Test Bank for Human Resource Management, 13th Edition: Gary Dessler

Test Bank for Human Resource Management, 13th

Edition: Gary Dessler

To download the complete and accurate content document, go to:

https://testbankbell.com/download/test-bank-for-human-resource-management-13th-e
dition-gary-dessler/

Visit TestBankBell.com to get complete for all chapters

Exam

Name___________________________________

MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.

1) ________ is the process of deciding what positions the firm will have to fill. 1)
A) Selection
B) Personnel planning
C) Recruitment
D) Interviewing
E) none of the above
Answer: B

2) Jane must decide what positions the firm should fill in the next six months. What activity is Jane 2)
working on?
A) personnel planning
B) selection
C) recruitment
D) interviewing
E) none of the above
Answer: A

3) When a company decides on how to fill top executive positions, the process is called ________. 3)
A) selection
B) testing
C) interviewing
D) succession planning
E) employment planning
Answer: D

4) When planning for employment requirements, what must be forecasted? 4)

A) personnel needs
B) supply of outside candidates
C) supply of inside candidates
D) all of the above
E) none of the above
Answer: D

5) Which term below means studying variations in a firm’s employment levels over time? 5)
A) computer analysis
B) ratio analysis
C) trend analysis
D) graphical analysis
E) all of the above
Answer: C

1
 6) Trend analysis is limited in its usefulness, because ________. 6)
A) it only provides an initial estimate
B) it considers time but not other changes such as productivity
C) it assumes constant increases in productivity
D) it considers too many possible influences
E) all of the above
Answer: B

7) The process of making forecasts based on the ration between some causal factor like sales volume 7)
and the number of employees required is called ________.
A) graphical analysis
B) computer analysis
C) trend analysis
D) ratio analysis
E) all of the above
Answer: D

8) Suppose a salesperson traditionally generates $500,000 in sales and the company wishes to 8)
increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeople are
required?
A) 4 B) 5 C) 6 D) 7 E) 8
Answer: E

9) A ________ shows graphically how two variables are related. 9)

A) correlation analysis
B) trend analysis
C) scatter plot
D) ratio analysis
E) productivity chart
Answer: C

10) What type of data is needed to use computerized forecasts for estimating future personnel 10)
requirements?
A) maximum sales projection
B) probable sales projection
C) labor hours required to produce one unit of product
D) minimum sales projection
E) all of the above
Answer: E

11) ________ contain data on employees’ performance records, educational background, and 11)
promotion recommendations.
A) Personnel files
B) Trend records
C) Computerized information systems
D) Qualifications inventories
E) Replacement charts
Answer: D

2
12) When managers need to determine which employees are available for promotion or transfer, they 12)
will use ________.
A) trend records
B) replacement charts
C) qualifications inventories
D) personnel files
E) computerized information systems
Answer: C

13) Qualifications inventories can be tracked and maintained by using ________. 13)
A) personnel inventories
B) computerized information systems
C) replacement charts
D) position replacement cards
E) all of the above
Answer: E

14) Which tool below can be used in databases to protect the information? 14)
A) encryption
B) passwords
C) intranets
D) access matrices
E) work experience codes
Answer: D

15) Recruiting is necessary to ________. 15)

A) develop qualifications inventories
B) forecast the supply of outside candidates
C) develop an applicant pool
D) determine whether to use inside or outside candidates
E) all of the above
Answer: C

16) Which of the following is not a reason to recruit through a central office? 16)
A) reduction of duplication of efforts
B) autonomous divisions
C) synergistic recruiting opportunities
D) shared expenses
E) development and availability of recruitment experts
Answer: B

17) Why are large applicant pools considered desirable? 17)

A) extend time required to fill vacant positions
B) provide an opportunity to use prescreening computer software
C) costs of processing applicants outweighs benefits of selectivity
D) increase costs involved in screening applicants
E) allow the firm the chance to be more selective
Answer: E

3
18) Which of the following methods can be used to assess quality of applicants? 18)
A) grade point average
B) job knowledge tests
C) work sample tests
D) structured interviews
E) all of the above
Answer: E

19) Which method listed below has the highest level of validity for predicting job performance? 19)
A) ratings of training and experience
B) grade point average
C) biographical data
D) work sample tests
E) SAT scores
Answer: D

20) A ________ can be used to calculate the number of applicants necessary to result in hiring the 20)
required number of new employees.
A) trend analysis
B) recruiting yield pyramid
C) ratio analysis
D) log function
E) computer information system
Answer: B

21) What is a recruiting yield pyramid used for? 21)

A) to forecast the number of new employees necessary to generate a predetermined level of
productivity
B) to decide what positions the firm will have to fill
C) to determine which employees might be qualified for projected openings
D) to study variations in a firm’s employment levels over time
E) to calculate the number of applicants necessary to result in hiring the required number of
new employees
Answer: E

22) Which of the following is a disadvantage of using internal sources of candidates to fill vacant 22)
positions?
A) knowledge of candidates’ strengths and weaknesses
B) accurate view of skill sets
C) potential to upset or lose employees who aren’t promoted
D) reduced training and orientation required
E) high commitment to the company
Answer: C

23) Job posting refers to all of the following except ________. 23)
A) publicizing the open job to employees
B) listing the job’s pay rate
C) listing the job’s required qualifications
D) listing the job’s attributes
E) listing the number of desired applicants
Answer: E

4
24) The first step in succession planning is to ________. 24)
A) select who will fill key positions
B) create an applicant pool
C) assess candidates
D) analyze the strengths of current employees
E) identify and analyze key jobs
Answer: E

25) The second step in succession planning is to ________. 25)

A) calculate the yield pyramid
B) select who will fill key positions
C) identify and analyze key jobs
D) create an applicant pool and assess candidates
E) analyze the strengths of current employees
Answer: A

26) The third step in succession planning is to ________. 26)

A) select who will fill key positions
B) create an applicant pool
C) identify and analyze key jobs
D) assess candidates
E) analyze the strengths of current employees
Answer: A

27) How can high potential employees be developed for future positions? 27)
A) external training
B) cross-functional experience
C) internal training
D) job rotation
E) all of the above
Answer: E

28) Which of the following methods is not used to recruit outside candidates? 28)
A) employment agencies
B) job postings
C) executive recruiters
D) advertising
E) all are used to recruit outside candidates
Answer: B

29) The effectiveness of advertising for recruiting qualified applicants depends upon ________. 29)
A) complementary recruiting methods
B) unemployment rate
C) ad construction
D) corporate image
E) graphical appeal
Answer: C

5
30) When constructing the ad, it is important to consider how to best ________. 30)
A) develop interest in the job
B) prompt action
C) attract attention to the ad
D) create desire for the job
E) all of the above
Answer: E

31) The I in AIDA stands for ________. 31)

A) introspection
B) instructions
C) internal candidates
D) interest
E) identification
Answer: D

32) The D in AIDA stands for ________. 32)

A) detailed job qualifications
B) development of the ad
C) dominant work qualifications
D) desire for the position
E) defensive recruitment strategies
Answer: D

33) Which of the following statements from a hypothetical job advertisement is intended to develop 33)
interest in a job?
A) “Responsibilities include event planning and relationship management.”
B) “Ideal candidates will possess a four-year degree with an emphasis in management.”
C) “Schedule flexibility and familiarity with various software applications required.”
D) “You’ll thrive on challenging work.”
E) all of the above
Answer: D

34) Which of the following states has its own public, state-run employment service agency? 34)
A) Wisconsin
B) North Carolina
C) California
D) New York
E) all of the above
Answer: E

35) The U.S. Department of Labor operates a nationwide computerized job bank called ________. 35)
A) Smartforce
B) The National Job Bank
C) Monster.com
D) CareerBuilder
E) none of the above
Answer: B

6
36) Counselors in state-run employment agencies conduct all of the following activities except 36)
________.
A) visit employer work sites
B) write job descriptions
C) fill jobs
D) review the employer’s job requirements
E) counselors perform all of these activities
Answer: E

37) State-run employment agencies provide ________ to employers. 37)

A) training programs
B) recruitment services
C) review employer job requirements
D) tax credit information
E) all of the above
Answer: E

38) Who is typically responsible for paying the fees charged by private employment agencies when 38)
they place qualified individuals in jobs?
A) the state employment commission
B) U.S. Department of Labor
C) the employer
D) the employee
E) there are no fees
Answer: C

39) Which of the following is not an advantage of using a private employment agency? 39)
A) It may be faster than in-house recruiting.
B) It may be better for attracting minority candidates.
C) It is more comfortable when approaching candidates from competitors.
D) It does not require internal recruitment specialists.
E) Screening may not be as thorough.
Answer: E

40) Which of the following is not another term for contingent workers? 40)
A) just-in-time
B) temporary
C) part-time
D) collateral
E) all are terms for contingent workers
Answer: D

41) Contingent workers are used in ________ occupations. 41)

A) engineering
B) management support
C) clerical
D) medical
E) all of the above
Answer: E

7
42) Jackie works as a nurse on temporary assignment for hospitals throughout the region on an 42)
as-needed basis. Jackie is ________.
A) using job enlargement
B) a contingent worker
C) on job rotation
D) all of the above
E) none of the above
Answer: B

43) All of the following are disadvantages of using contingent workers except 43)
A) tendency to treat contingent workers differently from permanent workers
B) lower commitment to company
C) higher productivity
D) potential for legal risks
E) increased cost compared to permanent workers
Answer: C

44) ________ are special employment agencies retained by employers to seek out top management 44)
talent for their clients.
A) Executive recruiters
B) Job banks
C) State-run employment agencies
D) Private employment agencies
E) Temporary agencies
Answer: A

45) Executive recruiters are also called ________. 45)

A) alternative staffing companies
B) headhunters
C) staffers
D) contract technical recruiters
E) all of the above
Answer: B

46) Recruiting services that provide short-term specialized recruiting to support specific projects 46)
without the expense of retaining traditional search firms are called ________.
A) ad hoc services
B) on demand
C) just in time
D) contingent-based searches
E) retained executive searches
Answer: B

47) What is the typical compensation structure for on demand recruiting services? 47)
A) menu of fees based on specific services
B) 30% of each hire’s salary
C) percentage fee
D) commission
E) hourly rate
Answer: E

8
48) What percentage of a new hire’s salary do traditional firms typically charge for recruitment 48)
services?
A) 1% B) 5% C) 10% D) 30% E) 50%
Answer: D

49) Which of the following is a disadvantage of using an executive recruiter? 49)

A) ability to keep identity of firm confidential
B) unfamiliar with company perceptions of ideal candidate
C) adept at contacting candidates who are not on the job market
D) screening of many applicants
E) many contacts in field
Answer: B

50) Pamlico River Productions is seeking a top-level executive to serve in its finance division. 50)
Qualified candidates can be difficult to find because there is more demand than supply. Pamlico
River Productions should consider using a(n) ________ for recruitment.
A) internet-based job site
B) executive recruiter
C) temporary agency
D) state-run employment agency
E) any of the above
Answer: B

51) A small biotech firm is seeking several employees with experience in pharmaceuticals and 51)
advanced degrees in life sciences. The firm is a small one and cannot afford to pay a traditional
recruiting firm the expected fee of 30% of salary per hire. This firm should consider using a(n)
________.
A) on demand recruiting service
B) state-run employment agency
C) internet-based job site
D) retained executive search firm
E) temporary agency
Answer: A

52) KPG Industries has hired an executive recruiter to recruit qualified applicants for its Chief 52)
Financial Officer position. The position pays a salary of $175,000 and KPG has agreed to pay the
fee whether the person hired is found via the executive recruiter or through some other method.
KPG is using a(n) ________.
A) on demand recruiting service
B) contingency-based recruiter
C) temporary agency
D) retained executive search service
E) National Job Bank
Answer: D

9
53) Which of the following is an advantage of college recruiting? 53)
A) ability to keep identity of company confidential
B) access to candidates who are not looking for jobs
C) access to a source of management trainees
D) schedules for recruitment visits set far ahead of time
E) all of the above
Answer: C

54) College recruiters typically seek to ________. 54)

A) cut costs for the firm by reducing the need to for on-site interviews
B) develop a pool of applicants for future screening
C) fill the position
D) determine whether a candidate is worthy of further consideration
E) all of the above
Answer: D

55) Besides determining whether a candidate is worth further consideration, college recruiters also 55)
seek to ________.
A) attract good candidates
B) cut costs for the firm by reducing the need to for on-site interviews
C) fill the position
D) develop a pool of applicants for future screening
E) all of the above
Answer: A

56) When it comes to on campus recruiting, which of the items listed below is recommended for 56)
“selling” the employer to the interviewee?
A) attractive recruiters
B) well written job descriptions
C) emphasis on the job location
D) informal attitude
E) all of the above
Answer: D

57) SB&A Consulting plans to do some college recruiting to fill entry-level management positions this 57)
year. In choosing the colleges to visit, it should consider ________.
A) cost to attend school
B) size of school
C) school location
D) school reputation
E) all of the above
Answer: D

58) One of the biggest challenges facing single parents in the job market is ________. 58)
A) balancing work and family life
B) getting a sufficient salary
C) minimizing the commute to work
D) finding permanent job positions
E) getting access to the Internet to search job sites
Answer: A

10
59) The fastest growing labor force segment in the United States over the next few years will be those 59)
from ________ years old.
A) 16-22 B) 23-29 C) 30-44 D) 45-64 E) 65+
Answer: D

60) People aged 25 to 34 will ________ in the next few years. 60)
A) decrease
B) increase
C) remain the same
D) exceed those in the 18-24 age group
E) exceed those in the 45-64 age group
Answer: A

61) Which of the following is a main motivator for employees over 65? 61)
A) working in a supportive environment
B) getting a raise
C) getting a promotion
D) schedule flexibility
E) all of the above
Answer: D

62) All of the following are characteristics of older employees except ________. 62)
A) higher reliability
B) higher absenteeism
C) lower absenteeism
D) better work habits
E) desire for flexibility
Answer: B

63) Smith Industries has set a goal of recruiting minority applicants. Which method listed below is 63)
likely to be the least successful for Smith Industries?
A) specialized recruiters
B) executive recruiters
C) specialized job search Web sites
D) employee referral campaigns
E) all are likely to be successful
Answer: B

64) The Federal Personal Responsibility and Welfare Reconciliation Act of 1996 prompted many 64)
employers to ________.
A) hire more minority workers
B) offer flexible benefit plans
C) implement welfare-to-work programs
D) advertise training programs
E) all of the above
Answer: C

11
65) Once a firm has a pool of applicants, the first step in pre-screening is the ________. 65)
A) telephone interview
B) recommendation from recruiters
C) on-site visit
D) in-person interview
E) application form
Answer: E

66) Which of the following is not a type of information that should be provided by application forms? 66)
A) education
B) previous progress and growth
C) work stability
D) experience
E) applicant’s age
Answer: E

67) Which of the following could be perceived as discriminatory when asked on an employment 67)
application form?
A) arrest record
B) memberships in organizations
C) marital status
D) housing status
E) all of the above
Answer: E

68) When requesting information from applicants on an in-case of emergency contact person, 68)
employers can ask all of the following except ________.
A) telephone number of contact
B) name of contact
C) relationship to applicant
D) address of contact
E) all of the above should be requested
Answer: C

69) When an employee signs his or her employment application, he or she is certifying that ________. 69)
A) credit history may be checked
B) employment history may be verified
C) medical examinations may be required
D) falsified statements may be cause for dismissal
E) all of the above
Answer: E

70) Mandatory alternative dispute resolution agreements require ________. 70)

A) applicants to take unpaid leaves of absence during employment disputes
B) disgruntled employees to contact the local EEOC office prior to filing formal complaints
C) applicants to agree to arbitrate certain legal disputes related to employment or dismissal
D) applicants agree not to dispute decisions of the company regarding their employment
E) employees to meet with human resources officials prior to submitting a resignation
Answer: C

12
TRUE/FALSE. Write ʹTʹ if the statement is true and ʹFʹ if the statement is false.

71) Employment planning should be an integral part of a firm’s strategic and HR planning process. 71)
Answer: True False

72) Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate 72)
staffing needs.
Answer: True False

73) When it refers to filling jobs like that of a maintenance clerk, personnel planning is called 73)
succession planning.
Answer: True False

74) Trend analysis assumes the productivity increases over time. 74)
Answer: True False

75) The assumption shared by both trend analysis and ratio analysis is that productivity remains 75)
about the same from year to year.
Answer: True False

76) Access matrices are used to define the rights of users to various kinds of access for each element in 76)
a database.
Answer: True False

77) The lower the rate of unemployment, the easier it is to recruit personnel. 77)
Answer: True False

78) The HR manager who recruits for a vacant job is typically the one who is responsible for 78)
supervising the performance of that position.
Answer: True False

79) Effective recruiting results in a large number of applicants. 79)

Answer: True False

80) General mental ability tests show higher validity for predicting job performance than tests of 80)
individuals’ level of conscientiousness.
Answer: True False

81) Rehiring former employees could signal current employees that the best way to get ahead is to 81)
leave the company.
Answer: True False

82) The best medium for advertising vacant positions is the Internet. 82)
Answer: True False

83) Local newspapers are the best source for blue-collar help and clerical employees. 83)
Answer: True False

13
84) Every state has a public, state-run employment service agency. 84)
Answer: True False

85) The U.S. Department of Labor maintains a nationwide computerized job bank called the National 85)
Job Bank.
Answer: True False

86) Contingent workers are primarily clerical positions filled with temps. 86)
Answer: True False

87) Some firms use contingent workers as short-term chief financial officers. 87)
Answer: True False

88) Contingent workers are paid less than comparable permanent workers. 88)
Answer: True False

89) Retained executive recruiters are paid whether or not they eventually fill the client’s vacant 89)
position.
Answer: True False

90) Contingency-based recruiters focus on top management job searches with salaries in the $150,000 + 90)
range.
Answer: True False

91) The typical percentage fee charged by traditional recruiting firms for an executive search is 10% of 91)
the new hire’s salary.
Answer: True False

92) Single mothers prefer a work environment they perceive as supportive of their challenge to 92)
balance work and family requirements.
Answer: True False

93) People’s occupational needs and preferences change as they grow older. 93)
Answer: True False

94) Older workers usually have higher absenteeism rates compared to younger workers due to illness. 94)
Answer: True False

95) A question on an employment application form that requests the dates of attendance and 95)
graduation from various schools may be illegal as it could reflect an applicant’s age.
Answer: True False

96) The EEOC is generally opposed to the use of mandatory alternative dispute resolution agreements 96)
which are required by many employers.
Answer: True False

97) The U.S. Supreme Court has upheld the use of mandatory arbitration agreements but individual 97)
agreements can be struck down by the courts depending upon their merits.
Answer: True False

14
 98) For a mandatory alternative dispute resolution agreement to be binding, it simply needs to be a 98)
clause in the employment application.
Answer: True False

99) Firms can predict job performance of applicants by modeling the relationship between success on 99)
the job and responses on the application form.
Answer: True False

100) When firms use the information on job application forms as a predictor of job performance, they 100)
are allowed to request more information (such as age and tendency to attend religious services) on
application forms.
Answer: True False

ESSAY. Write your answer in the space provided or on a separate sheet of paper.

101) What are the advantages and disadvantages of centralizing the recruitment function?
Answer: Centralizing makes it easier to apply the company’s strategic priorities company -wide. It reduces
duplication and makes it easier to spread costs over more departments. It is a disadvantage to use
centralized recruiting when the divisions are autonomous or when recruitment needs are varied.

102) Explain why generating large applicant pools is not always desirable for a firm. What implications exist for
recruitment methods?
Answer: An employer seeks to attract qualified applicants rather than unqualified applicants. Some recruitment
methods result in large pools but the applicants are unqualified. Larger pools raise costs of
correspondence and screening. It also extends the time necessary to fill vacant positions because of the
additional time necessary to sort through the large pool of applicants. The implication is that managers
should evaluate different recruitment methods to determine which ones work best for the firm. These
methods should be evaluated in terms of the number of applicants produced and the quality of
applicants.

103) Why are current employees often the best source of candidates for vacant positions?
Answer: Using internal sources of candidates means that the firm is already aware of the candidates’ strengths
and weaknesses. Inside candidates may also be more committed to the company. Morale may rise if
employees see others promoted as rewards for loyalty and competence. Inside candidates may also
require less orientation and training than outsiders.

104) What are the pros and cons associated with using public, state-run employment agencies?
Answer: Applicants for unemployment insurance must register and make themselves available for interviews.
Some of these applicants may not be interested in finding new employment. Agency counselors will visit
an employer’s work site, review employer’s job requirements, and even assist the employer in writing
job descriptions.

105) Why do employers turn to private employment agencies for assistance in recruiting? Provide at least four
reasons for the use of such employment agencies.
Answer: There are six key reasons for using an employment agency. The firm does not have to have internal
human resource specialists for recruiting and screening. The firm may have had difficulties in the past
recruiting a qualified pool of applicants. The firm may need the position filled very quickly. There is a
perceived need to recruit more minority and female applicants. When the best candidates are employed
elsewhere, it is more comfortable to have an agency approach the candidates. Use of an agency reduced
recruiting time.

15
Test Bank for Human Resource Management, 13th Edition: Gary Dessler

106) What are the primary concerns reported by temporary workers? How can these concerns be addressed by
companies using contingent workers?
Answer: In one survey, six key concerns were reported by temporary workers. These workers said that they were
1) treated in a dehumanizing, impersonal, and discouraging way; 2) insecure about their employment
and pessimistic about the future; 3) worried about their lack of insurance and pension benefits; 4) misled
about job assignments; 5) underemployed; and 6) angry toward the corporate world. Companies should
first seek to understand why contingent employees may feel this way. Treating contingent workers fairly
and equitably compared to permanent employees will be important. Companies should also be sure to
deal with the temporary agency regarding training, job assignments, and pay negotiations.

107) What policies and procedures are critical for companies using temporary agencies for contingent workers?
Answer: Companies should get a sample copy of the agency’s invoice to ensure that the invoice fits the company
needs. Time sheets should be used because they provide a verification of hours worked and an
agreement to pay the agency’s fees. The company should find out what policies guide the hiring of an
agency temp as a permanent employee. The company should also find out how the agency recruits
employees and what kind of benefits it pays. The company should specify its dress code at each location
to the agency. The company should insist on getting a document from the agency stating that it is not
discriminating when filling temp orders. Finally, make sure that the agency has the proper information
regarding what is required to adequately fill each job position.

108) What are the two types of executive recruiters? Explain the difference between them.
Answer: Executive recruiters may be contingent or retained. Retained recruiters are paid whether or not the
employer eventually hires the executive through the efforts of the search firm. These recruiters tend to
focus on executive positions paying $150,000 or more. Contingency-based recruiters tend to handle
junior to middle level management job searches in the $50,000 - $150,000 range.

109) What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes?
Answer: Employee referral campaigns offer incentives and rewards to employees who refer qualified applicants.
Employees like the opportunity to earn extra money while recommending friends and colleagues.
Current employees can and usually will provide accurate information about job applicants they refer.
The new employees typically come with a realistic picture of what working in the firm is like. It can also
be useful for hiring workers with diverse backgrounds. However, the program can result in poor morale
if someone’s friend is rejected. Further, the program can result in a discriminatory situation if most
current employees are white males.

110) What four types of information can be learned about a job candidate from the application form?
Answer: One can determine whether the applicant has the education and experience necessary to do the job. One
can draw conclusions about the applicant’s previous progress and growth. One can draw conclusions
about the applicant’s stability based on previous work record. One may be able to use the information
provided to predict which candidates will succeed on the job and who will not.

16

Visit TestBankBell.com to get complete for all chapters