Recruitment and Selection
Midterm Exam
Course Introduction
This course provides a comprehensive overview of recruitment and selection processes within organizations, focusing on the strategies, tools, and legal considerations involved in attracting and choosing the best candidates for various positions. Students will explore methods for job analysis, crafting effective job descriptions, sourcing candidates, conducting interviews, utilizing selection assessments, and making informed hiring decisions. The course also addresses the importance of fairness, diversity, and ethical practices throughout the recruitment lifecycle, and provides opportunities to develop practical skills through real-world case studies and simulations.
Recommended Textbook
Human Resource Management 5th Edition by Lawrence Kleiman
Available Study Resources on Quizplus
15 Chapters
1500 Verified Questions
1500 Flashcards
Source URL: https://quizplus.com/study-set/1531
Page 2
Chapter 1: Human Resource Management and Competitive Advantage
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30276
Sample Questions
Q1) Which of the following organization-centered outcomes refers to the quantity, quality, and innovativeness of the product or service offered by a firm?
A) Image
B) Brand identity
C) Output
D) Reputation
Answer: C
Q2) Describe how changes in the legal environment in the last 40 years have influenced HRM practices.
Answer: The enactment of federal, state, and local laws has radically changed nearly all HRM practices. For example, anti-discrimination laws require employers to do a better job of identifying job qualifications and utilizing selection methods that accurately measure those qualifications. Workplace justice laws constrain how employers may implement workplace rules, disciplinary and discharge procedures, and policies that infringe on employees' privacy, such as surveillance.
To view all questions and flashcards with answers, click on the resource link above. Page 3
Chapter 2: Understanding the Legal and Environmental
Context of Hrm
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30277
Sample Questions
Q1) In addition to being an anti-discrimination statute, IRCA requires employers to:
A) obtain proof that the person offered the job is not an illegal alien.
B) develop an affirmative action plan.
C) conduct utilization analysis.
D) use different cut-off scores on employment-related tests on the basis of national origin.
Answer: A
Q2) Younger managers generally do not feel uncomfortable directing the work of people who are old enough to be their parents and grandparents.
A)True
B)False
Answer: False
Q3) The Age Discrimination in Employment Act includes protection for workers under 40 years of age.
A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above.
Page 4
Chapter 3: Planning for Human Resources
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30278
Sample Questions
Q1) Because the future is difficult to predict, organizations should continually monitor their demand forecasts in light of any unexpected events.
A)True
B)False
Answer: True
Q2) Which of the following is a judgmental method of demand forecasting?
A) Regression analysis
B) Trend analysis
C) Sales force estimates
D) Ratio analysis
Answer: C
Q3) An organization's ability to accurately anticipate an increase in its future demand for employees will be enhanced if it is more reactive in nature.
A)True
B)False
Answer: False
To view all questions and flashcards with answers, click on the resource link above.
Page 5
Chapter 4: Analyzing Jobs
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30279
Sample Questions
Q1) In most companies, the primary responsibility for planning and conducting a job analysis is placed in the hands of:
A) managers.
B) HR professionals.
C) work supervisors.
D) subject-matter experts.
Q2) A job analysis questionnaire containing only close-ended questions is called a job analysis inventory.
A)True
B)False
Q3) ____ refers to workers' job activities-what workers actually do on the job.
A) Job context
B) Job content
C) Job requirement
D) Job design
Q4) How does job analysis lead to outcomes that create competitive advantage?
A) By increasing productivity
B) By measuring essential job skills
C) By enhancing the success of HRM practices
D) By enhancing performance levels
To view all questions and flashcards with answers, click on the resource link above. Page 6
Chapter 5: Recruiting Applicants
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30280
Sample Questions
Q1) Public employment agencies are generally not a quick and efficient way to fill jobs.
A)True
B)False
Q2) Which of the following recruitment methods require the firm to make a fee payment even if none of the firm's candidates is actually hired?
A) Executive search firms
B) Private employment agencies
C) Online recruiting
D) Campus recruiting
Q3) Describe ways to ensure fairness in employing a successful internal recruiting system.
Q4) A recruiting method that produces the best pool of candidates quickly and cost efficiently can help maximize:
A) job acceptance decisions.
B) retention rates.
C) competitive advantage.
D) job satisfaction.
Q5) What are the goals of an effective recruiting program?
To view all questions and flashcards with answers, click on the resource link above. Page 7
Chapter 6: Selecting Applicants
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30281
Sample Questions
Q1) Describe the guidelines for giving references.
Q2) All but which of the following activities form a basis for the targeted selection system?
A) Identify the critical job requirements for the position.
B) Organize selection elements into a comprehensive system.
C) Use present behavior to predict future behavior.
D) Apply effective interviewing skills and techniques.
Q3) An employer may justify its rejection of an older applicant based on the grounds that it costs more to employ such workers.
A)True
B)False
Q4) The Employee Polygraph Protection Act of 1988:
A) bans most private-sector employers from using the polygraph test.
B) bans most public-sector employers from using polygraph tests.
C) bans employers who provide security services from using the polygraph.
D) bans pharmaceutical companies from using the polygraph.
Q5) Describe what a manager can do to increase the reliability of selection practices.
Q6) Discuss the behavior consistency model.
Q7) Explain the uses of a completed application blank.
Page 8
To view all questions and flashcards with answers, click on the resource link above.
Chapter 7: Training and Developing Employees
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30282
Sample Questions
Q1) Practice is not essential to effective learning.
A)True
B)False
Q2) Which of the following can be used to measure a trainee's base or pretraining level of knowledge, skill, or performance?
A) Records of organizational performance
B) Self-evaluative information
C) Pretests
D) Posttests
Q3) Which type of training is given to current employees to address skill deficiencies in areas other than those which they were recruited for?
A) Developmental training
B) Remedial training
C) Orientation training
D) Technical training
Q4) Training focuses on current jobs, whereas development prepares employees for future jobs.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 9
Chapter 8: Appraising Employee Job Performance
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30283
Sample Questions
Q1) A good ____ system reinforces an organization's strategic business plan by focusing attention on employees' progress toward meeting their portion of the plan.
A) human resource planning
B) human resource management
C) performance appraisal
D) performance evaluation
Q2) The halo effect is more likely to occur when the rating standards are objective.
A)True
B)False
Q3) Inaccurate performance ratings are often attributable to all but which of the following?
A) Use of only one rater.
B) No rater training.
C) Employees are given opportunity to review their ratings.
D) No rater instructions on how to complete the rating forms.
Q4) Describe the link between performance appraisal and competitive advantage.
Q5) Describe the key elements of an effective appraisal system.
Q6) Discuss the role of a manager while conducting a performance appraisal.
Q7) Briefly describe MBO.
10
To view all questions and flashcards with answers, click on the resource link above.
Chapter 9: Determining Pay and Benefits
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30284
Sample Questions
Q1) A Preferred Provider Organization (PPO) is a health insurance program where an employer has an agreement with doctors, hospitals, and other medical facilities to provide services at a discounted fee in return for the company's participation.
A)True
B)False
Q2) After the pay practices of other companies have been identified using a salary survey, an organization sets a ____ stipulating how well it will pay its employees relative to the market.
A) pay policy
B) pay structure
C) pay range
D) pay grade
Q3) What range spread do most organizations establish for professional and lower-level management position pay rates?
A) 10 to 25 percent
B) 25 to 35 percent
C) 35 to 60 percent
D) 60 to 120 percent
Q4) Describe the line manager's role in administering compensation.
To view all questions and flashcards with answers, click on the resource link above. Page 11
Chapter 10: Implementing Productivity Improvement Programs
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30285
Sample Questions
Q1) Profit-sharing plans create a strong effort-performance-reward link.
A)True
B)False
Q2) The ____ stipulates that worker behavior can be shaped, modified, or changed by manipulating the system of rewards given or withheld for the relevant behavior.
A) two-factor theory
B) expectancy theory
C) enrichment theory
D) reinforcement theory
Q3) Which type of training is essential for the implementation of a continuous quality improvement program due to the fact that it allows team members to move from job to job within the team?
A) On-the-job training
B) Cross-training
C) Change-related training
D) Job instruction training
Q4) Explain the concept of effort-performance link and performance-reward link according to the expectancy theory.
Q5) Describe the role of line managers in productivity improvement programs.
To view all questions and flashcards with answers, click on the resource link above. Page 12
Chapter 11: Complying With Workplace Justice Laws
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30286
Sample Questions
Q1) In all but which of the following cases can an employer be held responsible for acts of sexual harassment committed by others?
A) When the employer knows or should have known of the conduct.
B) When the employer fails to take immediate and appropriate action.
C) When the employer fails to control the conduct of nonemployees.
D) When the employer has the ability to control the conduct of nonemployees.
Q2) The first step in the progressive discipline system is to give the employee an oral warning in which the employee is informed of the incorrect behavior and how to correct it.
A)True
B)False
Q3) Describe the exceptions to the employment-at-will doctrine.
Q4) All but which of the following constitute sexually harassing behavior?
A) Requests for sexual favors
B) Unwelcome sexual advances
C) Employment discrimination based on sex
D) Verbal or physical contact of a sexual nature
Q5) Describe the extent to which employee privacy rights are protected.
Q6) Describe how to conduct a disciplinary conference.
Q7) What is sexual harassment and what can organizations do to prevent it?
To view all questions and flashcards with answers, click on the resource link above. Page 13
Chapter 12: Understanding Unions and Their Impact on Hrm
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30287
Sample Questions
Q1) The ____ bargaining objective is the expected value of the final settlement on a particular bargaining issue.
A) realistic
B) unrealistic
C) optimistic
D) pessimistic
Q2) Employees cannot be forced to join a union or be assessed fees for union representation in a(n) ____ state.
A) confederate
B) union-free
C) right-to-work
D) union shop
Q3) In a(n) ____, a worker promises that he/she will not organize, support, or join a union as a condition of employment.
A) yellow-dog contract
B) open shop agreement
C) closed shop agreement
D) union shop agreement
Q4) Discuss why workers join unions.
To view all questions and flashcards with answers, click on the resource link above. Page 14
Chapter 13: Meeting Employee Safety and Health Needs
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30288
Sample Questions
Q1) OSHA has developed specific standards that cover all but which of the following?
A) Personal protective equipment
B) Record keeping
C) Drug testing
D) Hygiene facilities
Q2) What is the government fine per chemical for a second violation of the OSHA Hazard Communication Standard?
A) $1,000
B) $5,000
C) $10,000
D) $25,000
Q3) Employee wellness programs have been found to be effective in reducing absenteeism and turnover.
A)True
B)False
Q4) Describe the safety and health requirements imposed on most employers by federal law.
Q5) Line managers control a number of the factors that influence worker stress.
A)True
B)False
To view all questions and flashcards with answers, click on the resource link above. Page 15
Chapter 14: Establishing Hrm Practices in Foreign Countries
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30289
Sample Questions
Q1) American-Japanese joint ventures that fail generally suffer from:
A) poor planning.
B) financial problems.
C) production/design problems.
D) inability to work together effectively.
Q2) Culture is a society's set of assumptions, values, and rules about social interaction.
A)True
B)False
Q3) Artifacts are the rules of societal propriety and impropriety that are shared by people within a culture.
A)True
B)False
Q4) What are cognitive skills that influence adjustment to a new culture called?
A) Social skills
B) Acquired skills
C) Perceptual skills
D) Adjustment skills
Q5) Describe the rights of expatriates with respect to U.S. EEO regulations.
Q6) Describe the HRM issues associated with the use of expatriates.
Page 16
To view all questions and flashcards with answers, click on the resource link above.
Chapter 15: Working in the Hrm Field
Available Study Resources on Quizplus for this Chatper
100 Verified Questions
100 Flashcards
Source URL: https://quizplus.com/quiz/30290
Sample Questions
Q1) Who among the following could be expected to answer employee questions regarding pension plans, create a presentation on the company's new health care program, and bargain with a vendor over the cost of an HRIS?
A) HRM analysts
B) HRM generalists
C) HRM specialists
D) HRM consultants
Q2) HR professionals have traditionally been held in high regard for their contributions to competitive advantage.
A)True
B)False
Q3) The SHRM code of ethics dictates that HR professionals should do all but which of the following?
A) Maintain loyalty to employees when confronting top management.
B) Uphold all laws and regulations relating to employer activities.
C) Maintain the confidentiality of privileged information.
D) Maintain the highest standards of professional and personal conduct.
Q4) Describe examples of unethical behavior that HRM professionals encounter in the workplace.
To view all questions and flashcards with answers, click on the resource link above. Page 17