WorksheetsHRP Final Exam Spring 2021
Total questions: 55
Worksheet time: 20mins
How does the compensatory approach combine predictors?
A minimum cutoff is set on each predictor.
A higher score on one predictor offsets a lower score on another.
The highest predictor score for all test takers is used to set an average cutoff.
Multiple hurdles are set to compensate for the different predictors.
Which of the following is an example of external sources of recruitment?
A veterinarian selects one of her interns as her assistant.
An assistant librarian is shortlisted for the post of head librarian in the same library.
A salon shifts from Boston to New York and employs a new cashier through Internet recruitment.
Jolene recommends her colleague to fill an open position as a sales representative at the company where Jolene works as a technician.
What is the main purpose of pre-employment screening?
To provide a realistic job preview to potential employees
To obtain information for equal employment opportunity and affirmative action reports
To determine if applicants meet the minimum qualifications for job openings
To identify applicants with arrest records and convictions
To make a "status blind" decision, an employer must make a decision based on the applicant's
race.
gender.
qualifications.
military.
_____ indicates the right of an employer or an employee to terminate employment at any time with or without notice or cause (where applicable by state law).
Due diligence
At-will employment
Summary dismissal
Contingency employment
The process of choosing individuals with correct qualifications to fill jobs in an organization is called _____.
recruitment.
placement.
selection.
job matching.
Employers seek graduates who have the following skills:
Flexibility
Leadership
Teamwork
All of the above
The purpose of _____ is to provide potential employees with an accurate introduction to a job so that they can better evaluate the employment situation.
a job application
employee outplacement
job specialization
a realistic job preview
Which of the following statements is true of human resource management?
It refers to auditing the finances of an organization.
It refers to designing formal systems in an organization to manage human talent.
It involves generating business by identifying potential customers and ensuring customer satisfaction.
It involves evaluating the external competition impacting an organization.
In the context of the qualities of selection predictors, validity refers to:
the strength of the correlation between a test score and a predictor.
the consistency with which a predictor actually tests the desired construct.
the extent to which a test or measure repeatedly produces the same results over time.
the extent to which a test measures what it claims to measure.
The purpose for hiring temporary workers is to enhance staffing flexibility.
True
False
Ability, intelligence, and conscientiousness are all examples of:
selection criteria.
elements of job performance.
predictors of selection criteria.
soft skills.
Measurable or visible indicators of selection criteria are called
realistic job previews
validators
reliable estimators
predictors
In the _____ approach for combining predictors, a minimum cutoff is set on each predictor, and each minimum level must be “passed.”
matching
multiple hurdles
compensatory
universal predictor
Which of the following is a purpose of an application form?
It forms the basis for an organization's affirmative action plans.
It is a basic employee record for applicants who are hired.
It protects applicants from unjustifiable dismissal.
It is a record of an employer's desire to hire someone for an open position.
_____ is the extent to which a test or measure repeatedly produces the same results over time.
Predictability
Variability
Validity
Reliability
In the context of Equal Employment Opportunity Commission (EEOC) requirements, how long should an organization keep applications and hiring-related documents and records?
3 years
5 years
7 years
9 years
Finding and hiring high-quality talent needed to meet the organization's workforce needs is called
Recruiting
Selection
Talent Acquisition
Human Talent
All of the following are advantages of flexible staffing EXCEPT
Reduces the organization's legal compliance requirements
Organizations can hire workers without incurring high costs
Flexible workers in high demand fields may command premium wages
Organizations save money by not providing employee benefits
John’s Medical is recruiting for the post of an oncology nurse practitioner. It would be most effective for John’s Medical to advertise:
on the website of the oncology nurse practitioner professional organization.
on a microblogging site like Twitter.
on a social networking site such as Facebook.
online recruitment videos on a general job board such as Monster.com or CareerTV.
Nontraditional labor pools, single parents, and workers with disabilities describe
recruiting options
talent requirements
discrimination factors
recruiting diversity
One challenge for hiring flexible workers is
Poor attendance
Decreased costs
Low performance
High motivation
Applicant population describes
a subset of the labor market population.
people who have decided to apply for the job.
the entire population of people who are physically able to work.
applicants who are selected for the job.
Applicant pool describes
a subset of the labor market population.
people who have decided to apply for the job.
the entire population of people who are physically able to work.
applicants who meet the qualifications for the job.
High unemployment is described as fewer applicants looking for jobs.
True
False
A moral guide designed to help professionals in the workplace environment is called
ethics.
code of ethics.
business ethics.
ethics violations
Global labor markets is described as
being located on the local, regional, and state levels.
being classified by industry or occupation.
a migration of US work overseas.
considering education and technical qualifications.
Which is correct?
Employers supply labor; Employees demand labor
Employers demand labor; Employees supply labor
Strategic recruiting decisions include
external and internal recruiting.
global labor markets.
recruitment evaluation.
review of qualifications.
The purpose of selection is _____, fitting a person to the right job.
orientation
placement
recruitment
staffing
When HR uses intensive recruiting, it means they are looking to hire within a long period of time.
True
False
An example of an e-recruiting place is
Hotjobs.
SnapChat.
computer stations/kiosks within the business.
email platforms.
Compliance with federal, state, local laws/regulations falls into which HR Function category?
Talent rewards
Strategy
Employee and labor relations
Equal employment opportunity
An example of a physical asset include all of the following EXCEPT
Patent
Computer
Land
Company car
Geographic labor markets is described as
being located on the local, regional, and state levels.
being classified by industry or occupation.
a migration of US work overseas.
considering education and technical qualifications.
When HR creates a recruiting ad, it should include the following:
EEO statement
Location, date, time
Where to apply
All of the above.
Internal recruiting sources include:
(Check all that apply)
job postings.
job fairs.
media sources.
promotions.
former employees.
Potential ethical problems in compensation include all of the following EXCEPT
falsifying expense reports.
misrepresenting hours worked.
sending false information.
sending gifts.
The result of ethical or unethical treatment of employees include all of the following EXCEPT
promotion.
absenteeism.
commitment.
turnover.
What does the acronym AMO stand for?
ability, mobility, operation
aptitude, mobility, operation
aptitude, motivation, opportunity
ability, motivation, opportunity
Which program emphasizes ethical behavior?
Private recognition of behavior
Ethical behavior training
Open records reporting systems
Equal employment opportunity
All of the following are internet recruiting tools EXCEPT
Blogs
Social media websites
When examining ethics and global differences,
differences in legal, political, and cultural values and practices in different countries do not exist.
global employers must comply with their home-country laws only.
global employers must comply with both their home-country laws as well as the laws of other countries
there are no major issues or differences.
HR Management plays a small role as the keeper and voice of organizational ethics.
True
False
Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization's workforce.
True
False
Employability implies that a job-seeker has the capacity
to function on the job outside of performing the physical
tasks.
True
False
The size of the applicant pool depends on all of the following EXCEPT
information available to applicants.
the number of people in the labor market.
job specifications.
reputation of the organization.
According to the AMO model, which characteristic decribes motivation-enhancing?
Recruiting
Competitve pay
Work teams
Selecting
An example of an employability "quality" is
the ability to communicate.
being honest.
being punctual.
having trust.
A core competency is a unique capability that creates high value for a company.
True
False
HR and EEO can be challenging due to a great deal of litigation.
True
False
Career development falls into which AMO category?
Skill-enhancing
Motivation-enhancing
Opportunity-enhancing
None of the above
All of the following are types of employability EXCEPT
skills
emotions
qualities
values
If a potential employee is treated differently based on physical characteristics, he/she has experienced
disparate discrimination.
disparate impact.
disparate treatment.
disparate equality.
How many HR Function categories are there?
5
6
7
8
