Employment Practices
Study Guide Questions
Course Introduction
This course explores the fundamental principles and contemporary issues surrounding employment practices within organizations. It covers key topics such as recruitment and selection, onboarding, employee relations, performance management, compensation and benefits, diversity and inclusion, and compliance with labor laws and regulations. Through case studies and practical applications, students will gain insight into how effective employment practices contribute to organizational success and employee well-being while examining ethical considerations and global perspectives in the ever-evolving workplace landscape.
Recommended Textbook
Strategic Staffing 2nd Edition by Jean M. Phillips
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Chapter 1: Strategic Staffing
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Q1) Which of the following is a hiring process goal?
A) meeting stakeholder needs
B) enhancing organizational flexibility
C) improving business strategy execution
D) attracting diverse applicants
Answer: D
Q2) All organizational practices and decisions that affect either the number or types of individuals willing to apply for and accept job offers is ________.
A) negotiating
B) recruiting
C) performance management
D) human resource management
Answer: B
Q3) Maximizing the financial return on the staffing investment is an example of a process goal.
A)True
B)False
Answer: False
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Chapter 2: Business and Staffing Strategies
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Sample Questions
Q1) Organizations prefer to hire internally to enhance employee motivation and retention levels.
A)True
B)False
Answer: True
Q2) When a firm pursues a differentiation strategy,it is attempting to ________.
A) achieve the efficient production and delivery of products
B) be the lowest-cost producer for a particular level of product quality
C) expand the company to increase the firm's sales
D) develop products that have unique characteristics
Answer: D
Q3) If a company has high turnover,it should focus on filling vacancies quickly and hiring people who can hit the ground running.
A)True
B)False
Answer: True
Q4) External hiring reduces organizational diversity.
A)True
B)False
Answer: False
Page 4
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Chapter 3: The Legal Context
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Sample Questions
Q1) The WARN Act relates to which of the following?
A) recruiting
B) selecting
C) negotiating
D) layoffs
Answer: D
Q2) Disparate impact occurs when an action has a disproportionate effect on a protected group,regardless of intent.
A)True
B)False
Answer: True
Q3) Employers are not liable for the acts of their employees during the time of their employment.
A)True
B)False
Answer: False
Q4) Contingent workers are part of a company's core workforce.
A)True
B)False
Answer: False
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Sample Questions
Q1) General Stores Inc.,a chain of retail stores short-listed four candidates for the two vacant positions of store manager.They were particularly keen on Mark Evans,who had an excellent background and impressive interpersonal skills.To lure Mark in,they offered him an extremely lucrative package that he was unlikely to get anywhere else.They also hired Doug Pyers for the other vacancy,although Mark got a better deal than Doug.In spite of this,General Stores was unable to retain Mark for more than a few months.Which of the following,if true,could explain this apparent discrepancy?
A) Mark is more concerned with the extrinsic aspects of a job than anything else.
B) The company did not accurately gauge Mark's need for intrinsic rewards.
C) Average salaries in the industry matched the remuneration Doug received.
D) Doug was unhappy about the inequity in pay that existed between him and his colleague, Mark.
Q2) ________ are more broadly defined components of a successful worker's repertoire of behavior needed to do the job well.
A) Talents
B) Competencies
C) Skills
D) Abilities
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Page 6
Chapter 5: Forecasting and Planning
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Q1) Early retirement programs are a common way of dealing with temporary employee surpluses.
A)True
B)False
Q2) If managers are asked to estimate their optimal headcount for the following year for staffing planning purposes,which of the following has been used?
A) ratio analysis
B) trend analysis
C) scatter plots
D) judgmental forecasting
Q3) A retail store that forecasts a greater need for salespeople during Thanksgiving.This is an example of a seasonal forecast.
A)True
B)False
Q4) How can competitor forecasts influence a firm's forecast of its own future business activity?
Q5) What are talent inventories and replacement charts,and how are they used in forecasting labor supply?
Q6) Describe the five steps in the workforce planning process.
Page 7
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Chapter 6: Sourcing: Identifying Recruits
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Q1) Why is it more likely that employee referral programs are effective and successful?
A) Employees who refer applicants are given a reward.
B) Applicants hired through this method low high turnover.
C) Employees generally provide accurate information about referrals.
D) Heterogeneity of a firm is affected positively by this method.
Q2) What is meant by employee profiling in sourcing?
Q3) Angstrom is a company that produces electronic goods.In the past,Angstrom used newspaper advertisements as the only method to recruit engineers.Recently it used college hiring,career sites,and employee referrals in addition to its usual method.Which of the following would be the most likely result of this?
A) The company will spend less on recruitment.
B) The heterogeneity of the workforce will increase.
C) The effectiveness of newspaper adverts will decrease.
D) The turnover rate of employees will decrease.
Q4) What is global sourcing? Explain in brief the primary challenge of global sourcing.
Q5) Nepotism is illegal.
A)True
B)False
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Chapter 7: Recruiting
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Q1) Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet.When her friend Carrie hears about this,she stops shopping at that store.This is an example of ________.
A) incorrect signaling
B) cognitive dissonance
C) spillover effect
D) groupthink
Q2) Interactional fairness relates to people's perceptions of the interpersonal treatment and amount of information they received during the hiring process.
A)True
B)False
Q3) Which of the following statements is true of a recruitment guide?
A) It is an informal set of guidelines followed by the organization.
B) It addresses external recruitment processes not internal ones.
C) It lays down which staff members are responsible for recruiting.
D) What is and what is not acceptable recruitment behavior is left to the discretion of the staff member.
Q4) What is signaling and what role does it play during recruiting?
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Chapter 8: Measurement
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Q1) Predictive data is information used to ________.
A) measure important outcomes of the staffing process
B) categorize people into appropriate labels
C) make projections about desired outcomes
D) assess central tendency
Q2) If job candidates must be able to lift 40 pounds to be allowed to advance to the next stage of the hiring process,lifting ability is what type of measure?
A) criterion-referenced
B) norm-referenced
C) standardized
D) subjective
Q3) What would the range of the following distribution be 2,3,3,3,3,4,5,6,7,8,8?
A) 3
B) 4
C) 5
D) 6
Q4) What are norm- and criterion-referenced measures and when is each appropriate?
Q5) A normal curve typically is typically bimodal.
A)True
B)False
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Chapter 9: Assessing External Candidates
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Q1) Effective staffing enhances the degree to which a(n)________.
A) hiring manager ensures job performance
B) employee meets a job's requirements
C) individual candidate has a chance to be selected
D) employee realizes his or her own potential
Q2) When should medical tests be administered?
A) before interviewing the applicant
B) after the candidate has accepted a job offer
C) any time the employer feels that it is appropriate
D) after a job offer has been extended
Q3) Which of the following is true about integrity tests?
A) Integrity tests often result in adverse impact.
B) Integrity tests are, by definition, measures of cognitive ability.
C) Integrity tests have the ability to overcome the problem of faking.
D) Integrity tests usually take the form of oral interviews.
Q4) Liking one's job but not liking the company one works for reflects poor person-group fit.
A)True
B)False
Q5) Compare and contrast structured and unstructured interviews.
Page 11
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Chapter 10: Assessing Internal Candidates
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Q1) Having administrative assistant job candidates perform a set of exercises including taking phone messages,typing reports,scheduling meetings,and filing is an example of a(n)________.
A) clinical assessment
B) job knowledge test
C) assessment center
D) structured interview
Q2) Adam has joined an advertising firm as a junior executive.Due to his lack of experience,he has a lot to learn and has been assigned as a protégé to Mark,a senior executive in the firm,who will help train him and assess his performance.This process of internal assessment is called ________.
A) skills inventorying
B) performance reviewing
C) a mentoring program
D) job knowledge assessing
Q3) Peer ratings tend to do a poor job predicting promotion criteria.
A)True
B)False
Q4) Why should succession management be integrated with career development?
Q5) What is the nine box matrix and how is it best used?
Page 12
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Chapter 11: Choosing and Hiring Candidates
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Q1) A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a ________.
A) criterion score
B) contingent score
C) band score
D) cut score
Q2) Which of the following reduces the ability of rank ordering to identify the best hire?
A) large differences between candidates' scores
B) large scores of regression analysis
C) large unit weighting of multiple candidates
D) large standard error of measurement
Q3) Rank ordering of candidates is a method that lacks validity.
A)True
B)False
Q4) Which of the following would enable a firm to hire the fastest?
A) hiring the first candidate who exceeds a minimum cut score
B) using unit weighting to determine the best candidate
C) creating bands to pick out the candidates who perform best
D) using rational weighting method to expedite the hiring process
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Chapter 12: Managing Workforce Flow
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Q1) Stock options that vest in the future create a mobility barrier for the employee receiving them.
A)True
B)False
Q2) Firms that do not have proper documentation to fire an employee but want to end the employment relationship,and at the same time reduce the possibility of a lawsuit,offer the employee a(n)________.
A) non-compete agreement
B) non-disclosure agreement
C) employment at will statement
D) release
Q3) What is optimal turnover?
A) It is the lowest turnover that a firm can achieve.
B) It produces lowest level of long-term productivity.
C) It produces the highest level of long-term business improvement.
D) It sees any employee turnover as a loss for the company.
Q4) List and describe the six types of turnover.
Q5) How is orientation different from socialization?
Q6) Describe some alternatives to layoffs.
14
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Chapter 13: Staffing System Evaluation and Technology
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Q1) Staffing technology improves the efficiency and effectiveness of the staffing function by ________.
A) reducing costs related to staffing for the entire organization
B) automating many of the steps of the staffing process
C) improving the strategic alignment of the staffing system
D) improving the quality of data used in calculating staffing metrics
Q2) A balanced scorecard balances a firm's ________.
A) recruiting, staffing, and turnover
B) staffing effectiveness and staffing efficiency
C) strategic, operational, financial, and customer-related goals
D) human resource strategy and business strategy
Q3) Software that allows you to maintain a database of both candidates and job information to facilitate finding matches between openings and candidates is a(n)________.
A) applicant tracking system
B) resume screening application
C) balanced staffing scorecard
D) digital staffing dashboard
Q4) What is the difference between direct and indirect staffing costs? Provide two examples of each.
15
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