412713RR
Acquiring and Preparing Human Resources
1.
Benefits of establishing objectives for a training program include three
of the following. Which is not a benefit of establishing objectives for a
training program?
A.
Establishing objectives provides a basis for measuring the success of the
program.
B. The training program will be more
focused and more likely to succeed.
C. Objectives help HR professionals
identify the situational constraints within the organization.
D. Employees learn best when they know what
the training is supposed to accomplish.
2.
Employers should ensure that their drug-testing programs conform to
three of the following guidelines. Which is not a guideline to which employers
should ensure their drug-testing programs conform?
A.
The testing should be conducted in an environment that isn’t intrusive and
allows for strict confidentiality of results.
B. The testing should be routinely
administered to all technical and managerial functions across the organization.
C. The employer should send the reports of
the results to applicants along with information on how to appeal and retest.
D. The employer should use drug testing for
jobs that involve safety hazards
3.
Which of the following correctly describes a learning management system?
A.
The process of evaluating the organization, individual employees, and
employees’ tasks to determine what kinds of training, if any, are necessary
B. A computer application that automates
the administration, development, and delivery of training programs
C. A process of systematically developing
training to meet specified needs
D. A process for determining the
appropriateness of training by evaluating the characteristics of the
organization
4.
The steps required to properly execute a workforce utilization review
are
A.
tremendously varied from organization to organization.
B. essentially the same as those involved
in the strategic planning process.
C. identical to the steps in the generic
human resource planning process.
D. essentially the same as those involved
in job analysis.
5.
To increase the readability of training materials, one should
A.
combine two or more paragraphs into one long paragraph.
B. replace concrete words with abstract words.
C. add checklists and illustrations to
clarify the text.
D. combine two or more sentences into one
long sentence
6.
In personnel forecasting, an effective HR professional tries to
A. predict the number and types of legal
challenges the company is likely to face within the year.
B. develop HR policies and practices in
response to anticipated moves by major competitors.
C. determine the supply of and demand for
various types of human resources.
D. anticipate trends within the HR field
which are most likely to affect the success of current company operations.
7.
Imagine that you manage a car dealership affiliated with one of the big
three U.S. automakers. Given the increasing complexity and variety of today’s
automobiles, it’s impossible to train your mechanics on the details of every
potential repair problem. Thus, in cooperation with corporate headquarters, you
have a training program whereby mechanics learn the basis of engine, emission,
and other types of repair, but in the case of a particular problem, seek expert
advice through an online computer application program. This approach is known
as
A. e-learning.
B. a virtual-reality simulation training program.
C. an experiential behavior-modeling
program. D. an electronic
performance support system.
8.
Predictive validation is better than concurrent validation because
A.
job applicants’ performance on the tests is influenced by their firsthand
experience with the job.
B. the research administers tests to people
who currently hold the job.
C. it’s more time-consuming and difficult.
D. the group is more likely to include
people who perform poorly on the test.
9. Which of the following options for avoiding
an expected labor shortage has the benefit of being a relatively fast solution
with high revocability?
A.
Turnover B. Retrained transfer C. Overtime D. New external hires
10.
Which of the following personnel policies is not relevant to
recruitment?
A.
Administrative procedures B. Image
advertising
C. Internal versus external recruiting D. Lead-the-market pay strategies
11.
The long-term success of diversity training is characterized by
A. unstructured programs.
B. training that’s tied to business
objectives, such as understanding customers.
C. making sure that HRM practices meet
standards of equal employment opportunity laws.
D. the number of minority or disabled
employees on staff within the organization.
12.
Which of the following is a permissible question for applications and
interviews?
A.
Do you have children?
B. What schools have you attended?
C. Do you have any disabilities? D. When did you attend high school?
13.
Three of the following statements about the effects of downsizing are
true. Which one is false?
A. Short-term cost savings often turn
negative in the long term.
B. Downsizing efforts eliminate people who
turn out to be irreplaceable assets.
C. Employees who survive downsizing often
become narrow-minded and risk-averse.
D. Downsizing efforts guarantee an increase
in organization competitiveness.
14.
Should a former employer give a glowing statement about a candidate and
the new employer later learn of misconduct on the part of the employee during
his or her previous employment, the new employer may sue the former for
A. negligent omission. B.
misrepresentation. C.
defamation. D. lack of validity.
15.
Why is it impermissible for an organization to ask, “What’s your
marital status?”
A. Employers can make reasonable
accommodation prior to the candidate joining the company.
B. It’s a question that doesn’t determine a
candidate’s skill or ability to perform on the job.
C. It allows a third party to check
candidate’s credit history or reference, which is illegal.
D. It’s a question that allows employers to
gather information about a candidate’s protected status
16.
To select a training service, the organization mails a(n) _______ to
several vendors.
A.
request for proposal B.
training-needs analysis C.
affirmative-action plan D. request for
training
17.
At which stage in the selection process are supervisors and team members
most involved?
A.
Reference and background checks B.
Receiving résumés from job portals
C. Recruitment
D. Employment interviews
18.
Which of the following is not among the best ways for companies to
establish a stronger recruiting presence on a campus?
A. Select a limited number of campuses on
which to recruit, and return to them on a yearly basis with new job openings.
B. Establish college internship programs.
C. Select campuses within a 150-mile radius
of the company’s headquarters to ensure students are familiar with the company
and its products or services.
D. Participate in university job fairs.
19.
_______ identifies the tasks, knowledge, skills, and behaviors that
training should emphasize.
A.
Organizational analysis B. Task
analysis C. Training-method
analysis D. Person analysis
20.
The general method of establishing the validity of a selection method by
showing that there’s an association between scores on the selection measure and
scores for job performance is called
A.
content validation. B.
split-half estimate of validation.
C. criterion-related validation. D. reliability of the
measurement and validation.
