Recruitment and Selection Review Questions
Course Introduction
This course explores the principles and practices involved in recruiting and selecting employees within organizations. It covers the full cycle of staffing, including job analysis, attracting and sourcing candidates, designing effective selection methods such as interviews and assessments, legal and ethical considerations, and the strategic implications of hiring decisions. Students will develop practical skills in designing recruitment processes, evaluating applicants, and making decisions that align with organizational goals and workforce diversity, preparing them for roles in human resource management and talent acquisition.
Recommended Textbook
Human Resource Management 6th Edition by H. John Bernardin
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14 Chapters
794 Verified Questions
794 Flashcards
Source URL: https://quizplus.com/study-set/1288
Page 2
Chapter 1: Strategic Human Resource Management in a Changing Environment
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53 Verified Questions
53 Flashcards
Source URL: https://quizplus.com/quiz/25592
Sample Questions
Q1) HPWP stands for:
A)high-performance work practices
B)high-productivity work practices
C)high-profit work practices
D)high-paying work practices
E)high-product work practices
Answer: A
Q2) Research has shown that there is_____ between HR metrics and business success metrics such as productivity,customer satisfaction and sales.
A)a quantifiable connection
B)not a connection
C)a temporary connection
D)not a permanent linkage
E)only a negative relationship
Answer: A
Q3) What are examples of high-performance work practices (HPWP)?
Answer: HPWP comprises HR practices or characteristics designed to enhance employees' competencies and productivity so that employees can be a reliable source of competitive advantage.
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Chapter 2: The Role of Globalization in HR Policy and Practice
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Individuals from societies with high levels of uncertainty avoidance tend to have a strong task orientation,prefer flexible work hours,and feel a strong loyalty to their employer.
A)True
B)False
Answer: True
Q2) List the five Asian economies expected to share the world's largest economies with the U.S.by 2020.
Answer: The five Asian economies expected to share the world's largest economies with the U.S.are China,Japan,India,Indonesia and a united Korea.
Q3) A major disadvantage to joint ventures is the potential for conflict between the partners.
A)True
B)False
Answer: True
Q4) Management contract is a special form of licensing.
A)True
B)False
Answer: False
Page 4
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Chapter 3: The Legal Environment of Hrm: Equal Employment Opportunity
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) One of the "affirmative defense" strategies recommended for organizations is to detail the sanctions for violators and protection for those who make any charges.
A)True
B)False
Answer: True
Q2) As a manager gathering information necessary to determine the validity of a claim of disparate treatment alleged by a current employee,it would be important to consider:
A)The plaintiff's race, gender, national origin, color and religion
B)Is there evidence of intent?
C)Consistency in decision making criteria, such as scores on an exam, by the company
D)All of the above
E)A and C only
Answer: D
Q3) White men are not legally able to file suit under Title VII of the CRA.
A)True
B)False
Answer: False
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Page 5
Chapter 4: Work Analysis and Design
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) Effective teams and flexible,cross-functional work is increasingly important to the success of organizations.This is causing companies in the U.S.to
A)Abandon work analysis altogether and let employees direct their own work on a day-to-day basis.
B)Have dual job descriptions, one that is a valid representation of the work, and the other that is used if the company is sued.
C)Become entrenched and create job descriptions that are even more detailed and specific in terms of skills and tasks for a particular job.
D)Complete work analysis and consider aggregating the information at the unit or functional level
E)Utilize the data derived from work analysis to develop a compensation system, however, the data is not used to communicate to employees.
Q2) Job analysis work can be used to justify the use of particular selection tests and related cut off scores.
A)True
B)False
Q3) How might work analysis data vary?
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Chapter 5: Human Resource Planning and Recruitment
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54 Verified Questions
54 Flashcards
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Sample Questions
Q1) As a part of Environmental scanning HR planners should:
A)Use data to determine if there are threats to the organization, such as political changes that will impact the demand for highly trained personnel within the company.
B)Interview managers to gain a better understanding of the specific department in which HR decisions are or will be made.
C)Develop a process and forms that will predict the availability of human resources through succession planning.
D)Ensure that final interviews of qualified applicants provide more realistic job previews.
E)Use regression analysis in order to quantifiably project resource availability from internal and external sources.
Q2) What three factors define the relevant labor market?
A)Technology, population density, education
B)Occupation, location, industry
C)Union status, inflation, compensation strategy
D)Occupation, population density, compensation strategy
E)education, industry, technology
Q3) List the six steps in trend analysis.
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Chapter 6: Personnel Selection
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) As part of a selection process,candidates are asked to assume the responsibility of a manager to deal with a subordinate experiencing performance problems.This form of assessment is often referred to as a(n):
A)Leaderless group discussion
B)Role-play
C)In-basket session
D)Oral presentation
E)Decisiveness skills
Q2) During an interview,Josh realized that the interviewee displayed the same work attitudes that he held.Based on this,Josh gave the interviewee favorable ratings.Josh's ratings were most likely biased by which type of phenomenon?
A)Similar-to-me effect
B)Coping effect
C)Efficiency effect
D)First-impression effect
E)Matching effect
Q3) List the most common assessment exercises and explain any two.
Q4) Define the Situational Judgment Test (SJT).
Q5) What is the advantage of the 16PF over other self-report inventories?
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Chapter 7: Performance Management and Appraisal
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60 Verified Questions
60 Flashcards
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Sample Questions
Q1) Joy and her manager agreed in January that in order to be ready to take on a new group project in June,Joy should complete a class that would certify her in project planning.Both Joy and her manager agreed that 6 months was a reasonable time frame for completing this course,and earning the certification.How Joy is rated at the end of the review period,if she is not able to attend the training by June will depend on if her manager believes that there ______ that did not allow Joy to complete the objective. A)was a lack of utility
B) should have been BOS
C)were situational constraints
D)was a central tendency effect
E)were anchoring effects
Q2) The ProMES method of performance appraisal is effective when management wants to build a sense of ownership and empowerment for their employees.
A)True
B)False
Q3) Briefly describe each of the two ways in which errors arise.
Q4) List the recommendations for implementing a multirater/360-degree appraisal system.
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Page 9
Chapter 8: Training and Development
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60 Verified Questions
60 Flashcards
Source URL: https://quizplus.com/quiz/25599
Sample Questions
Q1) Which of the following training method is used to reproduce physiological and psychological conditions of the real world?
A)Computer-assisted instruction (CAI)
B)On-the-job training (OJT)
C)Programmed instruction (PI)
D)Equipment simulation
E)Job rotation
Q2) What type of evaluation measures should HR professionals collect if they want to assess the extent to which trainees' understand the materials/concepts presented in training?
A)Behavioral
B)Organizational results
C)Reaction
D)Learning
E)Attitudes
Q3) What are the different ways of making content meaningful so as to increase retention?
Q4) List the three major steps involved in the basic process of training and explain the goal of each step.
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Chapter 9: Career Development
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50 Verified Questions
50 Flashcards
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Sample Questions
Q1) All of the following are information services used to compile and communicate career-related information EXCEPT:
A)job-posting systems
B)skills inventories
C)career ladders
D)succession planning
E)career resource centers
Q2) Career resource centers consist of methods for evaluating employees' potential for growth and development in the organization.
A)True
B)False
Q3) Career-planning workshops consist of questions and exercises designed to guide individuals to figure out their strengths and weaknesses,job and career opportunities,and necessary steps for reaching their goals.
A)True
B)False
Q4) List a few trends adopted by organizations to improve work-family balance.
Q5) List a few recommendations to help the organization make the process of downsizing less traumatic and fair.
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Chapter 10: Compensation: Base Pay and Fringe Benefits
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60 Verified Questions
60 Flashcards
Source URL: https://quizplus.com/quiz/25601
Sample Questions
Q1) Reasons why a company could see and increase in the cost of their unemployment insurance include?
A)Aggressively fighting unjustified claims for unemployment
B)Establishing an effective performance management system
C)Ensure that terminations are based on employee misconduct
D)Making a decision to have a mass layoff of 58% of the workforce
E)All of the above
Q2) You have just been hired into a job and you find that you are being paid at the max of the range for the grade.You hope to have a long career with this company and are hoping for a promotion within the year.Your reaction should be:
A) Glee, because they are showing how much they truly value you.
B)Anxiety, because you have no room for financial growth in this position.
C)Happiness, because you are making more than the guy hired after you.
D) Frustration, because of external equity factors.
E)Start looking for another job because you are being undervalued.
Q3) Team pay plans are based on the assumption that professional competence increases with training and longevity.
A)True
B)False
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Page 12
Chapter 11: Rewarding Performance
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60 Verified Questions
60 Flashcards
Source URL: https://quizplus.com/quiz/25602
Sample Questions
Q1) Incentives that are not permanently tied to an individual's base pay are easier to manage in terms of budgets when performance declines.
A)True
B)False
Q2) In general,pay for performance systems are more effective when specific worker contributions can be clearly measured.
A)True
B)False
Q3) The individual incentive plan in which the worker is paid solely per unit of production is known as __________.
A)differential rate plan
B)straight piecework plan
C)standard hourly rate plan
D)Halsey plan
E)Rucker plan
Q4) Compare and contrast the Scanlon and IMPROSHARE group incentive plans.
Q5) How is gain sharing plans different from profit sharing?
Q6) Compare and contrast the three types of individual pay-for-performance plans.
Q7) Discuss the implications for employee stock option plans (ESOPs)
Page 13
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Chapter 12: Managing the Employment Relationship
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60 Verified Questions
60 Flashcards
Source URL: https://quizplus.com/quiz/25603
Sample Questions
Q1) What are the advantages of classifying a worker as a contractor to the organization?
A)No relationship to manage and won't have to pay benefits.
B)Won't have to pay benefits and less government interference.
C)Won't have to pay benefits and won't have to pay payroll taxes.
D)No relationship to manage and won't have to pay payroll taxes.
E)Less government interference and won't have to pay payroll taxes.
Q2) __________ is a perception of fair rule,laws or policies that allocate valued rewards and punishments.
A)Distributive justice
B)Procedural justice
C)People (employee)justice
D)Demanded justice
E)Defined justice
Q3) Permanent part-time work is an innovative work arrangement that allows employees to work fewer days during the week,with longer hours per day.
A)True
B)False
Q4) What is survivor syndrome and what measures can organizations take to avoid it?
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Page 14
Chapter 13: Labor Relations and Collective Bargaining
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61 Verified Questions
61 Flashcards
Source URL: https://quizplus.com/quiz/25604
Sample Questions
Q1) If employees no longer want to be represented by their union,they may petition the NLRB for which of the following?
A)Mini arbitration
B)Deauthorization
C)Contract bar
D)Decertification
E)Statutory bar
Q2) What are union effects on worker satisfaction?
Q3) Primary boycott refers to the union trying to induce third parties,such as suppliers and customers,to refrain from any business dealings with an employer with whom it has a dispute.
A)True
B)False
Q4) Union recognition is most commonly a result of _______.
A)the outcome of arbitration
B)management count of authorization cards
C)NLRB order based on an unfair labor practice
D)an NLRB ordered election
E)impasse resolution mediation
Q5) Differentiate between picketing,striking,and boycotting an employer.
Page 15
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Chapter 14: Employee Health and Safety
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54 Verified Questions
54 Flashcards
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Sample Questions
Q1) Penalties of up to $70,000 may be proposed for each willful OSHA violations,with a minimum penalty of $5,000 for each violation.
A)True
B)False
Q2) Companies should make sure that their drug testing policy includes all of the following EXCEPT:
A)Notice to employees (or applicants)that drug testing will be conducted and the procedures to be used.
B)A careful chain of custody to ensure that samples are not lost, mixed up, or switched.
C)A dignified but secure method of collecting samples.
D)Confirmation of all positive drug results with more sensitive tests.
E)Opportunity for the individual to not disclose which prescription or over-the-counter drugs he/she uses.
Q3) Highlight the types of violations that may be cited and the penalties that may be proposed.
Q4) Highlight some of the Workers' Compensation law applying to employers.
Q5) What are Employee Assistance Programs?
Q6) Highlight the conditions under which the law does not provide compensation.
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