Human Resource Management Exam 2

The primary factor responsible for an applicant showing interest in an organization and its jobs is often the ______.

recruiter

The process of engaging individuals from the labor market outside the firm to apply for a job is called ______.

external recruiting

The supply of and demand for labor in a recruitment area usually correlate directly with the ______ rate in the area.

unemployment

Acme Global decided to start offering its employees a $1,000 bonus if they encourage a friend or family member to apply to the company. The employee does not get the bonus until the new hire has been working at Acme Global for one year. Acme Global’s new policy is properly referred to as ______.

employee referrals

When an organization adds up all the expenses for hiring five new engineers, including advertising costs, relocation costs, and interview costs, and divides the total by five, the organization gets the ______.

cost per hire

A serious threat to the organization that relies on internal recruiting is that this approach ______.

can result in a lack of workforce diversity

What is true about realistic job previews?

 

They should cover all the tasks and requirements of the job, both good and bad.

When using AI, companies need to be aware of the danger of ______ due to biased inputs into the system

disparate impact

The external pool of candidates from which an organization draws potential employees is called the ______.

labor market

The main goal of the recruiting process is to ______.

create a “reasonable pool” of candidates

The process of creating a reasonable pool of qualified candidates for a job opening is called ______

recruiting

General employment agencies, contingency agencies, and retained search firms, which charge a fee for their services, fall under which type of employment agencies?

 

private

When an organization has a short-term labor shortage and needs to hire some workers quickly but does not have time for a screening process, the best external recruitment source would be ______.

temporary agencies

A job advertisement for a food handler yielded 25 applications. Of those, five were disqualified because they did not have the proper food handler license. The yield ratio on the advertisement was ______ percent.

80

Human resource managers begin the talent ______ process after determining hiring needs through the forecasting process and completing job analysis.

 

acquisition

The total of how many days, weeks, or months it takes to get someone hired into an open position is called the ______.

time required to hire

The extent to which a test measures what it claims to measure is called ______.

validity

When an organization tests each job applicant to make sure the applicant can use all the tools--such as hammers and screwdrivers--involved in the job, the organization is using a(n) ______ test to screen candidates

physical skills

The measure of a theoretical concept or trait that is not directly observable is called ______.

construct validity

An interviewer does not prepare questions but prefers to greet each job candidate and allow the interview to develop organically in a conversational manner. The interviewer likes to have more of a “conversation” than an interview with each candidate. The questions to each candidate are different. This describes a(n) ______ interview.

unstructured

A data entry test representing what data entry clerks routinely do given to candidates for positions where they would need to be able to type would have ______ validity.

content

When preparing to conduct an interview, the first step the interviewer should take is to ______.

review the job description and specifications

Assessments of general intelligence or of some type of aptitude for a particular job are called ______ tests.

cognitive ability

When an organization gives job applicants a test with questions like “Will you allow your friends and family to use your store discount even though doing so is against the rules?” the organization is using a(n) ______ test to screen candidates.

honesty

When an organization provides the type of work that the candidate would perform on the job and asks the candidate to perform the tasks under some type of controlled conditions the organization is using a(n) ______ test to screen candidates.

work sample

An interviewer has a list of prepared questions to ask each candidate. However, the interviewer also finds it useful to ask some unplanned questions when the candidate mentions something interesting or when it seems appropriate to gather more information. This describes a(n) ______ interview.

semistructured

The consistency of a test measurement over time and across rates is called ______.

reliability

Interview questions such as “Imagine you are working on a team and a member is disruptive and confrontational. What would you do?” are ______ questions.

hypothetical

To measure a job candidate’s intellectual curiosity and motivation in a particular field, a(n) ______ test is used.

interest

When an organization uses four different selection tests and averages the scores on the tests to determine whether job applicants can continue in the selection process, the organization is using a(n) ______ selection model.

compensatory

When a job candidate’s intellectual and physical skills are a good fit to those of the job being filled, then a good ______ exists.

ability-job fit

The legal concept that says if the organization hires someone who may pose a danger to others, and if that person then harms someone else in the course of working for the company, then the company can be held liable for the individual’s actions is called ______.

negligent hire

Ongoing education to improve employee knowledge and skills for present and future jobs is called ______.

employee development

The competencies that make up a competency model can be based on groupings of the knowledge, skills, and abilities (KSAs) identified through job analyses.

true

What is the primary reason to ensure the successful onboarding of employees?

to socialize employees in the organization

Ensuring that training furthers the ______ goals of the organization is one of the most critical requirements in corporate training programs.

strategic

Although self−directed learning offers the trainee great flexibility, the fact that ______ is a significant disadvantage of this method for delivering training.

unmotivated individuals will learn little

When a manager assigns someone to work one-on-one with a new employee and show the new employee how the work is done, the training activity known as ______ is occurring.

on-the-job training

______ is generally a good choice to transfer general knowledge or theories about a topic to many individuals at once.

Classroom instruction

Job instructional training (JIT) has four steps, with ______ being the last step.

following up with the trainee to check their work and answer any questions

A trainer knows they must overcome ______ when employees are comfortable with the way they currently do things and are afraid that the new way of doing things will be difficult to master.

resistance to change and employee insecurity

When training is complete, the final step is to ______ how effective the training was at developing the needed skills.

assess

A post-training evaluation that asks trainees to rate statements from strongly disagree to strongly agree such as “I learned a lot in this training” and “This training was helpful” is a ______ assessment of training.

reaction

When employees need training on complex situations in an environment that allows them to experiment with solutions and receive feedback, the best choice of training method would be ______ training.

simulation

When an on-line classroom is set up in which the student can sign in at any point in time and work on the materials while the instructor is not on-line is called ______ learning.

asynchronous distance

The process of introducing new employees to the organization and their new jobs is called ______.

onboarding

Readiness depends on whether employees are ______ and able to learn what’s being taught in a training program.

willing

A posttraining evaluation tests trainees’ knowledge of the content of the training is a ______ assessment of training.

learning

Many organizations are starting ______ programs to help new employees adjust to the workplace and get their questions answered.

buddy

Although it is the level 4 metric that usually has the most meaning to the business, the ______ of training is often difficult to calculate.

return on investment

To avoid spending money on unnecessary training, HR managers should perform a ______ assessment to determine what kinds of training need to be carried out within the organization.

needs

A manager who wants to measure whether safety training has reduced the incidence of unsafe actions by workers would conduct a learning, or level 2, evaluation.

false

To help employees advance in their careers, it would be appropriate to match them with ______.

mentors

Kevin took an assessment to measure his emotional intelligence (EQ) and discovered that it is relatively low. Therefore, he has added activities to his development plan to increase his EQ. If he is successful, he can expect to improve his awareness of ______.

his own and others’ feelings and behaviors

An individual’s emotional intelligence can be developed with feedback and practice.

true

Talent management is the primary job of HR managers, and is secondary for other managers.

false

Davin knows that as a leader, he needs to take into account the capability of different employees in the organization. To do this, he should consider each employee’s ______.

ability and motivation

Gail has the ability to analyze financial statements, but since this task is not meaningful to her and she finds it boring, she avoids doing it. Gail lacks the ______ to analyze financial statements.

motivation

Why might an HR department choose to outsource training and development?

to improve the quality of employee development

In an organization, which party or parties are primarily responsible for employee career planning and development and suffer consequences if planning is not done well?

employees and the organization

Which formula is useful for diagnosing why an employee is not performing up to their potential?

 

Performance = Ability × Motivation × Resources

When employees have the knowledge, experience, education, skills, and training to do a particular task without direction, they have the ______ to perform the task.

ability

SynSystems has a ______ program in place to develop employees with the interest and abilities to be successful so they can someday take positions of greater responsibility.

 

succession planning

An employee development program that helps develop employees through experience might use ______ as one approach.

job rotation opportunities

To improve an employee’s current performance, it would be appropriate to assign them a ______.

coach

Whether a career is considered successful relies ultimately on the ______ of the person whose career it is.

 

individual perception