heavily on job analyses
e. are accurately described by all of the above

ANS: E PTS: 1 DIF: M REF: p.188 | Exhibit 6.1
OBJ: Definition NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

4. A firm has adopted a business strategy of increasing market share by offering the lowest cost services. Which of the following is NOT a recruiting and retention objective?
a. retain current talent as the firm grows
b. recruiting plans may call for preparation of lateral transfers
c. low cost strategy puts pressure on compensation and benefits, so need to be creative in our programs
d. continuously improve efficiency of recruitment practices
e. need to predict rate of growth and translate into needed increases in workforce

ANS: B PTS: 1 DIF: C REF: p.188
OBJ: Application NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

5. Prestige Adventures, Inc., offers unusual excursions for prosperous middle-aged clients looking for personally-guided luxury travel adventures. This market niche requires a new slate of excursions every year, which must be logistically flawless and appealing to a sophisticated clientele. As HR director of Prestige Adventures, your recruiting and retention strategies for expert trip planners and knowledgeable guides include:
a. developing layoff plans for off-season
b. maintaining low labor costs
c. recruiting top talent, even if compensation is high
d. focusing on lateral transfers to fill vacancies
e. focusing on new hires more than retention of existing staff

ANS: C PTS: 1 DIF: C REF: p.188-189 | Exhibit 6.1
OBJ: Application NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

6. What is the best recruiting and retention strategy given the company objective of increase return on investment by offering innovative products and maintaining high margins
a. best talent not likely to be looking so we will have to go get them
b. develop layoff plans
c. recruiting plans may call for preparation of lateral transfers
d. retain current talent as company grows
e. none of these are appropriate strategies

ANS: A PTS: 1 DIF: C REF: p.188-189 | Exhibit 6.1
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

7. Which of the following is not a cost of high turnover?
a. lost knowledge
b. excessive hours for remaining employees
c. more errors
d. increased litigation
e. opportunities missed

ANS: D PTS: 1 DIF: M REF: p.189-190
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

8. Which of the following statements about recruitment activities is true?
a. Recruiting and hiring are interchangeable terms.
b. Effective recruitment attracts individuals to the organization.
c. Recruiting has little effect on employee retention.
d. Recruiting involves sorting and ranking job applicants.
e. Once hired, employees permanently disengage from the recruiting process.

ANS: B PTS: 1 DIF: E REF: p.190
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruitment and Retention Within an Integrated HRM System

9. The Mariposa Veterinary Clinic is a highly-respected animal hospital, specializing in high-risk surgeries and cancer care for pets. It is doubling the size of its hospital and sick animal boarding facility. To fully staff the addition will require doubling the staff of veterinaries, licensed vet techs, groomers and handlers. Dr. Matt, the clinic director, has asked your advice on recruiting. You tell Dr. Matt:
a. It is most important to fully staff the clinic for its opening in four weeks, even if the staff are only acceptable quality.
b. It is most important to hire trainable staff who can learn the skills on the job. This will save labor costs.
c. It is most important to hire quality staff, even if it means the new clinic will not be fully utilized for months.
d. Suggest that all current staff work double shifts until the expansion is fully staffed.
e. Since the clinics competitive strategy is unclear, you cannot make any recommendations.

ANS: C PTS: 1 DIF: C REF: p.191-192
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruitment and Retention Within an Integrated HRM System

10. The relevant labor market in which your firm competes has been marked by high unemployment and a recession. The following condition should exist when recruiting
a. You will have to pay top dollar for the scarce talent that is available.
b. Applications for job openings will be lower than during an expansionary period.
c. Voluntary turnover within your firm will be high due to raiding by other firms.
d. You will not have to invest as much time, effort , and financial resources in recruiting
e. You will have to do an extensive international search for scarce talent.

ANS: D PTS: 1 DIF: C REF: p.193
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruitment and Retention Within an Integrated HRM System

11. When Designer Blinds of Omaha, Nebraska, was experiencing production problems
that were putting the company at risk, its HR manager did all of the following EXCEPT:
a. increased community outreach
b. improved orientation for new hires
c. provided better training for managers
d. reviewed job analyses for additional production efficiencies
e. took the lead in designing a systematic and integrated approach to recruiting and retaining employees.

ANS: D PTS: 1 DIF: C REF: p.194
OBJ: Definition NAT: AACSB: Analytic | AACSB: HRM
TOP: The HR Triad

12. Once an employee is onboard, _____________ play(s) a key role in determining whether a good employee stays with the company or leaves.
a. top management
b. HR professionals
c. line managers
d. fellow employees
e. outside influences

ANS: C PTS: 1 DIF: C REF: p.194
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: The HR Triad

13. In designing recruitment activities, the two central issues addressed are:
a. cost and applicant fit within organizational culture
b. cost and places to look for applicants
c. methods used to find applicants and cost
d. methods used to find applicants and sources to target
e. job analyses and places to look for job applicants

ANS: D PTS: 1 DIF: C REF: p.195
OBJ: Definition NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

14. Webb Greenhouse is looking for an accomplished gardener/ salesperson. Studies have shown that the best recruiting method to fill this position is:
a. ads in the local newspapers
b. a notice in the local gardening club newsletter
c. posting the position on the company bulletin board
d. applications from walk ins
e. Research shows no clear differences in employment experiences from any one source.

ANS: E PTS: 1 DIF: M REF: p.196
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

15. Employee outcomes that many studies have considered in attempting to determine whether recruiting from different sourcesthe internal and external labor marketsresults in different employee outcomes include all of the following EXCEPT:
a. employee job satisfaction
b. employee performance
c. employee turnover
d. employee loyalty
e. All of the above are outcomes that were considered

ANS: E PTS: 1 DIF: M REF: p.196
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

16. MFR Company would like to hire a warehouse supervisor. The company has placed a notice on its employee bulletin board announcing that it was taking applications for this new position. This bulletin board notice is an example of a(n):
a. job posting
b. employment offer
c. position announcement
d. transfer opportunity
e. work notice

ANS: A PTS: 1 DIF: E REF: p.196
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

17. Job postings:
a. can generate ill will if hiring decisions are made before the postings appear
b. can reduce employee turnover by communicating to employees that they dont have to go elsewhere to find opportunities for advancement
c. are used to create an open recruitment process
d. usually provide complete job descriptions
e. are accurately described by all of the above

ANS: E PTS: 1 DIF: M REF: p.196-197
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

18. A(n) _____ is a database that contains information about the pool of current employees.
a. organizational job analyses
b. management information system (MIS)
c. employee information system
d. talent inventory
e. competency ledger

ANS: D PTS: 1 DIF: E REF: p.197
OBJ: Definition NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

19. Nandini wants to create a talent inventory that will be truly useful for the firm where she works. She should include all of the following information EXCEPT:
a. employees prior job experience
b. medical history
c. work-related interests
d. geographic preferences
e. career goals

ANS: B PTS: 1 DIF: E REF: p.197
OBJ: Definition NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

20. Amanda is upset. Her supervisor has told her she will receive a developmental move with new duties, in a new department, with no increase in pay or title. Should Amanda necessarily be concerned?
a. No. She has been given a dry promotion and an increase in pay will come later.
b. Yes. This is a demotion and a career-killer.
c. Yes. She has been broadbanded and this is usually the first step in layoff procedures.
d. No. This is a lateral transfer designed to broaden her skills.
e. No. This is an example of organizational reconfiguration.

ANS: D PTS: 1 DIF: C REF: p.197
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

21. Compared to external recruitment, internal recruiting:
a. can reduce employee morale
b. is less costly
c. can diminish employees willingness to maximize their productivity
d. will prevent problems with inbreeding
e. is accurately described by all of the above

ANS: B PTS: 1 DIF: M REF: p.197-198
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

22. Compared to external recruitment, internal recruiting:
a. the most qualified candidates may never be considered because they dont work for the company.
b. increases labor costs
c. eliminates conflict among job candidates
d. is in all ways superior
e. is accurately described by none of the above

ANS: A PTS: 1 DIF: E REF: p.197-198
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

23. Which of the following statements about employee referrals as a job recruitment method is true?
a. Compared with other internal recruiting methods, employee referrals result in the highest one-year survival rate.
b. The employee referral approach benefits only the employer and not the employee.
c. The informal employee referral approach is a very low-cost recruitment method.
d. The employee referral process is a useful method of increasing diversity.
e. An organization that relies heavily on employee referral will have no difficulty in complying with equal employment opportunity goals.

ANS: C PTS: 1 DIF: M REF: p.199-201
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

24. Karen and Pablo were discussing what recruiting methods they might use to find a new cook for their restaurant. They decided to put their energy toward using the most frequently used recruiting method, which is:
a. company web site
b. direct sourcing
c. rehires
d. job boards
e. referrals

ANS: E PTS: 1 DIF: M REF: p.200 | Exhibit 6.3
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

25. The least frequently used recruiting method is:
a. company web site
b. direct sourcing
c. walk-ins
d. job boards
e. referrals

ANS: C PTS: 1 DIF: M REF: p.200 | Exhibit 6.3
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

26. Which of the following statements about employee referrals as a job recruitment method is true?
a. Formal referral systems reward employees for referring qualified applicants.
b. Employee referral is an internal recruitment method.
c. Employee referrals are not detrimental to equal employment opportunity
d. Employee referrals result in the highest one-year survival rates for most occupations.
e. All of the above statements about employee referrals are true.

ANS: D PTS: 1 DIF: M REF: p.200
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting Sources and Methods

27. Which of the following statements about employment agencies is true?
a. State employment agencies are supported by a special tax on wholesale products.
b. Private employment agencies only serve professional and managerial labor.
c. Employment agencies are a form of internal recruitment.
d. State employment agencies tend to be small organizations with very limited lists of potential employees.
e. The Social Security Act provides that most workers who have been laid off must register with the state employment agency in order to be eligible for unemployment benefits.

ANS: E PTS: 1 DIF: M REF: p.200
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

28. Headhunters:
a. are private employment agencies
b. are employees who regularly provide job referrals
c. refer to people who read organizational bulletin boards looking for job opportunities
d. are potential job applicants who seek positions with a firm without knowing if any positions are currently open
e. are college recruiters

ANS: A PTS: 1 DIF: E REF: p.201
OBJ: Definition NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

29. Which of the following statements about private employment agencies is TRUE?
a. Due to hidden intangible costs, they can only serve professional, managerial, but not unskilled job applicants.
b. They can provide unskilled applicants whom employers would have a difficult time finding.
c. Due to privacy and competitive issues, they play only a minor role in recruiting professional and managerial candidates.
d. All of the above are true.
e. None of the above are true

ANS: B PTS: 1 DIF: C REF: p.201
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

30. Which of the following statements about school placement services and trade associations as sources of potential job applicants is true?
a. Since half of the student body majors in business at Kenyon University, employers looking for medical technicians would be more unlikely to attend the schools job fair than an employer looking for a salesperson.
b. For firms seeking production, service, office, and clerical employees., community job fairs are likely to be more effective.
c. Trade and professional journals provide an excellent forum for help wanted ads.
d. Job fairs are often informal, and the public is invited to gather information and ask questions.
e. All of the above statements are true.

ANS: E PTS: 1 DIF: E REF: p.201-202
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

31. All of the following statements about software programmers in India, Bulgaria, or Romania are true EXCEPT:
a. They work at wage levels that are 50 to 75 percent less than those of their U.S. counterparts.
b. Due to current demand for their skills, they work at wage levels that are now equivalent to those of their U.S. counterparts.
c. They are located closer to markets that are expanding more rapidly than the domestic U.S. market.
d. They are subject to the American Competitiveness in the Twenty-First Century Act of 2000 if they are employed in the United States.
e. None of the above are true

ANS: B PTS: 1 DIF: C REF: p.202
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

32. Asphalt for building roads cannot be laid until the temperature is above 70 degrees for at least five days in a row. Consequently, road construction crews have to be increased during the summer months when they must try to lay as much asphalt as possible. Privately-owned road construction firms would use all but which of the following strategies to recruit workers?
a. internal transfers
b. temporary help agencies
c. recalls and rehires from previous years
d. word-of-mouth to find temporary workers
e. all of the above

ANS: A PTS: 1 DIF: M REF: p.203-204
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

33. Which of the following organizations would be most likely to use contingent workers?
a. a manufacturer of disposable diapers
b. a Christmas tree farm
c. a restaurant supplier
d. a pet food manufacturer
e. an insurance agency

ANS: B PTS: 1 DIF: E REF: p.203
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

34. Which of the following statements about contingent employment is true?
a. Rehiring former or laid-off employees as contingent workers is an effective method of recruiting.
b. The growing reliance on contingent employment is often considered a positive trend for employees.
c. The commitment of rehired employees to do the best job possible tends to be very high.
d. Conflict between permanent and temporary workers is seldom a problem.
e. All of the above statements about contingency employment are true.

ANS: A PTS: 1 DIF: E REF: p.204
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

35. Which of the following statements about supply chain management is FALSE?
a. One goal of supply chain management is keeping costs as low as possible.
b. One goal of supply chain management is maximizing productivity.
c. Supply chain management refers to procedures for coordinating all aspects of the production process in manufacturing firms.
d. The concept of a supply chain can be applied to the process for acquiring talent.
e. All of the above statements are true.

ANS: E PTS: 1 DIF: C REF: p.204
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Using Metrics to Manage the Talent Supply Chain

36. Which of the following statements about how job applicants view recruiting practices is true?
a. Job seekers perception of how well they fit a job is typically most affected by contacts with the recruiter.
b. Effective recruiters show sincere interest in job applicants, and in return, applicants show more interest in the job.
c. Negative impressions about the job tend to be created primarily by the body language used by the recruiter.
d. High quality job seekers are not deterred by long application processes.
e. The job recruiter has little impact on how the job applicant perceives the recruiting process.

ANS: B PTS: 1 DIF: C REF: p.206
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting from the Applicants Perspective

37. Ming is a recruiter for a large actuarial firm. He really wants to hire Michelle Parrot, a newly certified actuary, who scored high on the companys skills test. ________ will have a strong effect on whether Michelle accepts the job offer.
a. Location of the companys offices
b. How well the organizations values match Michelles own
c. The companys reputation
d. The attributes of the job
e. All of the above

ANS: E PTS: 1 DIF: E REF: p.207
OBJ: Application NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting from the Applicants Perspective

38. Gwen is a recruiter for a waste management company. She is trying to hire a water purification expert. What should she tell the expert about the job and the company?
a. Gwen should only show the applicant the positive aspects of the job.
b. Gwen should portray the future of the company as bright even if the company fears a hostile takeover.
c. Gwen should not mention the amount of stress that is a daily part of the job that the expert is applying for.
d. Gwen should provide the applicant with a realistic job preview.
e. Gwen should change the subject every time the applicant brings up a potentially troublesome question.

ANS: D PTS: 1 DIF: E REF: p.208
OBJ: Application NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting from the Applicants Perspective

39. Which of the following is a true statement about the behavior of a recruiter as he tries to persuade a job applicant that this job is her best choice?
a. The job applicant will expect the recruiter to be overly optimistic; to not be overly optimistic might mislead the applicant.
b. The recruiter should try to change the subject every time the recruiter asks a potentially unpleasant question.
c. The recruiter should provide accurate information so that the applicant can make an informed decision about whether the job is right for her.
d. The recruiter should tell the applicant nothing negative about the company until after the applicant takes the job and signs the contract.
e. False statements made by a recruiter at the time of hiring are not considered sufficient grounds for a lawsuit.

ANS: C PTS: 1 DIF: E REF: p.208
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting from the Applicants Perspective

40. Jessica had applied for a job and now you have to tell her that she will not be hired. As a competent HR professional you are sending her a letter. In the letter, you have:
a. told her bluntly but honestly she does not have the skills for the position
b. sent a form letter of rejection
c. told her that your company needed to hire a minority candidate
d. included a statement about the size and quality of the applicant pool
e. told her to lower her career goals

ANS: D PTS: 1 DIF: E REF: p.209
OBJ: Application NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting from the Applicants Perspective

41. Martin is an effective recruiter because he:
a. received adequate training.
b. spends a great deal of time trying to sell the job to potential employees.
c. makes an effort to understand the jobs being filled.
d. sits in on business meetings.
e. reads up on the industry.

ANS: B PTS: 1 DIF: M REF: p.207
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting from the Applicants Perspective

42. Affirmative action programs (AAPs):
a. have been in effect since the beginning of the twentieth century
b. correct underutilization of qualified members of protected groups in an organizations relevant labor market
c. are governed by state agencies
d. require that all private-sector companies who have more than five employees hire members from protected groups
e. specify the employee hiring and firing practices for all private-sector companies

ANS: B PTS: 1 DIF: M REF: p.210
OBJ: Definition NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

43. If a company has a federal contract of more than $50,000 and has 50 or more employees, it:
a. must pay its male and female equally
b. must have job descriptions for every job
c. is legally required to maintain a specified number of minority employees
d. must have and abide by an equal employment policy
e. must have a mission statement that supports diversity

ANS: D PTS: 1 DIF: C REF: p.210
OBJ: Definition NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

44. Federal contractors are required to file affirmative action plans with the Office of Federal Contract Compliance Program (OFCCP). These written plans must contain:
a. a utilization analysis
b. the contractors mission statement
c. the contractors plan for diversity
d. job descriptions for every position in the organization
e. a talent inventory for every employee and job applicant who is a member of a protected group

ANS: A PTS: 1 DIF: M REF: p.210
OBJ: Definition NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

45. If a federal court finds that an employer is employing proportionately fewer members of a protected group than are available, a(n) _____ will specify the affirmative action steps the organization needs to take to come into compliance with the wishes of the Equal Employment Opportunity Commission.
a. statement of availability
b. utility statement
c. consent decree
d. employment plan
e. policy of diversity

ANS: C PTS: 1 DIF: E REF: p.210
OBJ: Definition NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

46. While doing an availability analysis for an entry-level administrative assistant position at her company, Aaliyah found that the relevant labor market would most likely be:
a. in a 20-mile radius from the work
b. within the same state
c. within the same region
d. national
e. international

ANS: A PTS: 1 DIF: E REF: p.210
OBJ: Application NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

47. Which of the following is not true about affirmative action programs?
a. Many people oppose affirmative action efforts.
b. Affirmative action hires are perceived as being less competent that equally qualified employees not hired under an AAP.
c. Minority applicants tend not to be attracted to firms that advertise the importance of diversity.
d. Affirmative action efforts are more acceptable when merit is emphasized as being central to the employment decision
e. All of the above are true.

ANS: C PTS: 1 DIF: M REF: p.211-213 | Exhibit 6.7
OBJ: Comprehensive
NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

48. Which of the following recruiting practices may create a glass ceiling?
a. reliance on employee referrals
b. use of executive search firms that are unaware of affirmative action obligations
c. job postings for only lower-level positions
d. reliance on word-of-mouth referrals
e. all of the above

ANS: E PTS: 1 DIF: E REF: p.212-213 | Exhibit 6.8
OBJ: Comprehensive
NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

49. Which of the following techniques can an organization use to avoid the problems associated with glass ceilings?
a. offer AAP awareness training to its top management
b. adopt of policy of no reverse discrimination
c. use talent inventories and career replacement charts
d. develop a long-term recruitment policy
e. comply with every affirmative action law

ANS: A PTS: 1 DIF: M REF: p.212-213 | Exhibit 6.8
OBJ: Comprehensive
NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

50. Causes of voluntary employee turnover include:
a. high compensation
b. high unemployment rates
c. lack of other opportunities
d. flexible scheduling
e. low pay

ANS: E PTS: 1 DIF: E REF: p.213-214 | Exhibit 6.9
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Retaining Employees

51. Which country has the lowest direct monetary costs of layoffs in terms of weeks of wages?
a. Brazil
b. China
c. Germany
d. India
e. United States

ANS: E PTS: 1 DIF: E REF: p.216 | Exhibit 6.11
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Retaining Employees

52. Which of the following is not among the current recruitment and retention challenges that U.S. firms must address today and in the future:
a. increasingly diverse workforce
b. global labor shortage
c. an aging workforce
d. competition for high-skilled workers
e. all of the above

ANS: E PTS: 1 DIF: M REF: p.218-219 | Exhibit 6.12
OBJ: Application NAT: AACSB: Analytic | AACSB: HRM
TOP: Current Issues

TRUE/FALSE

1. Retention activities refer to everything an employer does to encourage employees to continue to work at an organization.

ANS: T PTS: 1 DIF: E REF: p.188
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

2. The two sides to the contest among employers for good employees are recruiting talented people and dismissing poor performers.

ANS: F PTS: 1 DIF: M REF: p.188
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

3. High turnover may threaten a firms strategic competitiveness.

ANS: T PTS: 1 DIF: E REF: p.190
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

4. The primary objective of recruitment is to make sure that the organization is in compliance with federal laws.

ANS: F PTS: 1 DIF: E REF: p.190
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: The Strategic Importance of Recruiting and Retaining Talented Employees

5. Most large American companies encourage applicants to apply online because it reduces recruiting costs even though applying online will likely decrease the applicant pool.

ANS: F PTS: 1 DIF: E REF: p.193
OBJ: Comprehensive
NAT: AACSB: Analytic | AACSB: Legal Responsibilities
TOP: Recruitment and Retention Within an Integrated HRM System

6. Line managers are often directly involved in the early recruiting stages.

ANS: F PTS: 1 DIF: M REF: p.194
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: Strategy
TOP: The HR Triad

7. Recruiting from multiple sources is a good way to increase the diversity of the applicant pool.

ANS: T PTS: 1 DIF: E REF: p.196
OBJ: Comprehensive NAT: AACSB: Diversity | AACSB: HRM
TOP: Recruiting Sources and Methods

8. Gaining a reputation for excellent employee development is one of the best ways to become an employer of choice.

ANS: T PTS: 1 DIF: E REF: p.197
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

9. Regardless of how external applicants are recruited, the goal should be to attract qualified applicants, not just a large number of applicants.

ANS: T PTS: 1 DIF: E REF: p.198
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

10. Inbreeding results when someone who is unfamiliar with the organization has come to accept its ways of doing things.

ANS: F PTS: 1 DIF: M REF: p.198
OBJ: Comprehensive NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

SHORT ANSWER

1. What two central issues should be addressed when designing recruitment activities?

ANS:
The methods of use and the sources to target

PTS: 1 DIF: M REF: p.195 OBJ: Comprehensive
NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

2. What are the two sources for the job applicant pool?

ANS:
Internal and external

PTS: 1 DIF: M REF: p.196 OBJ: Comprehensive
NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

3. Laron was the bank manager of a small regional bank when his bank was sold to a larger banking institution. After the merger, Laron was moved to one of the larger institutions branch banks in a neighboring community where he also holds the title of bank manager. Which type of internal pool recruitment is this an example of?

ANS:
Lateral transfer

PTS: 1 DIF: C REF: p.197 OBJ: Application
NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

4. Of all external recruitment methods, which method typically results in the highest one-year survival rates?

ANS:
Employee referrals

PTS: 1 DIF: E REF: p.200 OBJ: Definition
NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

5. What are other names for a private employment agency?

ANS:
Headhunter, placement firm or search firm

PTS: 1 DIF: M REF: p.201 OBJ: Definition
NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

6. Jan Schulze is Austrian national. Which U.S.laws will affect his employer if he is employed as a quality control engineer in the United States by a consumer product manufacturer?

ANS:
Under the Immigration Reform and Control Act of 1986, the Immigration Act of 1990, and the American Competitiveness in the Twenty-First Century Act of 2000, employers who wish to hire foreign nationals to work in the United States must receive authorization to do so from the U. S. government.

PTS: 1 DIF: M REF: p.202 OBJ: Comprehensive
NAT: AACSB: Analytic | AACSB: Legal Responsibilities
TOP: Recruiting Sources and Methods

7. _________________________ are people hired with no implicit or explicit contract for long-term employment, including free agents, independent contractors, and temporary workers.

ANS:
Contingent workers

PTS: 1 DIF: E REF: p.203 OBJ: Definition
NAT: AACSB: Analytic | AACSB: HRM
TOP: Recruiting Sources and Methods

8. Which type of U.S. employment laws is most directly relevant to recruitment practices?

ANS:
Those employment laws dealing with affirmative action

PTS: 1 DIF: M REF: p.209 OBJ: Comprehensive
NAT: AACSB: Analytic | AACSB: HRM
TOP: Equal Opportunity and Nondiscrimination

9. What is a federal contractor?

ANS:
Any company that has a federal contract greater than $50,000 and has 50 or more employees

PTS: 1 DIF: E REF: p.209 OBJ: Definition
NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Equal Opportunity and Nondiscrimination

10. An availability analysis in a written affirmative action plan measures how many minorities and women are available to work in the relevant labor market of an organization. What is a relevant labor market?

ANS:
The geographic area from which come a substantial majority of employees and job applicants

PTS: 1 DIF: E REF: p.210 OBJ: Definition
NAT: AACSB: Diversity | AACSB: Legal Responsibilities
TOP: Recruiting Sources and Methods

ESSAY

1. Why does the employee referral method of external job recruitment typically result in the highest one-year survival rates?

ANS:
One explanation for this success is that employees provide a balanced view of organizational life. The more information thats available, the better the referral decision is likely to be. Another explanation is that employees tend to recruit applicants who are similar to them in interests and motivation. Since employees are already adjusted to the organizational culture, thus matching process increases the likelihood that applicants will fit into the environment.

PTS: 1 DIF: C REF: p.200 OBJ: Comprehensive
NAT: AACSB: Diversity | AACSB: Environmental Influence
TOP: Recruiting Sources and Methods

2. Why should a recruiter be concerned about whether the recruiting experience is a positive one for a job applicant?

ANS:
Events that occur during recruitment can determine whether the best applicants happily accept the organizations employment offer or choose to reject it. Recruitment activities should create positive experiences for all applicants-even those who arent offered positions. In other words, recruitment should address current labor needs while anticipating future labor needs. All applicants should perceive the organization as an employer of choice.

PTS: 1 DIF: C REF: p.204 OBJ: Comprehensive
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting from the Applicants Perspective

3. Why do some people choose contingency employment over full-time employment?

ANS:
Some employees prefer contingency employment because it allows them to work on a schedule of their own choosing. Highly skilled temporary workers often are paid more on an hourly basis than are permanent employees who perform the same job. Temporary employment also provides a way to preview different jobs and work in a variety of organizations.

PTS: 1 DIF: M REF: p.203-204 OBJ: Comprehensive
NAT: AACSB: Analytic | AACSB: Individual Dynamics
TOP: Recruiting Sources and Methods

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