- Description
HRM 531 Week 5 Knowledge Check
The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.
Personalized Study Guide Results:
Score: 15 / 15
Concepts Mastery Questions
The Employee Recruitment/Selection Process 100% • 1
- 8• 9
Four Types of Company Postures for Recruitment 100% • 2
- 3• 4
Internal and External Recruitment Methods 100% • 5
- 6• 7
Organizational Considerations in Staffing Decisions 100% • 10
- 11
- 12
Screening and Selection Methods 100% • 13
- 14
- 15
Concept: The Employee Recruitment/Selection Process
Mastery : 100% Questions : • 1
- 8• 9
Materials on the concept:
- The Employee Recruitment/Selection Process
1.
Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities.
- A.
human resource requirements
- B.
strategic imperatives
- C.
pay grades
- D.
affirmative action candidates
8.
The step following recruitment is ________, which is basically a rapid, rough selection process.
- A.
orientation
- B.
initial screening
- C.
performance management
- D.
workforce planning
9.
Typically, the first step in an employee’s introduction to company policies, practices, and benefits is a(n) _________ program.
- A.
initial screening
- B.
intensive training program
- C.
team-building
- D.
orientation
Concept: Four Types of Company Postures for Recruitment
Mastery : 100% Questions : • 2
- 3• 4
Materials on the concept:
- Developing Recruitment Policies: Labor-Market Issues
2.
Which of the following statements about a company using a passive nondiscrimination posture is true?
- A.
It is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination.
- B.
This posture recognizes that discriminatory practices in the past may block prospective applicants from seeking present job opportunities.
- C.
No attempt is made by the company to recruit actively among prospective minority applicants.
- D.
It systematically favors women and minorities in hiring and promotion decisions.
3.
Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?
- A.
Hard quotas
- B.
Pure diversity-based recruitment
- C.
Diversity-based recruitment with preferential hiring
- D.
Passive nondiscrimination
4.
A soft-quota system
- A.
fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities
- B.
represents a mandate to hire specific numbers of women or minority group members
- C.
is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
- D.
systematically favors women and minorities in hiring and promotion decisions
Concept: Internal and External Recruitment Methods
Mastery : 100% Questions : • 5
- 6• 7
Materials on the concept:
- Internal versus External Labor Markets
- Internal Recruitment
5.
_________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.
- A.
Union employee percentages
- B.
Labor market characteristics
- C.
EEOC guidelines
- D.
Internal labor markets
6.
When implementing recruitment activities, initial consideration should be given to a company’s __________, especially for filling jobs above the entry level.
- A.
minority groups
- B.
current employees
- C.
women workforce
- D.
foreign subsidiaries
7.
Promotion-from-within policies must ______________, coupled with a company philosophy that permits employees to consider available opportunities within the organization.
- A.
include incentives to keep employees in their current positions
- B.
respect seniority positions
- C.
receive strong top-management support
- D.
anticipate training needs
Concept: Organizational Considerations in Staffing Decisions
Mastery : 100% Questions : • 10
- 11
- 12
Materials on the concept:
- Business Strategy
- Organizational Culture
10.
This type of management style is often associated with organizations in the embryonic stage.
- A.
Freewheeling
- B.
Growth director
- C.
Entrepreneur
- D.
Movers and shakers
11.
Which of the following statements about an aging organization is true?
- A.
It demands extreme cost control through consistency and centralized procedures.
- B.
It emphasizes the generation of cash to develop new product lines.
- C.
It is concerned with building excellence in the management teams.
- D.
It is characterized by a heavy emphasis on product engineering.
12.
The role of organizational culture in staffing is best applied if companies
- A.
avoid hiring only those who fit the specifics of the organization’s culture
- B.
staffing decisions are independent of organizational culture
- C.
staff only those who fit into the profile of the organization’s culture
- D.
actively seek out those individuals who have values contrary to the organization’s culture
Concept: Screening and Selection Methods
Mastery : 100% Questions : • 13
- 14
- 15
Materials on the concept:
- Employment Application Forms
- Screening and Selection Methods
- Recommendations, References, and Background Checks
13.
The information least likely to be obtained in reference checks and recommendations is
- A.
a description of the applicant’s physical attractiveness
- B.
character and interpersonal competence
- C.
willingness of a previous employer to rehire the applicant
- D.
education and employment history
14.
Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?
- A.
Equal Educational Opportunities Act (1974)
- B.
Protection of Pupil Rights Amendment (1978)
- C.
Family Educational Rights and Privacy Act (1974)
- D.
Freedom of Information and Protection of Privacy Act (1990)
15.
Which act requires third-party investigators to secure the applicant’s written consent prior to doing a background check?
- A.
Fair Labor Standards Act (1938)
- B.
Equal Credit Opportunity Act (1974)
- C.
Gramm–Leach–Bliley Act (1999)
- D.
Fair Credit Reporting Act (1970)