Alaska Anch COURSE ACCT 122, Spring 2014 HR EXAM 2- 1) Which is not a step in the HR Planning Process?

| November 24, 2016

Question
1) Which is not a step in the HR Planning Process?

a) Assess External and Internal Workforce

b) Develop HR Staffing Plan & Actions

c) Evaluate for Specialty Recruitment

d) Compile HR Planning Forecasts

2) These employment agencies focus their efforts on executive, managerial and professional positions:

a) headhunters

b) retainer firms

c) outplacement firms

d) contingency firms

3) Selection responsibilites within the HR Unit include conducting initial screening interviews, evaluating success of selection process, administering appropriate employment tests, and

a) interviewing final candidates

b) obtaining background & reference information

c) participating in selection process as appropriate

d) processing lawsuits

4) Knowledge Management, Performance Consulting and Chief Learning Officers are strategies to implement

a) Strategic Training

b) Evaluating Metrics

c) Job Task Completion

d) Organizational Competitiveness and Training

5) What are the roles of HR in Succession Planning?

a) Identifying development needs of the workforce

b) Assisting executives/managers in identifying needed future job skills

c) participating in identifying employees who might fill future positions

d) all of the above

Which of the following is not a component of an effective HR plan.

A. Right People

B.Right Times

C. Right Budget

D. Right Places

Which of the following is an advantage of internet recruiting.

A. Additional work for HR staff

B. Expanded global pool of applicants

C. Access limited or unavailable to some applicants.

D. More unqualified applicants

Matching the knowledge, skills and abilities (KSAs) of people to the characteristics of jobs (tasks, duties and responsibilities–TDRs). is known as the …

A. Selection-Fit

B. Person- Organization Fit

C. Company- Job Fit

D. Person-Job Fit.

The training delivery does not include

A. Analyzing training needs

B. Schedule training

C. Monitor training

D. Conduct training

Which of the following is not a succession planning consideration

A. Potential vs Performance

B. Succession Planning Matrix

C. Computerized Succession Model Planning

D. SWAT Analysis

Which of the following is not a type of employee turnover?

A. Involuntary

B. Functional

C. Uncontrollable

D. Forecasting

Which is an advantage to internet recruiting?

A. Saving money

B. Large pool of applicants

C. Time saving

D. All of the above

Which of the following is not acceptable to ask on an application

A. Where you graduated

B. If you’ve been convicted of a felony

C. Emergency Contact

D. How long you’ve been a licensed driver

is when a person is trained on how to do their job plus someone else’s

A. Cross Training

B. Informal Training

C. Training

D. Adult Learning

represent employee’s movements through opportunities over time

A. Career Paths

B. Career Maps

C. Career Guides

D. Career Roads

All are critical components of ensuring responsible care with sexual harassment except:

Establishing a sexual harassment policy

Communicating the policy regularly

Assuming that employees already know about sexual harassment

Investigating and taking action

Organizational values, organizational strategy and customer needs are all inputs for the:

Nature of work

Jobs needed

Managers needed

Customers wanted

The Strategic Recruiting Stages are:

H.R planning, organizational responsibility

Organizational responsibility, strategic-recruiting decision

H.R. planning, organizational responsibility, strategic-recruiting decision

H.R. planning, organizational responsibility, strategic-recruiting decision, recruiting methods

Matching the KSAs of people with characteristics of jobs is

Person/job fit

Selection criteria

Predictors

Realistic job preview

The process whereby people acquire capabilities to perform job is

Training

Knowledge management

Performance consulting

Self-efficacy

_____________ uses information from the past and the present to identify expected future conditions. (Ch. 5 pg.152)

Employee engagement

Job satisfaction

Forecasting

Human Resource Planning

Seeking out former employees and candidates is known as (Ch.6 pg.202)

Boomeranging

Rerecruiting

School Recruiting

Headhunting

Tests that measure a person’s dexterity, hand-eye coordination, arm-hand steadiness and other factors are known as (Ch. 7 pg. 226)

Cognitive ability tests

Physical ability tests

Work sample tests

Psychomotor tests

Learners must possess _________, which refers to people’s belief that they can successfully learn the training program. (Ch. 8 pg.264)

Self-efficacy

Perceived utility

Behavioral modeling

Active practice

A relationship method in which experienced managers aid individuals in the earlier stages of their careers (Ch. 9 pg. 312)

Modeling

Coaching

Executive education

Management mentoring

When few employees are satisfied with their jobs, when people are constantly leaving, and when the employees who do remain work ineffectively, the organization faces a:

A. competitive advantage

B. competitive disadvantage

C. downsizing

D. stroke of bad luck

The external supply pool from which employers attract employees are:

A. recruiting resources

B. outside hires

C. applicant pools

D. labor markets

Selection and placement activities typically focus on applicants’ knowledge, skills, and abilities, but they should also:

A. focus on the degree to which the job candidates interact with the hiring managers.

B. focus on the personality traits of the candidate.

C. focus on the degree to which job candidates generally match the situations experienced both on the job and in the company.

D. focus on how attractive the candidate is.

Suggested metrics for evaluating the effectiveness of an orientation training program include: tenure turnover rate, employee upgrade rate, development program participation rate, and ________.

A. employee retention rate

B. new hires failure factor

C. company culture understanding rate

D. employee referral rate

Career planning that focuses on identifying career paths that provide for the logical progression of people between jobs in an organization is:

A. high-potential career planning

B. individual-centered career planning

C. career progression planning

D. organization-centered career planning

1.When scanning potential and future work force, it is important to consider a number of variables except:

a.aging of the workforce

b. age of worker

c.outsourcing possibilites

d. growing diversity of workers

2.What is a job posting

a. a job that is already filled

b.an online source used to connect with employers

c. a system in which employers provide notices of openings and employees respond by applying for specific positions

d. a system in which employees provide information about the job

3. What is considered an illegal question when apying for a job?

a.time of availabitly

b. position applying for

c.age

d.are you willing to relocate

4.Which of the following is not a level of training evaluation?

a.reaction

b.learning

c.time

d.behavior

5.Why does “Entry-Shock” concern many younger employees?

a.because employee-boss relationship is different than student-teacher

b.because it is scary to get out of the comfort zone

c.because you don’t know what to expect

d.because it is easy to get a promotion

Which of the following is not a type of employee turnover?

Functional Turnover

Involuntary Turnover

Irresponsible Turnover

Dysfunctional Turnover

Which of the following is an advantage of internet recruiting?

Applicants may have limited internet access

Internet recruiting requires additional work for HR staff

A large pool of applicants can be generated

None of the above

Which of the following questions on job applications are illegal?

Height/weight

Marital status

Date of high school graduation

All of the above

What type of training enables employees to perform their jobs well?

Job/technical training

Required and regular training

Development and career training

Interpersonal and problem solving training

Which of the following is not considered entry shock when starting as a new employee?

Feedback

Salary

Supervisors

Time

Hiring new workers while laying off other workers is called?

a) Churn b) change c) rotation d) recall

What is a typical formula used for calculating the cost of recruiting?

Number of employees x number of new interviews

Recruiting expenses/Number of recruits hired

Number of new hires x number of new interviews

Recruiting expense/number of old employees

Which of the following is an illegal question for employers to ask on application forms?

a)Marital Status b)height/weight c) information on a spouse d) date of High School Graduation

e) all of the above

How long do apprenticeships usually last?

a)One week b) 1-2 months c) 2-5 years d) more than 5 years

The process of moving one person from job to job is called?

a) Job rotation b) job movement c) moving job d) job changing

What is the third component to the equation Performance= Ability x Effort x ______________, which measures an employees how an individual performs in an organization?

Salary

Support

Service

Seniority

What is the definition of recruiting?

The process of generating a pool of qualified applicants for organization jobs.

Which is not considered one of the “mismatch situations” in relation to person/job fit?

Earnings/Expectations

Work/Family

Time/Amount of Work

Hobbies

Training results can be examined through _____________________?

Cost Benefit Analysis

Which is not a common succession -planning mistake?

Having a talented supply of employees to fill future key openings.

Starting too late when openings are already occurring.

Not linking well to strategic plans.

Looking only internally for succession candidates.

Chapter 5: The degree to which employees believe in and accept organizational goals and want to remain with the organization is called

A. job satisfaction

B. attitude survey

C. organizational commitment

D. turnover

Chapter 6: The positions of registered nurses, retail sales and customer service representatives, home health aides, and post-secondary teachers are going to be the biggest increases in U.S. jobs until the year

A. 2014

B. 2016

C. 2018

D. 2020

Chapter 7: An organization should retain all applications and hiring-related documents and records for

A. 6 months

B. 1 year

C. 2 years

D. 3 years

Chapter 8: Performance of job-related tasks and duties by trainees during training is called

A. active practice

B. spaced practice

C. massed practice

D. behavioral modeling

Chapter 9: Marriages in which both mates are managers, professionals, or technicians have doubled over the past

A. five years

B. ten years

C. two decades

D. three decades

1. Which of these factors (discussed in the textbook) are NOT used to assess the external workforce?

a. Economic

b. Competitive Evaluations

c. A Current Audit

d. Government

e. Changing Workforce Considerations

2. _________ is the process of generating a pool of qualified applicants for organizational jobs.

a. Recruiting

b. Branding

c. Educating labor markets

d. Outsourcing

e. Temp hiring

3. Which of these questions is not illegal to ask on an application?

a. Height /weight

b. Spouse information

c. Date of High School Graduation.

d. Reference Contacts

e. Marital Status

Which of these is NOT a learner characteristic?

a. Ability to Learn

b. Auditory learning

c. Cross Training

d. Self-Efficiancy

e. Motivation

Which of these answers is a good coaching pointer?

a. Trying out fad programs or training methods.

b. Accurately state observations.

c. Building career centers.

d. Denying a leave of absence.

e. Psychological Testing

1. Which of the following is not a type of employee turnover?

a. Dysfunctional Turnover

b. Rapid Turnover

c. Controllable Turnover

d. Involuntary Turnover

2. Which of the following is not used by recruiters as an Internet Recruiting Tool?

a. Blogs

b. Twitter

c. LinkedIn

d. none of the above

3. In this type of interview, applicants are asked to describe how they have performed a certain task or handled a problem in the past.

a. Competency Interview

b. Situational Interview

c. Behavioral Interview

d. Nondirective Interview

4. This method of training works best when incorporated in military, firefighting, and police training as well as aviation training.

a. Error-Based Examples

b. Behavioral Modeling

c. Overlearning

d. Practice/Feedback

5. A focus in succession planning is assessing potential and current performance. If an employee has low performance, but high potential what is the best course of action for this employee?

a. Dismiss

b. Retain and Reward

c. Coaching/development/job change

d. Accelerated stretch assignment

What are the different forecasting periods, and how long is each period?

A. Short term, less than one year; Intermediate, up to five years; Long-range, more than five years

B. Short range, less than 6 months, Intermediate range, up to three years; Long term, more than three years

C. Short term, less than two years; intermediate, up to five years; Long-range, more than five years

D. None of the above

What is recruiting?

A. Is the process of generating a pool of qualified applicants for organizational jobs

B. Hiring qualified individuals on the spot

C. inviting everyone who applies for a position to come in for an interview

D. none of the above

What is Selection?

A. The process of choosing individuals with qualifications needed to fill jobs in an organization.

B. The process of placing the first person who applies for a job into that position

C. generating a pool of qualified applicants for organizational jobs

D. none of the above

What are some problems with On the Job Training?

A. Poorly-qualified or indifferent trainers

B. Disruption of regular work

C. Bad or incorrect habits passed on

D. All of the above

What is the difference between a career and a career path?

A. A Career is the series of work-related positions a person occupies through life; a Career Path represent employees’ movements through opportunities over time

B. A career represents employees’ movements through opportunities over time; a career path the series of work related positions a person occupies through life

C. A career is the longest held position a person holds; a career path is the series of work-related positions a person occupies through life

D. None of the above

The degree to which employees belive in and accept organizational goals and want to remain with the organization is called ______

a) organizational commitment

b) attitude survey

c) churn

d) involuntary turnover

Yields Ratios are best explained as

a) the percentage hired from a given group of candidates

b) percent of applicants hired divided by the total number of applicants offered jobs

c) comparing applicants at one stage of the recruiting process with the number at another stage

d) none of the above

The fitting of a person to the right job for them is called

A) placement

B) selection criteria

C) predictive validity

D) Reliability

Performance Consulting takes a broad approach by

A) focusing on identifying performance problems

B) Recognizing factors that influence employee performance

C) Documenting actions and accomplisments of high performers.

D) All of the above

Which one of these is a general characteristics that affects how people make thier career choices?

A) Interests

B) Self-Image

C) Personality

D) All of the above

What is an exit interview?

Where the boss tells you where the exit is

An interview where individuals who are leaving an organization are asked to give their reasons

An interview where the employee tells their likes and dislikes about the company

None of the above

Which of the following are advantages to internal recruiting?

The morale of a promotee is usually high

The firm can better assess a candidate’s abilities due to prior work actions

The process can aid succession planning, future promotions, and career development

All the above

Which of the following are good questions to ask pervious supervisors or employers?

Would you rehire?

Were there any problems?

What strengths/weaknesses did you observe?

All the above

What is adult learning?

Subjects that only adults would understand

Ways in which adults learn differently than younger people

Boring subjects that younger aged people don’t care about

Difficult subjects that are hard to understand

What age group is considered an “early career”

20 year (+/-)

30-40 years

50 years (+/-)

60-70 years

1. Which one does not belong in the list of labor market components? Chp 6

A. Labor force population

B. Turn over rate

C. Applicant population

D. Applicant Pool

E. Individuals selected

2. Expatriates are not a form of global employees. Chp 7

A. True

B. False

3. What are the three styles of learning? Chp 8

A. Auditory Learners

B. Tactile Learners

C. Visual Learners

D. None of the above

E. A,B, & C

4. Name one of the four components in Leadership development.______________

Modeling, Coaching, Executive Education, or Management Mentoring.

5. One reason that talent Management is needed because there is impending retirement of experienced baby boomers.

A. True

B. False

When making HR plans, employers must consider a number of:

Competitive concerns

Patterns

Finances

Markets

None of the above

When the unemployment rate is high in a given market, many people are:

Not looking for employment

Receiving higher salaries

Quitting their employment

Looking for employment

None of the above

An organization should retain all applications and hiring-related documents and records for:

One year

Ten years

Four years

Three years

None of the above

The way an organization identifies and leverages knowledge in order to be competitive is:

Performance Consulting

Training

Cultural adjustment

Organizational requirements

Knowledge Management

A way to reduce the risk that the company may not need a certain specialty after developing it is to use:

Career Tracks

Talent Pools

Assessments

Development risk sharing

None of the above

1. Types of Forecasting include

a. HR Demands

b. Internal Supply

c. External Supply

d. All of the above

2. An advantage of Internet Recruiting is

a. More unqualified applicants

b. recruiting time savings

c. additional work for HR staff

d. many applicants are not seriously seeking employment

3. Selection is

a. fitting a person to the right job

b. the congruence between individuals and organizational factors

c. the process of choosing individuals with qualifications needed to fill jobs in an organization

d. provides a profile of the applicant

4. Problems with On the job training include

a. poor-quality or indifferent trainers

b. training that mirrors the job context

c. bad or incorrect habits passed on

d. both a and c

5. Entry shock for new employees include

a. Supervisors

b. feedback

c. time

d. the work

e. all of the above

Effective talent management includes all of the following EXCEPT_________

the right salary

the right people

the right place

the right time

the right capabilities

Poorly trained employees may____________________.

a) make some errors early on but save the company money

b) perform poorly and make costly mistakes.

c) complain to other employees about their lack of training

d) have innate knowledge that allows them to succeed on the job despite their lack of training

_____________ is an index number that gives the relationship between a predictor variable and a criterion variable.

Correlation coefficient

employee productivity average

discrete variable

absolute value

Which is NOT an advantage of internet recruiting ?

a) Recruiting cost saving

b) Recruiting time saving

c) Expanded (global) pool of applicants

d) Better targeting of specific audiences

e) All are advantages of internet recruiting

Which is a method of HR Forecasting?

random sampling

trial and error

mathematical

stereotypical

Question: Which of the following is NOT a response employers should take towards sexual harassment?

A. Establish a sexual harassment policy

B. Communicate the policy regularly

C. Train employees and managers on avoiding sexual harassment

D. Investigate and take action when complaints are voiced

E. Tell employees to settle it themselves

Question: Which of the following can job design influence?

A. Performance

B. Job Satisfaction

C. Physical Health

D. Mental Health

E. All of the Above

Question: What is a recruiting message?

A. What is said about the job and how it is communicated

B. An ad for the job

C. An employer contacting you for a job

D. Responses to applicants applying to the position

Question: What is NOT a quality of extroversion?

A. Sociable

B. Gregarious

C. Nervous

D. Scared

E. C & D

Question: Which is NOT a stage of cost-benefit analysis?

A. Determine training costs

B. Identify the best possible recruits for better retention rates

C. Identify potential savings results

D. Compute potential savings

E. Conduct costs and savings benefits comparisons

1.) Human resource planning can be defined as:

a.) using information from the past and the present to identify expected future conditions.

b.) the unwritten expectations employees and employers have about the nature of their work relationships.

c.) the process of analyzing and identifying the need for and availability of human resources so that the

organization can meet its objectives.

d.) the desire within a person causing that person to act.

2.) Recruiting can be defined as:

a.) the process of generating a pool of qualified applicants for organizational jobs.

b.) the external supply pool from which employers attract employees.

c.) all persons who are actually evaluated for selection.

d.) the system in which the employer provides notices of job openings and employees respond by

applying for specific openings.

3.) Which of the following is NOT one of the “Elements of Good Job Performance”?

a.) Length of service

b.) Ability

c.) Quality of work

d.) Flexibility

4.) Which of the following is NOT one of the “Interpersonal and Problem-Solving Types of Training”?

a.) Coaching skills

b.) Conflict resolution

c.) Career planning

d.) Communications

5.) Which of the following is the correct format of the “Succession Planning Process”?

a.) “Integrate With Strategy,” “Involve Top Management,” “Assess Key Talent,” “Follow

Development Practices,” “Monitor/Evaluate”

b.) “Involve Top Management,” “Assess Key Talent,” “Follow Development Practices,” “Monitor/

Evaluate,” “Integrate With Strategy”

c.) “Assess Key Talent,” “Follow Development Practices,” “Monitor/Evaluate,” “Integrate With

Strategy,” “Involve Top Management”

d.) “Follow Development Practices,” “Monitor/Evaluate,” “Integrate With Strategy,” “Involve Top

Management,” “Assess Key Talent”

1. A psychological contract:

a) Is the unwritten expectations employees and employers have about the nature of their work relationships.

b) Focuses on expectations about “fairness” that may not be defined clearly by employees.

c) Affected by age of employee and changes in economic conditions.

d) All the above.

2. What is the labor market? :

a) The location in which labor takes place

b) The external supply pool from which organizations attract their employees

c) The internal supply pool from which organizations gain loyalty

d) The internal supply pool from which organizations attract their employees

3. What is placement?

Moving an employee from one department to another

Relocating an employee within the organization

Fitting a person to the right job.

None of the above

4. What are some types of training objectives?

Knowledge

Skill

Ability

All the above

5. Effective Talent Management consists of:

a) Talented individuals in the right place at the right time.

b) Right people in the right place, at the right time.

c) Wrong people in the right place, at the right time.

d) Showing up prepared and on time.

1. What is Organizational Capabilities Inventory?

A. HR databanks—sources of information about employees’ knowledge, skills, and abilities (KSAs)

Components of an organizational capabilities inventory

B. HR databanks—sources of information about managers

C. Using information from the past and the present to identify expected future conditions

D. None of the above.

2. What are some Internet Recruiting Tools?

A.BLOGS

B. E-VIDEO

C. TWITTER

D.ALL THE ABOVE

3. Is Selection The process of choosing individuals with qualifications needed to fill jobs in an organization?

A. true

B. False

4. What’s not true about Training’s Effects on Competitiveness?

A. Training makes organizations more competitive.

b.Training helps retain valuable employees.

c.Training helps accomplish organizational strategies.

d.Training makes employees hate the job

5. Which is not an Employee Development Needs Analysis Methods

a.Assessment Centers

b.Psychological Testing

c.Performance Appraisals

d.Pregnancy test

Which is NOT a type of forecast?

A. HR Demand

B. Internal Supply

C. Exernal Supply

D. Internal Demand

Which of these is a legitimate legal issue in regards to internet recruiting?

A. The internet is unreliable

B. The use or misuse of screening software

C. Internal and External recruiting methods are are more secure

D. Qualifications are always exaggerated

Which of these is a structured interview type?

A. Biographical

B. Competency

C. Both A and B

D. None of the above

A gap anlaysis is the distance between

A. An organization’s current employee capabilities and where it needs to be

B. Two classes’ hierarchial status in the company

C. The average pay of one position in relation to another

D. The Company’s financial status and its short-run fiscal benchmark

The type of career view that does NOT belong is:

A. Protean Career

B. Career without boundaries

C. Authentic Career

D. Personal Career

Chapter 7

3) What are the purposes of Applications?

A) Record of applicant’s desire for the job

B) Provides a profile of the applicant

C) Basic record for applicants hired

D) All the above

4) A process whereby people acquire capabilities to aid in the achievement of organizational goals is not a nature of training?

A) True

B) False

Chapter 9

5) Which one is the supervisor Development Topics?

A) Time management

B) Time out

C) Time consuming

D) Limited time

1. Using information from the past and the present to identify expected future conditions is known as_____________.

a. Foreshadowing

b. Forecasting (answer)

c. Managing

d. Strategy

2. All the following are advantages to internet recruiting except…

a. Recruiting cost saving

b. Recruiting time savings

c. Expanded (global) pool of applicants

d. Access limited or unavailable to some applicants (answer)

3. Who is an applicant?

a. The person that just came through the door

b. Your cousin that just graduated college

c. The guy that emailed his resume asking about the sales position available. (answer)

d. John Kim, the well know sales expert in town

4. ________________ is a process whereby people acquire capabilities to aid in the achievement of organizational goals.

a. Training (answer)

b. Webinar

c. School

d. Promotion

5. Mid-career age bracket is considered to be ages ______________.

a.27-45

b.30-45

c. 25-35

d.30-40 (answer)

1- What does Forecasting availability consider?

a. Internal Supplies

b. External Supplies

c. Both A and B

d. Potential Employees

2- Which one does is NOT a nontraditional diverse recruitees for certain jobs?

a. Single parents

b. Widows

c. Workers with disabilities

d. Workers over 40 years of age.

3- What is Person Job fit?

a. Matching the KSA of individuals with the characteristics of jobs

b. Matching the KSA of individuals with the characteristics of the company

c. Matching the KSA of individuals with the characteristics of the environment

d. Matching the KSA of individuals with the characteristics of their personality

4- What is the most common type of training at all levels in an organization?

a. informal training

b. Internal Training

c. Cooperative Training

d. On the Job Training

5- What is the biggest problem with psychological testing?

a. Interpretation

b. Untrained managers

c. Statistics

d. Data

Forecasting is using information from the past and the present to identify expected future conditions. How long is an intermediate forecasting period?

a. Up to ten years

b. Up to five years

c. Less than a year

d. Less the six months

An internal recruiting source involves:

a. Employee databases

b. Job Postings

c. Promotions and transfers

d. Former employees and applicants

e. All of the above

Negligent ___________________ occurs when an employer is aware an employee may be unfit for employment, continues to employ the person, and the person injures someone.

a. Hiring

b. Retention

c. Reference

d. Investigation

What is NOT a form of cooperative training?

a. School-to-work

b. Apprentice

c. Internship

d. Attitude

Steps in talent management are:

a. Training

b. Career Planning

c. Development

d. Succession Planning

e. All of the above

What is KSA?

a. Knowledge, Statistics, Analysis

b. Knowledge, Skills, Abilities

c. Wait what is a KSA?

d. Knowledge, Satisfaction, Attributes

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