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Human Resource Management: An Asian Perspective (Second Edition)

Chapter 5: Personnel Planning and Recruiting Multiple Choice 1. a. b. c. d. e. 2. a. b. c. d. e. 3. a. b. c. d. e. 4. a. b. c. d. e. 5. a. b. c. d. e. *_____ is the process of deciding what positions the firm will have to fill. Recruitment Selection Personnel planning Interviewing None of the above (c; easy) *Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on? Recruitment Selection Personnel planning Interviewing None of the above (c; easy) When a company decides on how to fill top executive positions, the process is called _____. employment planning succession planning selection interviewing testing (b; moderate) *When planning for employment requirements, what must be forecasted? personnel needs supply of inside candidates supply of outside candidates all of the above none of the above (d; easy) *Which term below means studying variations in a firms employment levels over time? ratio analysis trend analysis graphical analysis computer analysis all of the above (b; easy)

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Human Resource Management: An Asian Perspective (Second Edition)

6. a. b. c. d. e. 7. a. b. c. d. e. 8. a. b. c. d. e. 9. a. b. c. d. e. 10. a. b. c. d. e.

Trend analysis is limited in its usefulness, because _____. it considers time but not other changes such as productivity it considers too many possible influences it only provides an initial estimate it assumes constant increases in productivity all of the above (a; difficult) *The process of making forecasts based on the ration between some causal factor like sales volume and the number of employees required is called _____. ratio analysis trend analysis graphical analysis computer analysis all of the above (a; easy) Suppose a salesperson traditionally generates $500,000 in sales and the company wishes to increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeople are required? 4 5 6 7 8 (e; difficult) *A _____ shows graphically how two variables are related. trend analysis ratio analysis scatter plot productivity chart correlation analysis (c; easy) *What type of data is needed to use computerized forecasts for estimating future personnel requirements? labor hours required to produce one unit of product minimum sales projection maximum sales projection probable sales projection all of the above (e; moderate)

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Chapter 5: Personnel Planning and Recruiting

11. a. b. c. d. e. 12. a. b. c. d. e. 13. a. b. c. d. e. 14. a. b. c. d. e. 15. a. b. c. d. e. 16. a. b. c. d. e.

*_____ contain data on employees performance records, educational background, and promotion recommendations. Computerized information systems Replacement charts Qualifications inventories Trend records Personnel files (c; moderate) *When managers need to determine which employees are available for promotion or transfer, they will use _____. computerized information systems replacement charts qualifications inventories trend records personnel files (c; moderate) *Qualifications inventories can be tracked and maintained by using _____. personnel inventories replacement charts position replacement cards computerized information systems all of the above (e; moderate) *Which tool below can be used in databases to protect the information? passwords encryption access matrices work experience codes intranets (c; moderate) Recruiting is necessary to _____. forecast the supply of outside candidates develop an applicant pool determine whether to use inside or outside candidates develop qualifications inventories all of the above (b; moderate) Which of the following is not a reason to recruit through a central office? reduction of duplication of efforts shared expenses development and availability of recruitment experts autonomous divisions synergistic recruiting opportunities (d; moderate)

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Human Resource Management: An Asian Perspective (Second Edition)

17. a. b. c. d. e. 18. a. b. c. d. e. 19. a. b. c. d. e. 20. a. b. c. d. e. 21. a. b. c. d. e.

Why are large applicant pools considered desirable? allow the firm the chance to be more selective increase costs involved in screening applicants extend time required to fill vacant positions costs of processing applicants outweighs benefits of selectivity provide an opportunity to use prescreening computer software (a; difficult) When evaluating the effectiveness of recruitment sources, what should be measured? the cost of using each source the number of applicants produced the quality of applicants produced the time involved in using each source both b and c (e; moderate) Which of the following methods can be used to assess quality of applicants? work sample tests structured interviews grade point average job knowledge tests all of the above (e; easy) Which method listed below has the highest level of validity for predicting job performance? work sample tests biographical data grade point average SAT scores ratings of training and experience (a; difficult) A _____ can be used to calculate the number of applicants necessary to result in hiring the required number of new employees. trend analysis ratio analysis recruiting yield pyramid computer information system log function (c; moderate)

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Chapter 5: Personnel Planning and Recruiting

22.

What is a recruiting yield pyramid used for? a. to calculate the number of applicants necessary to result in hiring the required number of new employees b. to decide what positions the firm will have to fill c. to study variations in a firms employment levels over time d. to forecast the number of new employees necessary to generate a predetermined level of productivity e. to determine which employees might be qualified for projected openings (a; moderate) Which of the following is a disadvantage of using internal sources of candidates to fill vacant positions? knowledge of candidates strengths and weaknesses potential to upset or lose employees who arent promoted accurate view of skill sets high commitment to the company reduced training and orientation required (b; easy) Job posting refers to all of the following except publicizing the open job to employees listing the jobs attributes listing the jobs pay rate listing the jobs required qualifications listing the number of desired applicants (e; easy) The first step in succession planning is to _____. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees (c; moderate) The second step in succession planning is to _____. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees (b; moderate) The third step in succession planning is to _____. create an applicant pool assess candidates identify and analyze key jobs select who will fill key positions analyze the strengths of current employees (d; moderate)

23. a. b. c. d. e. 24. a. b. c. d. e. 25. a. b. c. d. e. 26. a. b. c. d. e. 27. a. b. c. d. e.

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Human Resource Management: An Asian Perspective (Second Edition)

28. a. b. c. d. e. 29. a. b. c. d. e. 30. a. b. c. d. e. 31. a. b. c. d. e. 32. a. b. c. d. e. 33. a. b. c. d. e.

How can high potential employees be developed for future positions? internal training cross-functional experience job rotation external training all of the above (e; moderate) Which of the following methods is not used to recruit outside candidates? advertising job postings employment agencies executive recruiters all are used to recruit outside candidates (b; difficult) The effectiveness of advertising for recruiting qualified applicants depends upon _____. complementary recruiting methods graphical appeal ad construction corporate image unemployment rate (c; moderate) When constructing the ad, it is important to consider how to best _____. attract attention to the ad develop interest in the job create desire for the job prompt action all of the above (e; easy) The I in AIDA stands for _____. interest instructions internal candidates introspection identification (a; easy) The D in AIDA stands for _____. development of the ad detailed job qualifications desire for the position defensive recruitment strategies dominant work qualifications (c; moderate)

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Chapter 5: Personnel Planning and Recruiting

34. a.

Which of the following statements from a hypothetical job advertisement is intended to develop interest in a job? Youll thrive on challenging work. 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. Responsibilities include event planning and relationship management. e. All of the above (a; moderate) Which of the following countries has private employment service agency? Japan Malaysia Singapore Thailand All of the above (e; easy) The World Bank operates a worldwide computerized job bank called _____. Worldjob.com CareerBuilder International Job Bank Worldforce None of the above (e; moderate) Counselors in state-run employment agencies conduct all of the following activities except _____. review the employers job requirements fill jobs visit employer work sites write job descriptions counselors perform all of these activities (e; moderate) Government-run employment agencies provide _____ to employers. recruitment services immigration information training programs all of the above none of the above (d; moderate)

35. a. b. c. d. e. 36. a. b. c. d. e. 37. a. b. c. d. e. 38. a. b. c. d. e.

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Human Resource Management: An Asian Perspective (Second Edition)

39. a. b. c. d. e. 40. a. b. c. d. e. 41. a. b. c. d. e. 42. a. b. c. d. e. 43.