BUSI 643 Quiz 1,2,3,4

BUSI 643 Quiz 1,2,3,4

BUSI 643 Quiz 1

1. According to the overall staffing organizations model, an example of a(n) core staffing activity is
2. Employee turnover does not represent a significant cost to most organizations.
3. In organizations where technology and globalization have caused jobs to change at a rapid pace, person/organization match is more important than person/job match.
4. The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.
5. According to the overall staffing organizations model, an example of a(n) core staffing activity is
6. Both private and public employers have a legal mandate to test applicants only for KSAOs that are directly job related.
7. The Age Discrimination in Employment Act focuses on individuals over the age of
8. Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act, the ADA, or the ADEA.
9. The initial burden of proof in discrimination claims lies ______.
10. If an employer has a selection system in which applicants first take a written test and those who pass it are interviewed, the plaintiff must show adverse impact for the two components combined.

BUSI 643 Quiz 2

1. The process of developing a strategy of HR should start with a vision and goals, and only then progress to developing potential strategies for achieving these goals.
2. Replacement goals from AAPs are often legally termed “quotas” for minorities and women in an organization.
3. Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.
4. A job description is best defined as ______.
5. Why is it important to know the time frame for strategic recruiting?
6. Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control.
7. A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.
8. Unequal access to development experiences and internal selection systems have both contributed to the glass ceiling.
9. It should not be assumed that just because job seekers come from inside the organization they will automatically know and understand the selection procedures.
10. Formal policies for promotion and other internal recruiting activities can enhance:

BUSI 643 Quiz 3

1. A z score of 3.0 for a job applicant’s score on an aptitude test indicates the applicant
2. Length in inches is an example of a(n) __________.
3. Asking applicants to complete a supplemental application in which they describe their most significant accomplishments relative to a list of job behaviors is known as the
4. Genetic screening is becoming a valuable component of many organizations’ selection systems.
5. Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.
6. When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.
7. Applicants tend to react very negatively to the interview.
8. An organization which is committed to shattering the “glass ceiling” should ____________.
9. In comparing internal selection with external selection, an advantage of internal selection is that
10. One step an organization can take to shatter the “glass ceiling” would be to have greater use of selection plans.

BUSI 643 Quiz 4

1. If an organization wish to comply with the law and still increase the diversity of its workforce, it should
2. Under which circumstances is “hiring success gain” likely to be optimal?
3. Research suggests that socialization programs are equally effective when conducted online relative to person-to-person.
4. The most commonly negotiated element of a job offer is ____.
5. Surveys suggest that staffing is one of the first areas that organizations will outsource.
6. A professional employer organization (PEO) is like a temporary help agency, but provides a wider range of HR services and has a longer-term relationship with clients.
7. Lack of staffing policies and procedures may lead to practices that may foster negative applicant reactions and problems with legal compliance.
8. Research most clearly suggests that when organizations wish to increase retention they need to
9. In general, most employees report that the opportunity for higher compensation is a more powerful predictor of turnover than conflict with supervisors.
10. Postexit surveys should ask be mailed quite some time after the employee’s last day of work so the individual has sufficient time to reflect on his or her experiences.