business managment data bank

| August 14, 2017

26. If a firm
is concerned about changing EEO-related balances among its employee base, it
should NOT use:
a) referrals from current employees.
b) former employees.
c) college campus recruiting.
d) employment agencies.
e) advertisements.

27. Cora’s new
fabric and textiles business is looking for its first employees. She hopes to open within the next two weeks
and she needs a cheap, timely recruitment that can reach a large pool of
applicants for long-term work. Her best
option is to:
a)
get referrals from current
employees.
b)
use Internet advertising and
career sites.
c)
use print advertisements.
d) re-hire former employees.
e) contact a temporary help agency.

28. One of the
safest sources for employee recruits, which provides known job candidates, is:
a) employment agencies.
b) temporary agencies.
c) college recruiting.
d) former employees.
e) referrals from current employees.

29. Spring
Break is approaching and you are hoping to find a source of income during the
break, as you have been spending frivolously during the year. Your best option is to:
a)
check the Internet and Web
sites for long-term jobs.
b)
check the want ads.
c)
visit a career fair.
d) hire out through a temporary help agency.
e) put in an application at an employment
agency.

30. The main difference between employment agencies
and temporary help agencies is that:
a)
employment agencies place only
workers with specialized skills.
Temporary agencies are not as likely to place specialized workers.
b)
those who work for employment
agencies contract directly to the agency.
Those who are placed by temporary agencies work directly for a private
company.
c)
those who work for employment
agencies may hold several jobs at the same time. Those who work for temporary agencies only
hold one job at a time.
d)
employment agencies do not
receive a fee. Temporary agencies
receive fees.
e)
those who find jobs through
temporary help agencies work directly for the agency. Those who find jobs through employment
agencies often work directly for a company.

31. Recruiting employees at colleges and
universities:
a)
is more competitive for
undergraduates than for graduates.
b)
is equally competitive for
undergraduates and graduates.
c)
is more competitive for
graduates than for undergraduates.
d)
is decreasing presently as the
job market weakens.
e)
lacks the types of bonuses and
benefits that Web recruiting often offers.

32. In Japan,
the most common recruiting source for new employees is:
a) employment agencies.
b) temporary agencies.
c) college recruiting.
d) former employees.
e) referrals from current employees.

33. The
recruiting pool that most likely contains people who already enjoy the
firm’s product or service and may have
ideas as to potential improvements the business may institute is:
a) customers.
b) former employees.
c) temporary workers.
d) incumbent employees.
e)
all of the above

34. For small
businesses, ____ is one of their top three concerns.
a)
orienting new employees
b)
training new employees
c)
using valid and reliable
selection tools
d)
finding qualified and
motivated employees
e)
EEO compliance in recruiting

35. Managers evaluate the
effectiveness of recruiting sources based on:
a)
how long new employees stay.
b)
how much time they must spend
orienting the new employee.
c)
its compliance with EEO
regulations.
d)
its fairness in representing
protected class groups.
e)
its comfort level and
necessary involvement in the method.

36. Managers can contribute
to the effectiveness of the HR department by:
a) taking sole responsibility for socializing the employees.
b) giving continuous feedback on the quality of different recruitment
sources.
c) recruiting workers internally.
d) reducing the number of potential recruiting sources the business
examines.
e) recruiting workers externally.

37. Which of the following
is a key factor in the present U.S. labor shortage?
a) A lack of education among workers.
b) National economic expansion.
c) Fewer young people entering the workforce.
d) The rise of nontraditional labor pools.
e) b and c

38. Steve is an HR
department head for a construction company.
Recently, he has seen a shortage of skilled workers due to a building
boom in the city where the company is located. He has little time to spare in
finding new workers because it is uncertain how long the boom will last. He tells you that he is going to hire
nontraditional laborers. You suggest to
him that:
a)
he should hire the
nontraditional laborers.
b)
he should remember that
nontraditional laborers may not be skilled and there may not be time to train
them.

c)
he offer signing bonuses to
any nontraditional laborer who takes the job.
d)
he advertise for
nontraditional laborers on the Internet.
e)
none of the above

39. What prediction can we
make if there is a U.S. labor shortage?
a)
Other “first world” countries
are suffering labor shortages too.
b)
Other “first world” countries
are realizing a labor surplus.
c)
The U.S. crime rate will
increase by 50% within the year.
d)
We cannot predict labor supply
in other countries.
e)
The labor demand is
decreasing.

40. A company
can recruit externally or internally when filling a position. Hiring an
external candidate over an internal candidate has the advantage of:
a) lower training costs.
b) the new candidate knowing the industry and
company.
c) being a less expensive recruiting process.
d) being much quicker.
e) providing
significant motivation to the existing employees because they are seeing
someone new come into their department.

41. Promoting
internal candidates poses several advantages.
These include:
a) rejuvenating the work unit.
b) reducing training costs.
c) generating new ideas, fostering innovation.
d) longevity, since the employee knows the organization
and is more likely to stay in the job longer.
e) being seen as a rookie and therefore being
given more time by employees to learn the job and do it well.

42. Tatiana is considering hiring a new line
manager. She quickly analyzes the satisfaction
of the present workers in her company and determines that 1) current employees
don’t feel they have many opportunities for advancement, and 2) she has a very
small budget for recruiting. The best
option for Tatiana would be to:
a)
recruit internally.
b)
recruit externally.
c)
recruit nontraditional
laborers.
d)
recruit on the Internet.
e) demote a top level manager to fill the
position.

43. You are in
the HR department at Builders, Inc.
Ashanti, a recruiter for the company, comes to you asking whether she
should recruit externally or internally for a new middle-management
position. You tell her that:
a) internal recruiting poses fewer drawbacks
than external recruiting.
b)
internal recruiting often
causes greater cohesiveness within a given company.
c)
external recruiting is less
costly than internal recruiting.
d) companies that recruit internally can suffer
from a lack of innovation.
e) employees recruited externally often need
less time to adapt to a position than do internally recruited employees.

44. When
recruiting new employees, especially protected-class employees, remember that:
a) the recruiting message should be targeted to
the specific group being recruited.
b) every firm of over 25 employees should have
an affirmative action plan.
c) the most effective recruiting strategy is to
target the medium, not the message, to protected-class candidates.
d) diversity programs tend to cause strife.
e) competition for opportunities among
minorities will ensure a large pool of qualified applicants when recruiting
protected class individuals.

45. Written
affirmative action plans are generally not required of organizations. The one
exception to this is the EEOC’s requirement that all ____ have written
affirmative action plans.
a) organizations with over 500 employees
b) businesses with federal contracts
c) government employers
d) privately-held corporations
e) publicly-held corporations

46. In human
resource planning the answer to the question, “How many candidates should we recruit?”:
a) is based on the firm’s affirmative action
plan.
b) comes from the yield ratio calculated in the
forecast.
c) is determined by whether the firm is
recruiting externally or internally.
d) is directed by EEO consideration and the size
of the labor pool.
e) depends on the state of the labor pool.

47. The yield
ratio at G.R.U.B. Company is 6:1. How
many offers will G.R.U.B need to make in order to fill 80 positions?
a)
160.
b)
240.
c)
480.
d)
500.
e)
540.

48. After an
extensive recruiting effort, your company has contacted 225 interested
individuals. At the application
deadline, you have received 75 applications.
What is your contact-to-applicant ratio?
a)
1:2.
b)
2:3.
c)
1:3.
d)
3:1.
e)
2:3.

49. Your text offers which
of the following as one of the best options for starting your career/job
search?
a)
Your local library.
b)
Your computer.
c)
A local employment agency.
d)
A local temporary help agency.
e)
None of the above

50. According to your text, which mechanism
determines the overall quality of a firm’s human resources?
a) Socialization.
b)
Recruiting.
c)
Selection.
d)
Determining a job’s
characteristics.
e)
“Fit” with the business’
environment.

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